2022 Leadership Trends

3 Leadership Trends to Take into 2022

With the year’s end now just weeks away, many of us are reflecting on how a second year amidst a pandemic has affected business, and how we can further build our best leadership practices within this new status quo. Which trends have proven most effective? What changes are we still struggling with? How will we cope with future challenges?

Adaptive Leadership

What were once unprecedented challenges, are now something we now consider an everyday part of life. An adaptive leadership style has been a key factor in reaching this stage. The ability to overcome unexpected challenges is one of the most important skills for leaders to develop. When teams and businesses are met with unfamiliar difficulties, they turn to their leaders to provide stability. Learning to drive change management can help leaders to navigate through periods of uncertainty.

Positive Company Culture

Remote and hybrid working will continue to disrupt workplace operations, even as we adjust to our ‘new normal.’ Reinforcing a positive workplace environment is one of the most important actions we can take to ensure that remote team members do not become isolated or ostracised from the rest of the group. Senior leadership development provides participants with the tools required for combating the specific challenges of leading virtual teams. As leaders, we must be particularly cognisant of incorporating emotional support for all team members as the business landscape is reshaped.

Succession Planning

Executive leadership development is becoming a higher priority for many businesses as a means for ensuring organisational success. Leaders who coach other individuals in leadership, and companies that offer leadership training programs to their high potential talent, see an increase in both employee retention and productivity. This allows businesses to build their vision for the future into current practices, making them much more successful.

The impact of COVID-19 has greatly altered the way in which we operate and lead businesses. This is sure to continue as we once again begin to disrupt the practices we have gotten used to. The prevalence of change within all industries is the driving force behind innovation and growth. As we’ve seen, the pandemic has highlighted the importance of adaptive, cultural, and developmental leadership trends for enduring uncertainty, as well as laying the foundation for success in the future.

For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.

3 Leadership Trends to Take into 2022

online training programs

What Leaders are Doing to Combat the Great Resignation

The global pandemic and increased time spent working from home, has given us all the opportunity to reflect on the importance of developing a positive work-life balance. For many, this reflection has affected the way they think about their career and even question the value of work in their lives. Dubbed the Great Resignation in the US, COVID-19 has seen millions of people from all levels of the workforce make the decision to leave their jobs. Experts believe that this trend will begin to affect Australian businesses as recently reported on the ABC, Buckle Up, The Great Resignation is heading Australia’s way.Even as more and more organisations return to the office, there is a hesitancy from many individuals to do so. This is leading to them seeking reduced responsibilities or exiting from the workforce altogether.


How can organisations retain top talent?


Communication is Key

The necessity of adapting to remote operations has shown employees that flexible working conditions are not only possible but sustainable over the long term. Accommodating for more remote operations comes with its own set of challenges for leaders of such teams. A development training program that focuses on leading virtual teams can address the specific challenges of communication, the use of technology and team well being that affect them can be a great asset. 

The success of virtual teams hinges upon their ability to communicate effectively over a variety of mediums where an instenaious reply is not guaranteed. This means that information and ideas must be presented with careful clarity in order to avoid misunderstandings. Establishing a communication plan that includes providing regular feedback on performance, is integral to ensuring that all team members understand their role and how they are contributing to achieving objectives. 


Embrace New Technology

The ability for remote teams to exist is thanks in large part to the advancement of technology over the past century. Where office spaces were, and often remain, necessary in order for employees to have access to computers and tools required to get work done, it would be difficult to find a home today that doesn’t have at least one working computer. The prevalence of modern technology has meant that businesses are no longer limited to hiring exclusively local talent. Similarly, high potential employees are able to seek opportunities with companies with interstate or international offices without having to relocate.

Virtual leadership development has seen a significant increase over the past two years. Many companies prefer to have their training programs delivered this way as it is less disruptive to daily operations. The accessibility of online training programs also makes it possible for a greater number of participants to be included. Companies who actively provide opportunities for remote employees to develop and progress in their careers are far more likely to retain those high performing individuals who will go on to drive the business forward. 


There has been a great culture change in attitudes towards the importance of mental health in recent years. This has certainly been particularly prevalent since the beginning of the pandemic. Today’s workforce places a higher value on job satisfaction over job security than has previously been seen. The onus is on employers to provide fulfilling and flexible workplace environments in order to entice employees and garner loyalty.


About the Author: The Leadership Sphere

The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.

What Leaders are Doing to Combat the Great Resignation

Personal Values

The Importance of Understanding your Personal Values

For many individuals today, fulfillment in their work is a driving factor in their decision to take on a leadership role. The same is true of those in existing leadership positions. We often hear directors and hiring managers discuss a person being the ‘right fit’ for a role. What we hear discussed less often, is whether or not a role is the right fit for the individual. You may have the talent and capability to perform well in a leadership role however, when the company’s values do not align with your own, it can be difficult to engage with not only the work, but also your team.

Understanding your Personal Values

Getting clear about what your personal values are can help to provide guidance in what it is that you are looking for in a company that you want to work with. Our values indicate what is most important to us and what motivates us to achieve greatness. A personal values assessment helps to identify our most strongly held beliefs. This understanding will give you a greater insight into whether or not you would feel satisfied working for a particular company. When their values do not align with yours, you may face resistance in attempting to implement strategies. While the company you work for defines policies and certain rules, it is your own values and priorities that determine your personal leadership strategy and how it will be achieved. 

Better Working Relationships

People who share the same values as those they work with are much more successful in achieving results compared to those with conflicting values. Having shared values doesn’t necessarily mean that you will share the same opinions as others, but it does mean that you share similar goals and intentions. Discovering your team and personal leadership values helps to build more effective working relationships. Sharing connected values enables individuals to more easily relate to one another, communicate ideas more effectively, and overcome difficulties much faster.

More Committed Employees

When an individual’s personal values are aligned with those of the company, their motivation and engagement with the work increases. They know that their contributions are important to the overall success of the organisation, and so are more dedicated to performing at their highest potential. Senior leadership assessment can be a useful part of the hiring process to determine how an individual will support the company’s vision and values. The alignment of individual and company values leads to greater success for both parties because their priorities are each focused on achieving the same end result. 


Better Decision Making

Our values are what contribute most to the decisions we make. Developing leadership excellence teaches us that it is important to draw on our personal experiences and beliefs in order to lead more effectively. A clear understanding of our values allows us to make better decisions in the face of uncertainty. When faced with difficult choices, asking ourselves which option most aligns with our values and what we are striving to achieve can be a guide towards the choice with the greatest chance at success.

Leadership assessment tools are integral when training for leadership excellence. They afford us the opportunity to reflect on the things that matter most to us and how they affect the way we lead. For individuals, understanding your personal values lets you know that the decisions you make are in service of your goals. Organisations also need to have an understanding of the personal values of their employees to ensure that overall growth and success can occur. 

For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.


The Importance of Understanding your Personal Values

leading teams

How Coaching Leads to Excellence

Executives have understood the benefits of coaching in achieving personal goals for decades, and we are now seeing these benefits extend towards teams as well. Coaching as a leadership style can be much more effective with today’s workforce than traditionally authoritarian leadership. The value of coaching has become increasingly important to individuals and organisations as a whole for enhancing team performance and achieving success. 


Develop a Strategic Plan

To successfully reach the goals you set out to achieve, you need to develop a strategic plan. This is true both of personal, team, and organisational goals. The strategic plan is your road-map that guides you towards specific targets and milestones. Senior leadership training and coaching can be useful tools for identifying those targets, as well as the skills you and your team will need to achieve them.

The path to achieving success may rely on the integration of a leadership development program to mitigate challenges caused by potential skills gaps. Team coaching for leadership excellence can help to embed new skills to drive change as well as provide a safe space to discuss real-time results and conflict. This ensures that difficult conversations are constructive, allowing for problems to be resolved sooner, and performance to increase.


Coaching Leadership

In high performance teams, the role of the leader is more often one that supports rather than manages. The leader as coach is responsible for maintaining team focus on goals and outcomes, while individuals ensure day-to-day tasks are completed. A leadership excellence program enables executives to better coach, grow and develop people within their team while simultaneously improving performance. This allows for more manageable accountability for both leaders and direct reports.

Executive leadership training improves organisational performance when delivered across all levels of a company. The skills you embed in current teams and existing leaders does not only result in increased short-term performance. High potential talent and individuals who will become future leaders gain integral skills needed for elevated positions, contributing to their personal, as well as company growth.


About the Author: The Leadership Sphere
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.


How Coaching Leads to Excellence

team development

5 Reasons to Consider Executive Coaching

The business landscape of today has seen a significant shift in focus towards company values and workplace culture. In order to be seen as an employer of choice for current and potential employees, leaders must take up the challenge to create such environments. High potential talent are striving to build their careers with organisations and leaders who center people development in their business growth. Senior leadership training can play an integral role in developing the traits that skilled employees are looking for.


Improve Interpersonal Relationships

Workplace culture is defined by the people within them. The culture is only as strong or impactful as the personal connections between individuals. It is particularly affected by the relationship between leaders and their direct reports. Leaders who engage in executive leadership coaching often discover that their self-awareness, emotional intelligence, and emotional literacy improve alongside the tactical skills they set out to achieve. These ‘soft-skills’ are some of the most important for building strong interpersonal relationships. 


Leading Change

These connections become increasingly important during times of change or transition. The benefits of executive coaching allow leaders to develop more effective change-management capabilities. When faced with uncertainty, employees require support, communication, and consistency. Meeting those needs through implementing coaching skills has many trickle-down benefits as executives, leadership teams, and their direct reports build stronger roadmaps through change that not only preserve, but enhance performance.


Gain a Competitive Advantage

Establishing a coaching culture within your organisation creates space for growth and innovation that attracts clients and employees alike. Supported development of high potential employees is desirable for individuals building their careers, while reducing turnover and retaining top talent. 


Improve Goal Orientation

Individuals often seek an executive coaching program to help them better define and achieve their career goals. The coach’s role is to assist the individual in identifying what is preventing them from reaching those goals. Strategies are then created to work towards overcoming obstacles and filling any skills gaps that may be contributing to their stagnation. In building these skills, participants can considerably reduce the time taken to achieve success.


Become a more Effective Leader

Effective leadership is the result of strong working relationships and the ability to inspire and influence behaviour. Developing leadership excellence helps leaders to connect teams to their vision, that then translates into successful action and performance. For this to occur, long-term goals must be clearly defined and regularly communicated. Consistent focus on the larger objectives mitigates delineation, allowing for continual progress to be made.


The most successful organisations utilise coaching for leadership excellence to motivate high performance at every level. Personal connections, as well as a connectedness to business strategy, creates an environment that allows innovation and people to flourish. Top performers are retained who will go on to lead future high potential talent, and propel the business forward.

For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.

5 Reasons to Consider Executive Coaching

High Performance

3 Steps to Building High Performance

A strong relationship between leaders and their team can make a significant impact on productivity and performance. There can be little doubt that great leaders produce better business outcomes. When it comes to leading high performance teams, actively seeking opportunities for improvement is what ensures and maintains their success. 


Understand your Leadership Style

Effective leadership stems from a great self-awareness that means leaders are able to continuously improve business relationships and push for exceptional results. Whether we are conscious of it or not, we all have preferences in the ways in which we lead others. Becoming cognisant of what our preferences are, and how this forms our personal leadership style, allows us to implement business strategies that are more effective. When we know ourselves better, we are able to leverage leadership excellence to drive performance.


 Advocate for Innovation

Developing high performance in teams can be as simple as challenging them to think more innovatively. The success of many high performance teams is often due to their ability to come up with new ideas and creatively solve problems. Leaders of such teams are willing to experiment and take risks in order to reach higher levels of achievement.  Building effective teams along with real leadership is one of the most important drivers of organisational success. A strong capability to innovate in service of their goals enables teams to outperform expectations by delivering exceptional results.


Engage Learning with Experience

Performance training programs are continually proven to be more effective when the lessons are then applied on the job. Too often, we will engage in shorter workshops or seminars but fail to incorporate the lessons in practice. Effective leaders develop their leadership in action; discovering strategies that drive performance, and learning from mistakes. In order to inspire lasting changes in the performance of others, leaders need to make a deliberate effort to display changes in their own behaviour.


The success and growth of any business is largely dependent on the implementation of strategy by leaders and the performance of their teams. Great executive leaders understand the necessity of leadership development training for building high performance at all levels of their organisation. Developing our leadership style and implementing our learning to push for innovation leads to stronger, more outstanding performance. 



For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.

3 Steps to Building High Performance

human synergistics

The Tools of Human Synergistics

Increasingly, the idea of the workplace ‘culture’ has become an important part of what makes an organisation attractive to both employees and customers. At its core, the workplace culture is the shared behavioural norms and expectations that influence the way individuals approach their work and how they interact with one another. Many organisations will espouse some philosophy of what their ideal culture looks like. The way their people act however, may not fall in line with those ideas. This is the difference between the ideal and the lived, or current cultures. Determining your organisation’s ratio can help you to identify key areas to improve overall performance at the individual, group, and organisational level.



Effective individuals are aware of how their own thinking influences their outlook, their response to others, and the impact of their behaviour on those around them. The Life Styles Inventory™ enables individuals to discover new ways of thinking and behaving to improve their interpersonal relationships. By identifying how their actions are supporting or detracting from being able to provide quality performance, participants learn to better cope with stress and change. 


Leaders can take this even further as they shape the culture by role modelling behaviours that influence the ways that others operate in their work and interactions. The Leadership/Impact® and Management/Impact™ surveys measure leadership effectiveness and can help to identify the relationship between how you lead and the impact it has on the behaviours and performance of others. By assessing a leader’s actual impact, specific leadership strategies can be devised to meet that of their desired impact. 


Groups and Teams

Through highlighting factors that both help and hinder performances teams are empowered to change the way they operate and behave. The Group Styles Inventory™ provides a valid and reliable measure of how people in groups interact and work together to solve problems. Participants are given a safe opportunity to talk about their behaviour and have in depth conversations to identify their impact on group performance. Engaging in conversations that matter, teams are able to improve individual ability to work collaboratively. 



Organisational performance is directly impacted by the organisational culture. As with leadership, the impact of organisational culture is a dual measurement of the Organisational Culture Inventory and the Organisational Effectiveness Inventory. Both of these instruments work together to provide a complete picture of the behaviours and factors that drive the culture. They monitor and manage culture over time and continually identify targets for change to enhance strategy implementation. This is important because of the ways culture influences how the business strategy is executed and how effectively it adapts to operational changes.


Managing a high performance culture is one of the most important tasks of any senior executive, regardless of the size of the organisation or industry you are in. A partnership with The Leadership Sphere enables you to develop leadership capability in a way that creates value through leadership effectiveness. We can help individuals, groups, and organisations to understand the value of constructive thinking and behaviour to make them more effective.


For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.

The Tools of Human Synergistics

everything disc

The DiSC Profiles

The Everything DiSC® profile personality assessment provides insights and strategies for improving working relationships, resulting in a collaborative workforce with an elevated organisational culture. Dominance, Influence, Steadiness, Conscientiousness. These are the four personality profiles of the Everything DiSC personality testing suite. Each distinctive profile is designed to help participants better understand themselves and others.


(D) ominance

People who fall into the Dominance personality profile tend to be confident and outspoken. They place an emphasis on accomplishing bottom line results and ‘seeing the big picture.’ Though people in this quadrant can be viewed as demanding or assertive, they will often be willing to face challenges and take action. Being competitive in nature, they are able to leverage their creative thinking to overcome opposition. As leaders, they are pioneering, resolute, and focused on achieving results. 


(i) nfluence

Influential personality types are able to shape their environment and persuade others though their enthusiasm, optimism, and trusting natures. They prioritise relationships and collaboration as motivators to reach team goals. i style leaders engage their teams by generating excitement and enthusiasm for projects. They will often take on the role of coach or counsellor due to this ability. The perception that they are charming and supportive people aids their proficiency in influencing others in their leadership.


(S) teadiness

The person who falls within the Steadiness quadrant may have difficulty in adapting to sudden changes, though they value collaboration and consensus driven problem solving. They aim to cultivate harmony and stability while striving for team accomplishments. Leaders with the Steadiness personality profile do not seek recognition for personal achievements. Instead, their humility drives them to favour cooperation. They will be supportive of others and use their influence to help them reach their fullest potential. 


(C) onscientiousness

Conscientious leaders largely value quality, expertise, and competency in themselves and their teams. They can be extremely detail-oriented and may find it difficult to delegate tasks. Despite this, they are disciplined in providing high-quality results through careful analysis and planning. Their conscientiousness drives a curiosity to attain new skills and knowledge. Critical thinking plays a significant role in their ability to provide objective feedback and in challenging the status quo to achieve better results.


Everything DiSC profile is designed to help participants better understand themselves and others. Gain insights on why we behave and perform the way we do, that is based on over 40 years of research. Leverage these insights to improve communication and organisational skills in all areas of the business. From engaging each individual to building more effective relationships, teaching managers successful leadership skills to tackling workplace conflict, there is an Everything DiSC profile to deliver strategies and insights.


About the Author: The Leadership Sphere
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.


The DiSC Profiles

actionable conversations

Actionable Conversations™ Explained

Actionable Conversations™ are an innovative training platform that connects individuals to organisational objectives and enhances team culture. Engaging in meaningful conversations establishes better relationships and leads to lasting, measurable change. This is achieved through the powerful combination of authentic conversation, technology, and insight-driven data. It is a three stage process that happens on the job, around the real issues your people are currently working through. Investing just one hour a month develops: stronger leaders, individual skills, and enhances team culture.


Three Levels of Actionable Conversations™


Sustained, social learning helps to reinforce key principles in ways that contextualise them within the bounds of day-to-day responsibilities. It is supportive of real-world application that takes learning out of the ‘classroom.’ This enables participants to understand the practical effectiveness of what they are learning and how it applies to what they do. By putting lessons into immediate practice, their retention for the material is heightened and becomes ingrained in an ongoing routine.



You are able to cascade key concepts by leveraging live sessions and engaging in better conversations that improve your relationship with your teams. It reinforces learning through teaching. Were it possible for every individual employee to attend development training, many of us would surely jump at the opportunity. However, this is not practical in today’s fast-paced working environment. To truly make changes sustainable throughout an organisation, it is up to those who do attend to pass on the knowledge to the entire team. Not only does this reinforce the learning for themselves, but they are able to build it into the culture and onboarding programs so that current and future employees also experience the benefits.



It is a cost effective way to get all stakeholders across key information while quickly and easily translating organisational objectives into relevant actions at an individual level. As we’ve already discussed, lasting change only occurs when each individual is engaged and committed to putting those changes into action. Success in this is determined by each person’s willingness to engage in discussions that lead to meaningful problem solving. These conversations must seek to provide tangible and actionable steps that can be followed, measured, and reviewed when necessary.


Actionable Conversations™ are a way for teams to connect with each other to address concerns and concepts that help them to engage in meaningful problem solving and create lasting change. It is a platform that improves workplace effectiveness by building better relationships and measurable behaviour change.





About the Author: The Leadership Sphere
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.


Actionable Conversations™ Explained

leading excellence

Striving for Excellence

Organisations who achieve regular success have leaders who understand the importance of constant growth. They know that to reach their goals, they must rely on their direct reports to bring their purpose and vision into fruition. To do this, they establish strong personal relationships with their team and support them in their development. 


Purpose Clarity

Great leaders know that success begins with defining the purpose of the work you do. Understanding why it matters, and more specifically, why it matters to you. Leadership development programs help participants to understand themselves better both personally and professionally. Through the use of leadership assessment tools, their sense of purpose can make itself known. To achieve leadership excellence, you must be passionate about your purpose and able to communicate it with your team in ways that will inspire others in working towards the same purpose. 


Embrace Vulnerability

The scope of what leadership looks like has had a significant shift from being purely authoritative to now requiring the development of personal relationships. The research of Brenè Brown places vulnerability at the centre of daring leadership. The Dare to Lead™ Program, based on her work, encourages participants to embrace vulnerability in order to form stronger personal connections with others. When we lead with authenticity, we foster a culture of trust that results in better communication, collaboration, and success.


Empowering Leadership

Training for leadership excellence teaches participants to lead others through empowering them to reach higher levels of performance. Empowered employees have greater autonomy in their day-to-day tasks and have more creative problem-solving skills. In organisations where empowerment is common, company loyalty is also higher. This creates a sense of community where individuals are more willing to volunteer for additional assignments and assist one another. Both of which contribute greatly to improving overall performance. 


Ongoing Improvement 

Even the highest performing teams and organisations understand the benefits of reviewing their best results. Developing leadership excellence is an ongoing endeavour. There is value in revisiting past success in order to determine what worked well and how it might further be improved in the future. Providing access to leadership training programs ensures that you and your team are knowledgeable of the most recent trends in your field. This gives you a competitive edge and allows you to remain at the forefront of your industry. 


In the pursuit of leadership excellence it is important to first define your purpose and share your passion with your team. A leader’s success is often measured by the performance of their team, so empowering them to perform at their best will have significant benefits for you both. Leadership excellence is a continually moving target that requires you to have an invested interest in your own development and the growth of your team’s capabilities. 

In what ways to strive for excellence in your leadership?


About the Author: The Leadership Sphere
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.


Striving for Excellence

what is excellence in leadership

The Positive Impacts of Leadership Excellence

There are many benefits to developing leadership excellence for both individuals and teams. In building a deeper understanding of your personal leadership values, you establish stronger relationships with your team. The importance of these relationships is fundamental to creating meaningful change across all levels of your organisation. 

Coach, Grow, Develop Others

The benefits of leadership excellence extend far beyond only those in executive or management positions. Great leaders know that success comes from the combined efforts of everyone in the team. It is therefore the responsibility of leaders to facilitate the growth and development of others. In training for leadership excellence, leaders learn to take on the role of coach. As a coach, you provide support to those on their own development journey by helping them to implement their learning into their day-to-day responsibilities. By serving your team’s development, you also ensure your collective success.


Values Driven Leadership

There is no singular practice of leadership that applies to all situations. We often need to adapt our behaviour as the situation calls. What is important to remember when faced with a difficult decision to make, is to act in accordance with your values. Executive leadership development  helps participants to explore their values and narrow down those they feel are most important to practice in their role as a leader. Exhibiting behaviour that aligns with your identified values shows your team that you are dedicated to your commitments. You position yourself as trustworthy while establishing a culture of collaboration.


Create Meaningful Change

Leadership excellence is needed for creating meaningful change within your team and organisation. Through the development of leadership skills at the individual, team, and organisational level, executives can ensure their vision for success is a foundational component of daily practices. Interpersonal leadership skills are necessary for creating change. Leadership training programs teach us to communicate with clarity to inspire passion for the work. Those you share your vision with will become responsible for implementing it under your guidance. 


The positive impacts of training for leadership excellence flow from the individual level to ensure the growth of the team and organisation as a whole. Leadership development training provides a platform through which individuals and teams gain a greater understanding of their personal values. This contributes to the formation of deeper relationships and establishes a mutual trust. Trust is needed when creating change and coaching others. 


For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.


The Positive Impacts of Leadership Excellence

leadership excellence meaning

5 Ways to Develop Leadership Excellence

Developing leadership excellence should be a top priority for leaders at every level of an organisation. Making leadership assessment tools accessible provides current and future leaders with the opportunity to begin their development journey. Investing in the further education of your organisation’s leaders, ensures that you remain at the forefront of innovation within the industry.


Complete a Leadership Circle Profile™

Developing leadership excellence begins with identifying key areas and opportunities for improvement. Completing a Leadership Circle Profile™ provides a holistic measurement  of an individual’s competencies and, more importantly, why they are the way they are. This can have a greater impact than just completing a 360º Feedback Report that only evaluates competencies. Understanding the reasons behind your past behaviours is imperative to being able to take the necessary action to lift your leadership to a higher level. 


Integrate Learning

Forward-thinking organisations understand the critical importance of developing high potential talent, though are concerned about the challenge of maintaining day-to-day operations while training occurs. Actionable Habit Builder is a leadership development tool that allows participants to incorporate their training into everyday practices in a way that creates meaningful and noticeable change. It empowers individuals to take control of their learning by identifying the habits they want to build, and encourages regular reflection to track progress. By integrating your learning, you establish lasting habits that lead to continued success.


Build Team Alignment

Trust and clarity are the two most important factors in building team alignment. Identifying where the lack of alignment lies can help you to re-establish your team’s commitment to achieving goals. Though an unconventional tool for measuring leadership excellence, the Team Alignment Survey will reveal the specific areas that are blocking the team from communicating effectively and what needs to be done to remove those barriers. Collaborative teams are more efficient, will generate better ideas, and share in the responsibility of decision making.


Develop Your Emotional Intelligence

It is widely understood that to be successful in business requires intelligence and expertise in your industry. But to be a successful business leader requires much more than a practical knowledge of the products or services you offer. Long term success in performance also requires having a strong emotional intelligence, or EI. Emotional intelligence is a measurement of your own self awareness, empathy, and emotional regulation. All of which contribute to the way we form relationships with co-workers and clients. Developing a strong EI and relationships with your team will have a direct impact on improving your leadership excellence


Leadership Impact

Leadership excellence is often thought of in terms of the level of influence an executive has over the behaviours and resulting performance of others. Effective leadership assessment tools will be able to determine whether an individual’s influence is prescriptive or restrictive. Do they guide others towards goals, or do they create limitations? The Leadership Impact Survey is designed specifically for senior managers and CEOs to evaluate their current effectiveness against their desired impact. When developing leadership excellence, you can not ignore the significance of the influence you have on those around you. 


The best tools for assessing leadership excellence are those that provide valuable insight into an individual’s current behaviours. More importantly, discovering your subconscious or forgotten reasoning for certain actions establishes a starting point for reinforcing strengths, and unravelling weaknesses. For a complete understanding of your impact as a leader, it is helpful to assess your leadership at the individual, team, and organisational levels. 


For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.


5 Ways to Develop Leadership Excellence

effective leadership outcomes

Building Effective Leaders

The process of  identifying those capable of taking on senior leadership positions is an ever evolving challenge for most organisations. Potential candidates whether they be internal or external, must be assessed on both their existing skills as leaders, and their ability to develop the necessary competencies for more senior roles in the future

One tactic for building effective leaders has been to engage prospective candidates in simulation-based learning. It allows individuals to develop the specific skills needed while giving them practical experience in applying them. From here, the challenge becomes how do we assess the outcomes of this learning? How does this feedback contribute to the creation of a focused, development plan?


Assessing Potential Leaders

When developing high potential leaders, simulation-based learning can be used by senior executives to get an idea of the candidate’s strengths and provide them with opportunities to improve. The feedback that candidates receive is integral to their development as future leaders. Leadership assessment tools such as the Hogan 360º Report help in building a leadership profile for candidates that outlines the competencies in which they are skilled as well as those that they are developing. Executives who hope to support the career goals of their employees can also use these assessments to build focused development plans for those individuals. This may include leadership training programs or providing them with an executive coach who will work closely with them to achieve their goals.


Developing Potential Leaders

Whether one, the other, or a combination of both, the candidate should also be accessing leadership assessment and development tools regularly in order to keep track of their progress and success. By building regular assessments into their development plan, potential leaders are able monitor their growth using measurable data. When the time comes that they are being considered for an elevated position within the company, executives can look at the various assessments that have been made through their development and determine whether they have achieved the necessary competencies for the role.


Assessment is a vital component of leadership development, though it is not one that many individuals regularly take advantage of. Building effective leaders can only begin once a profile of the competencies has been completed. Leadership assessment tools should be prioritised as a primary resource for executives and potential talent for ensuring that individuals are receiving the training that will have the greatest benefit for them and the organisation as a whole. Leaders who develop a tangible awareness of their abilities become more effective in leading their teams because they understand their limitations. This establishes a culture where the most important thing is not to have all the answers, but to collaborate in order to find the solution.


About the Author: The Leadership Sphere
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.

Building Effective Leaders

leadership assessment tools

7 Reasons to Consider a Leadership Assessment

Leadership strategies and methodologies  get much attention particularly during times of uncertainty and change. It can be difficult to determine where individual and organisational leadership capabilities rank amongst industry peers, or what is the best method to understand this. That is why a leadership assessment tool can be a useful way to evaluate your current performance and help understand what leadership development activities will be most suitable for your organisation. The benefits of using leadership assessment tools extend far beyond the individual level. The feedback you gain from such assessments can impact on the development of high performing teams and with the culture of your organisation.


Establish Leadership Profiles

One of the benefits of leadership profiling is that it allows you to form a complete picture of an individual’s capabilities as well as their potential for development. Effective leaders are aware of both their strengths and actively seek to improve in areas they may not be as successful. Establishing leadership profiles allows executives access to a resource that informs them about those high potential employees who are just beginning their development.


Develop High Potential Employees

When we are looking to fill leadership positions internally, the most obvious choice may not be the right one. Using a data based approach, we are able to assess potential leaders in order to determine the best fit. Completing leadership assessment tools for individuals gives current leaders an unbiased look into the capabilities of high potential employees. Even those who may not be right for leadership roles just yet, may have development plans created in order to support their advancement and career goals.


Filling Skills Gaps

Before embarking on a development program, participants and executives should be aware of what gaps exist within their skillset or organisation. Leadership assessment tools provide insight into exactly this. An executive coaching survey will outline an individual’s particular strengths as well as areas for improvement. Completing a leadership assessment prior to any training programs allows both the individual and the organisation to reap the highest benefits.


Remain Competitive with Industry Standards

For those who have been in positions of executive leadership for several years, it can be easy to believe that you don’t need as much feedback as you did earlier in your career. This is simply not true in industries that are constantly innovating and expanding. The best leadership assessment tools will help you to understand how your skills match up against the current industry standards. You may be surprised to discover that there are some competencies you need to build upon so that you and your organisation can stay ahead of the competition. 


Track Development Progress

Many leadership assessment and development tools are used simply to track an individual’s development processes. The Hogan 360º Report can be re-done at regular intervals to get an external perspective. Actionable Habit Builder is a fantastic tool for self-reflective assessment of progress towards specific goals. No matter how it is done, individuals looking to develop their leadership skills should utilise assessment tools to track their progress in a tangible way. This demonstrates a commitment to the role and the organisation that executives will look at when considering prospective leaders.


Motivate Performance

Continually assessing a team or individual’s skills development allows them to not only track their progress, but the improvements in their overall performance as well. Being able to look back on past performance instils a sense of accomplishment that motivates further improvement. By assessing performance as goals are achieved, you can look for methods that worked well and identify ones that hindered success. In doing so, you have a ready made benchmark from which to set new goals and further optimise performance.


Improve Company Culture

Leaders who participate in assessments set an example of commitment to growth within an organisation. A willingness to have your own leadership assessed demonstrates what is expected and supported across all levels. It promotes a culture of growth, education, and development. Organisations with a culture that places value in these areas foster a positive workplace environment where morale and performance flourish. Leadership assessments encourage frequent communication that establishes deeper levels of trust between leaders and their teams. 

The development of those who participate in a leadership training program is predominantly determined by their own willingness to grow. Undertaking a leadership assessment prior to a training course helps to set the basis of their learning. The best tools for leadership development will reveal both the strengths and shortcomings of potential leaders, giving them a measurable starting point from which they can begin their leadership journey. Building an organisational culture of growth and development can have a significant and positive impact on performance both now and in the future.


For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.

7 Reasons to Consider a Leadership Assessment

executive coaching

Developing a Coaching Culture

When it comes to coaching in support of professional development, a coaching culture is one that takes what has been taught in development programs and continues to prioritise learning outside of a formal setting.  In building a coaching culture, it is important to remember the impact that emotion and mental health play in performance. Leaders who coach, as opposed to manage, their team will see a greater improvement in performance and success. 


Coaching vs. Managing

Many management styles of leadership tend to focus on task delegation and optimising work practices in order to achieve as much as possible. While this is great for the bottom line, it is not always so great for our employees. The pressure to reach certain targets can often lead to poorer performance and unsatisfactory results. When individuals fail to meet expectations, a manager may reassign them to another project, leaving the cause of the issue unresolved. 


A coach will instead take the time to work through mistakes with individuals to give them a better understanding of what has gone wrong. This allows them the opportunity to develop the skills needed to perform their task correctly while remedying their mistake. It addresses the issue directly without punishing the individual. One of the positive effects of executive coaching on culture is that it establishes an environment that builds high performers by allowing them to gain valuable experience. 


Coaching to Lead

When leaders develop a coaching strategy, team performance improves due to increased engagement and personal relationships. Using leadership and coaching tools for cultural change is the most effective way to increase team performance. Leadership coaching uses a combination of formal feedback reporting and honest communication to establish trusting relationships between leaders and their teams. By developing their own coaching skills, leaders establish a precedent of continual development and education. 


Executive coaching helps leaders understand their strengths and work towards achieving their personal and professional goals. By employing these same techniques in their leadership practices, a culture of coaching naturally develops. To make skills development a sustainable component of an organisation, establishing leaders as coach rather than manager is necessary. When leaders become educators, the autonomy and productivity of teams improves. 



Establishing a coaching culture can have a significant impact on how your organisation approaches skills development. It shifts the role of leaders from being directive and task oriented, to being much more of a mentorship. Teaching your leaders how coach skills build teams that are more independent and collaborative. Coaching reduces the fear of failure and builds confidence in individuals that allows them to take more risks and become more innovative. 


What coaching strategies do you employ to promote skills development?


About the Author: The Leadership Sphere
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.


Developing a Coaching Culture

executive coaching services

5 Coaching Skills all Leaders Need

Many of the best leaders also act in the role of coach for their teams and company. It is a critical position that requires the implication of both assertive and passive management techniques. Leaders who have worked with executive coaches themselves, understand that individuals do not always need direct instruction in order to perform well. There are a number of coaching skills that leaders who wish to develop and inspire their teams in achieving their goals, may learn to include in their own management practices.


Offer Support

For leadership development programs to be successful, participants should be placed in an environment that provides support and encourages honesty and vulnerability. Being equally as vulnerable with participants, demonstrates a leader’s commitment to developing a coaching culture that reduces power imbalances which may make individuals hesitant to share their personal experiences. When adopting a coaching style of leadership, a mutual level of trust must be established to allow the person who is being coached to feel confident in making significant decisions.


Provide Guidance

The best leadership coaches understand that their primary role is to guide others through the decision making process without imposing their own agenda. Executive coaching programs are most effective when a collaborative relationship is established. The coached individual should be given the permission to dictate the focus of the coaching session. Let them decide which goals to work on and even methods for improving. Experienced coaches will of course be able to provide knowledgeable advice on a number of topics, but for the participant to get the most benefit, they must be afforded the opportunity to make the ultimate decision for themselves. 


Encourage Reflection

For most people, personal and professional growth occurs when they are able to reflect on their past experiences and are open to learning from them. By analysing what has worked well and what has not, leaders and potential leaders develop a deeper understanding of their own strengths and weaknesses. Assessment tools like the Hogan 360º Report are often used prior to beginning executive coaching programs to provide a clear indication of which areas the participant most needs to improve. Regular reflection should be a component of the ongoing coaching sessions as a means of tracking the individual’s progress. Using tools like the Actionable Habit Builder provides further support to help the person who is being coached to reflect in their own time privately, and this tool also allows the coach to post comment, challenge and encourage along the way.


Growth Culture

In a culmination of the above three skills, establishing a culture of growth within your organisation can result in a more open and collaborative team. What we have so far discussed can be focused on singular instances where decisions need to be made or mistakes have occurred. By coaching the individual through a mistake rather than punishing them, you provide them with an opportunity for growth. When you conduct leadership coaching for cultural change, you create an environment that reduces fear of failure and encourages experiential learning. 


Adaptive Communication

One important and effective coaching strategy that leaders should engage with is that of adaptive communication. This means knowing when to be active or direct in your approach, and when to back off and let the coachee take the lead. Communication is the most versatile coaching and leadership skills at your disposal. Passive communication like listening and asking questions, help coaches to understand concerns and receive information. Active communication is used to move processes forward and to deliver feedback. 


Incorporating coaching skills into other leadership styles can have a greatly positive impact on individuals within a company. Using coaching skills to develop high performers and potential leaders creates a workplace culture that demonstrates a value in gaining experience as a means of education. The organisation becomes an environment where learning and development is built into day-to-day practices, and mistakes are seen as opportunities for growth.


For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.

5 Coaching Skills all Leaders Need

importance of culture change

The Importance of Culture for Performance

Developing and sustaining high performance culture within organisations over the long term can be a challenging task. Successfully done, it establishes a standard of practices and communication that lead to strong performance and reaching goals. Encouraging high achievement creates a culture that celebrates innovation, overcoming challenges, and exceeding targets. For an organisation to consider themselves exceptionally successful, its leaders must be willing to invest the time and resources into cultivating a culture of high performance. They become organisations of action rather than words on a page, and everyone can feel it, and live it on a daily basis.


Encouraging Innovation

Companies with healthy and positive workplace cultures are predisposed to attract creative thinkers and produce innovative ideas. Empowering individuals to become creative problem solvers allows organisations to establish themselves as forerunners in their industries. Developing high performers builds a culture of excellence that thrives on innovation. 


The culture of a business is dependent on the attitudes and behaviours of those that work there. When innovation is incorporated into everyday practises, productivity and engagement will increase. High performance training programs provide participants with the skills needed to make creative thinking practices part of their daily process. Innovation in problem solving leads to more effective and successful performance.


Employee Retention

Boasting a positive workplace culture is becoming a significant marketing strategy for attracting new talent. The culture is defined by those who build it – your current employees. While organisations will frequently be looking to onboard new high potential employees, developing the skills of those who contribute most to the culture creates incentive for them to continue performing at an exceptional standard. 

Providing opportunities for high potential talent to grow their skills, demonstrates a commitment to their development and career aspirations. As these employees continue to progress through the organisation, they will become responsible for leading high performance teams themselves. In doing so they ensure that the culture of the company is consistently able to produce outstanding results.


Offering high performance training to your team is an investment long-term excellence. It provides the opportunity for them to expand their skillset and capabilities for innovative problem solving and decision making. Leaders who invest in developing a culture of high performance will find that theirs is the organisation capable of growth, innovation, and sustained success.


How are you cultivating high performance culture in your organisation?


About the Author: The Leadership Sphere
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.


The Importance of Culture for Performance

culture change benefits

5 Benefits of Driving Change

Change is an inevitable part of the modern business environment. Learning to cope with change and actively participate in driving change is crucial to successful change management. While change is often viewed as something to be wary of, developing a culture that embraces change can provide a multitude of benefits for individuals and organisations. 


Strategy Alignment

By having a clearly defined business strategy, leaders are able to align everyday organisational practices in service of achieving performance goals. Communicating this strategy with teams creates consistent practices at every level of the organisation. Driving change through high performance training establishes expectations for both leaders and teams from the outset. It ensures that, regardless of position within the company, all individuals are well informed of both what the strategy is and how to implement it successfully. 


High Performance Culture

In order to achieve successful strategic alignment there also needs to be a culture of high performance. When employees at all levels of the organisation are motivated to contribute towards company goals, a high performance culture naturally develops. Leaders who are committed to driving change should prioritise developing a high performance team to ensure there is cohesion in understanding and in practices. High performance is about challenging achievement, and over achievement of goals and continuing to learn from the challenges we face. It is also about not allowing poor performance or misconduct.



Minimises Potential Risks

Driving change management greatly minimises the potential risks when a new project is implemented. When change happens too suddenly or faces resistance, projects and processes can fail. The careful planning that occurs when leading through change management reduces the risks associated with change. By taking the time to carefully plan and strategise for upcoming change, teams are able to predict and account for possible hindrances. The best high performance teams will be able to prevent the risks most likely to derail success.


Shorter Transition Periods

In a fast paced business environment, implementing changes quickly and efficiently can have a significant impact on their success. Large changes cannot happen overnight, however having a detailed change management plan in place that marks smaller milestones will help your team to see what they have achieved. By developing a high performance culture that celebrates the progress being made, team motivation builds upon each success and individuals are continually inspired to reach new performance goals. Large scale changes seem less daunting, more manageable, and the time taken to fully integrate them is shortened.


Alleviate Stress

Resistance to change often stems from a fear that jobs will be lost or of being unable to keep up with new organisational developments. Leaders tasked with change management must understand how it affects motivation, performance, and loyalty. It is possible that top talent may want to leave the company during times of change or commit to seeing the challenges through. Teams who participate in a high performance training program learn strategies for working through periods of transition without losing momentum on established projects. This helps to alleviate the stress and anxiety of managing day-to-day operations whilst simultaneously adjusting to new processes. 


The advantages of a high performance training workshop to help teams cope with change instill in teams the skills needed to overcome the many challenges that change can bring. Such training programs allow organisations the opportunity to plan for upcoming changes and prepare individuals for smoother transitions. Every business will be affected by change. Communicating that change and training for high performance is integral to driving it to success.


For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.


5 Benefits of Driving Change

culture change benefits

How Leaders Shape Culture

A company’s culture can be difficult to define as it is so intangible and immeasurable. In fact, some might say that culture is best explained by the feeling you get when you walk around the office, or worksite that best represents culture.  It is this feeling which represents the totality of values, assumptions, and accepted norms and that is what affects the behaviours of individuals. For such behaviours to become engrained throughout the organisation, executive leaders must be the primary examples and set the standard to which others can follow.


Defining Culture

Driving change leadership takes more than simply implementing new processes. Individuals must be inspired to change their mindsets, behaviours, and beliefs. Leaders must have within themselves a clear vision for what they want the culture of their company to look like and then ensure that they have the right team in place to actualise it.  Engaging in leadership training for culture change can make a great impact on integrating new or re-defined ideas from the outset. Onboarding and leadership development programs offer organisations the opportunity to instill the importance of their core values in their employees and to build a culture that reflects those beliefs. 


When shaping company culture it is important to develop a strong understanding of why you are doing so. Why is it important to the company? And why is it important to your employees? To do this, you may consider engaging in executive leadership training to develop a deeper understanding of your personal values in relation to what you hope to accomplish as a leader. The role of an executive coach is often one of support and discovery. By asking the right questions they are able to guide their client to reaching the answers for themselves. This can be an effective tool for leaders building towards a shift in culture.


Reinforcing Culture

It is not enough for leaders to decide on a new approach and expect that their employees will immediately adapt to these changes. Communication and accountability are both paramount to the success of leading culture change. Information must be clearly and regularly communicated across all levels of the organisation, and leaders must be willing to be held accountable for following through themselves. Through leadership and management training courses, employees throughout the organization can be kept informed of new processes and given the means to further their knowledge to members of their team. 


A single leadership training course is not enough to shape an entire culture on its own. It must become a regular part of a company’s agenda in board meetings as well as in everyday conversations between team members. A culture can be built with relative ease, sustaining it, and making it second nature to individuals is a challenge within itself. By discussing change and why it is happening, creates a company-wide understanding of what is most important. What is taught in a leadership training program becomes contextualised in the realities of everyday practices. Different levels of leaders get different take always from leadership development programs, and like most professional development, as a minimum, it serves as a reminder of the things we should be doing, but have not set as a priority to do so. These little things all add up to make a big difference when it comes to driving a positive workplace culture and creating a high trust organisation.


Culture is often first shaped by leaders wishing to take their organisation in a new direction. However, it is most successful when those leaders are able to have a positive influence on their teams to inspire a shift in mindset that drives behaviour. In an era where diversity, inclusion and belonging are becoming even more important, good leadership and positive workplace cultures is becoming a differentiating factor for businesses of all sizes and industries.


What is most important for you, as a leader, to shaping culture?


About the Author: The Leadership Sphere
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.

How Leaders Shape Culture

learning outcomes for leadership development

5 Steps to Improving Leadership Development

Traditional executive leadership training has placed a large focus on the development of the practical skills needed to manage teams. Increasingly, leadership development is shifting from this model to one that establishes soft skills that are key to decision making and performance. As the global business community continue to focus on diversity, inclusion and belonging, these secondary or softer skills are becoming primary drivers of leadership development programs. For leaders to get the most out of their development, there are several options that organisations have to ensure they are providing programs that offer a diverse approach to learning.


Understanding Values

When embarking leadership training for culture change, it is important to have a clear understanding of the values you wish to  instill in your employees and greater organisation. Developing this understanding of personal values and how you can build them into your day-to-day practices can play a significant role in establishing and sustaining workplace culture in the long term. This is a particular focus of the Dare to Lead™ program. Participants are encouraged to reflect on their personal beliefs and inspect the ways in which they practice their values in how they conduct their work.



It can be useful to run an assessment of a team or individual’s strengths prior to their participation in a leadership training course. Knowing what they already do well and in which areas they could improve, help to establish what kind of program they would receive the most benefit from. The 360º Feedback Report provides insight into how leaders are perceived by their teams and exposes key areas of success and growth. This can be a valuable tool for re-assessment and tracking the progress being made.


Be Vulnerable

Open and honest communication is key to establishing the interpersonal relationships that help sustain a positive workplace culture. It relies on leaders allowing themselves to show vulnerability to their teams as well as a willingness to listen to their feedback and concerns. Leadership development programs that teach participants how to embrace vulnerability and establish a culture of trust throughout the organization leads to improved performance and success. Vulnerability is not a skill that you download in one go, it is rather complex, but at it’s core is honesty and transparency, however, there are always elements of what to disclose and not to disclose. Transparency without thinking through what you disclose as a leader can be dangerous, as can more traditional leadership styles of armouring up and showing no signs of vulnerability in the process. It is the balance of both extremes that creates leadership that enables a high trust organisation.


Be Challenged

A strong measure of effective leadership comes when leaders are faced with uncertainty and challenges that push them towards innovation and creative problem solving. Leadership training programs that focus on developing creative thinking as well as practical skills, result in leaders who are better equipped to overcome unexpected challenges. As we have seen during times of challenge such as the COVID-19 global pandemic, leaders are required to respond to challenges over a longer term period of uncertainty and that requires new strengths in resilience and support and is a big part of leadership development programs to help organisations maintain organisational health through difficult times.


Establish Development Culture

Many leaders who profess a desire to improve their personal and professional development often put off doing so until they ‘have the time,’ without realising that the time to start is always now and that “some time” far too often becomes “no time”. Prioritising performance over development is to disregard the opportunity to get the greatest benefit out of both outlets. When learning and development are integrated into everyday practices, we establish ways of becoming better leaders in ways that enable us to improve overall performance. The evolution of leadership within an organisation is very much about a consistent loop of evaluation followed by a continued challenge of development where you need it most, and those who do it best are now building leadership development and high performance team programs with values and vulnerability at the core.


The development of leadership skills and practices is an integral part of both personal and organisational growth. Where performance is concerned, so too should leadership training be. The success of any organisation depends upon those who put in the effort each and every day to ensure it. Companies must provide support and opportunities for leadership and management training if they want to see performance exceeding that of their competitors.

For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.

5 Steps to Improving Leadership Development

team assessment tools

Leadership Assessment and Development Tools Explained

Senior leaders know that leadership capability and good leadership is not about inherent ability alone. They also recognise that the days of a senior title commanding respect have gone, and instead each leader at every level of an organisation is being assessed based on their ability to lead and how supportive they are of their teams and others across the business. But why do some leaders make it look so easy and others find it a constant struggle? One of the reasons for this is because the most effective and influential leaders understand the necessity of continually improving their own leadership skills. It isn’t just about inspiring teams, it’s about knowing yourself first. The best leadership assessment tools provide valuable insight into how leaders perform and, in some cases, why they favour particular behaviours. However, when you dip into assessing leadership and assessment profiling tools it can be quite confusing as to which one to use.



The DiSC profile is designed to help participants build more effective relationships through engaging with a deeper understanding of themselves and others. It is a leadership assessment tool that offers insight into engaging individuals, tackling workplace conflict, and teaching leadership skills to managers. Your DiSC assessment will fall into one of four profile types that indicate whether a person is more task or people oriented. Some may criticise this as being a generalisation of personality type, or somewhat of a “labelling” exercise, but knowing your DiSC profile can be helpful in understanding how you approach certain challenges.


Hogan 360º Report


The 360º Degree Feedback tool is one of the top ways to profile leaders to help them understand their leadership style. It involves collecting feedback from colleagues and team members about the individual’s strengths and weaknesses. From this, they are able to gain insight into how they are perceived in terms of their attitude, behaviour, and performance. As this assessment can be answered anonymously, honest feedback is invited though there is a possibility of also receiving unconstructive comments due to personal bias. To get the most out of the Hogan 360º Report, it is best to get as many responses as possible to better identify any recurring trends. 


Human Synergistics

The Human Synersistics Circumplex measures constructive, passive, and aggressive behaviours. It is used in both the Life Styles Inventory and Group Styles Inventory assessments. The LSI is a leadership assessment tool for individuals that helps them clarify their personal understanding of their own behaviour and the thinking behind their actions. The GSI can be used for teams to assess behaviours during team decision-making processes. It provides insight into how the group functions as a whole, allowing them to clearly identify what helps or hinders their performance. Leadership assessment tools for teams serve as a means of demonstrating where improvements can be made in order to build successful high performing teams. 


Regularly reflecting on past behaviours and performance is key to strengthening weaknesses and improving existing strengths. There are numerous tools available that leaders and teams can participate in to identify their leadership style. We have spoken about a small number of them here, and to discuss them all could become overwhelming. Each person or organisation will have different reasons for choosing to use tools like these. Selecting the leadership assessment and development tool, or tools, that best suit your needs is vital to achieving your desired outcome goals.


How do you incorporate reflection and development in your leadership practices?



About the Author: The Leadership Sphere
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance, and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.


Leadership Assessment and Development Tools Explained

herrmann brain dominance model

6 benefits of the Herrmann Brain Dominance Instrument (HBDI)

What is the Herrmann Brain Dominance Instrument®?

The Herrmann Brain Dominance Instrument® is based on the Whole Brain Thinking® framework and is an assessment tool that evaluates an individual’s thinking process and how it reflects in certain aspects of their work-life. This assessment is typically used to raise people’s awareness of their strengths in ways that they can capitalise on to make better decisions, become more creative problem solvers, and improve overall performance. 


Four styles of thinking for the HBDI assessment

There are four styles of thinking, or quadrants, that the HBDI assessment accounts for:


The A Quadrant – Analytical: analysis of facts, numbers processing, logical thinking

The B Quadrant – Practical: organising facts, detailed review, planning approach

The C Quadrant – Relational: interpersonal, expressive, intuitive

The D Quadrant – Experimental: big-picture thinking, imaginative, conceptual thinking


Breakthrough Thinking

Understanding the HBDI profile for individuals can mean the difference between making a right decision, and making the best decision. Leaders today must be able to adapt to rapidly changing situations that requires them to shift their thinking in ways that enable them to come up with the best solutions. No two challenges are the same, and a great leader needs to be armed with the tools to overcome them. This type of psychometric assessment provides insight into the patterns that determine which of the four quadrants they fall into when problem solving. It is important too, that an understanding of each quadrant is developed so that you have a more complete arsenal of approaches from which to draw.


Creates Well Rounded Teams

By utilising the HBDI profile for teams, leaders can adapt their communication and coaching to support their specific needs rather than applying a singular, one-size-fits-all approach. Teams can be built to consist of people with diverse thinking processes. When they learn to account for their HBDI, they are able to recognise when a challenge they face will require a particular style of problem solving. Calling on the skills of a ‘D’ quadrant, imaginative thinker for example can be useful when navigating cultural change. Their ability to conceptualise ideas in a larger context is helpful when projects are starting out to provide clarity about the end vision. Each style of thinking identified by each quadrant, provides an invaluable resource to productivity and performance.



Strong communication is an integral element of any high performing team or organisation. The efficiency of how we distribute important information with clarity is what allows productivity to flourish. Whole Brain Thinking® introduces a common vocabulary that allows for ideas and information to be shared and more importantly, understood, by everyone without the chance of being misunderstood. By revealing the HBDI profile for individuals, we gain insight into the way that they understand information. So, when we need to communicate complex ideas we can do so more easily by phrasing it in words that align with their way of thinking. Knowing the Herrmann Brain Dominance Instrument® profiles of others can also help us to understand the ideas they are sharing with us, as we more easily understand some of their background thinking. 


Builds a Culture of Support

Developing this deep level of understanding of each other’s ways of thinking and problem solving results in creating a more connected workplace culture. Strong communication and comprehension also builds a network of support. For example, a ‘C’ quadrant thinker might be asked for advice about keeping team morale high or, an ‘A’ quadrant thinker may assist in quantifying goals. Successful organisations have a culture that goes beyond accepting differences; they embrace and leverage those differences to push themselves further.


Growth and Performance

Thought management tools such as the HBDI help us to understand the strengths and weaknesses of our approach to learning. We may struggle to understand new methods, not because they are too complex, but because the information is being delivered in a way that is incompatible with how we prefer to learn. Not many people know what their preferred method is. A focus on how new ideas and skills are taught can be equally as important as learning them at all. Improvement in productivity occurs when we approach skills development in ways that make the most sense for the individual.


Sustainable Change

Creating on-going and sustainable change is difficult for many organisations to achieve, especially for those who have a ‘the way it’s always been done’ mentality. Embracing new ways of doing business allows organisations to make continuous improvements. They don’t become complacent  or reliant on outdated practices. Adopting a Whole Brain Thinking® approach to business practises, creates possibilities to implement more creative, innovative ideas that offer a competitive edge.


There is inherent value in exploring the strengths and weaknesses that affect how we process new information and solve problems. It takes a concerted effort to learn to approach challenges from a variety of angles. Discovering your individual or team Herrmann Brain Dominance Instrument® profile can play a pivotal role in decision making, performance, and success. Embracing it is important to avoid becoming too reliant on old patterns that prevent us from reaching our highest potential. 

For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.

6 benefits of the Herrmann Brain Dominance Instrument (HBDI)

the leader as coach

The Leader as a Coach

Many industries today exist as part of a rapidly growing and constantly changing environment. As such, leadership models of the past that succeeded with command-and-control practices simply cannot provide the functionality they once did. To deal with the new challenges faced by leaders today, a different approach is needed. One that moves us away from a reliance on rigid management and towards providing support and guidance through constantly changing environments. Rather than the instructor, employees will engage with their leader as a coach and in some cases as both a coach and a mentor


Effects of Coaching on Culture

When we think of executive coaching, we often view it as the exclusive domain of C-level and other high-ranking personnel. In this new culture of the leader as a coach, we can see how coaching and leadership skills prove to be beneficial to employees at all levels. The best leaders understand that asking the right questions can spark insight in another person that leads to innovation and a deeper understanding of problem-solving. This can have an incredible impact on performance and one might say that coaching is a skill set that every senior manager and leader must have in their toolkit!

Executive coaching, when accessible by employees across all areas of a business, can remarkably impact its culture and environment. As coaching involves so much collaboration between the coach and the individual, it encourages creativity in ways that unlock hidden potential. The positive effects of executive coaching on culture reach far beyond improved performance. It is capable of affecting the confidence of individuals to work without specific instructions and instills in them the sense that they are trusted to continue to be productive. This is why we find such a high percentage of the best employers have structured coaching and mentoring programs as a way of doing business.


A Tool for Change

Leadership coaching is more than just a personal skill that managers must excel in. It is also a valuable source of cultural strength. By moving away from the top-down command style of leadership used in the past, you open the door to more high-performing individuals to become a part of the decision-making process. You teach them how to interact with each other as well as with clients more thoughtfully. Not only does this impact the culture of your business, making it a more positive place for those who work there, but it becomes a more positive place for those you work with

Companies that do not upgrade their business model to include leadership and coaching tools for cultural change, may find that their growth and progress become stagnated. Companies that embrace this new approach by encouraging and supporting skills development in all of their employees increases the possibilities for innovation and growth. Change starts at the top. When leaders demonstrate their willingness to own up to their own information gaps and ask their team for assistance, a community is fostered that is based on trust and interpersonal relationships. By modelling this behaviour themselves, leaders are showing their teams that it is important and valuable to seek the knowledge you wish to gain that you don’t already possess.


As industries continue to change, so must the culture and leadership practices within them. It is impossible to rely on any singular, outdated model of management. Executive leadership programs provide the valuable tools required to improve upon practices that can lead to exponential growth in high-performing teams. What is needed now are leaders who are willing to affect positive change in support of their teams in ways that encourage learning and creativity. 


As a leader, how do you use coaching and mentoring in your day-to-day conversations?


About the Author: The Leadership Sphere
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.

The Leader as a Coach

leadership coaching

5 Steps for Effecting Coaching

Executive coaches can play a significant role in the ongoing development of teams and leaders. Through a series of coaching sessions in which the coach and client work closely to construct a strategy to reach specific goals and build new behaviours, the client is empowered to take control of their own learning. In making continual assessments and tracking their progress, it becomes possible to see the tangible development of skills that contribute to ongoing growth and success. The relationship is one of accountability, development and support, and provides a safe place for an individual to talk through what is working and what is not working with their day to day business activities.



For executive coaching to provide the most beneficial results, the coach must first work with the team or individual to identify performance gaps and their cause. This is typically achieved through executive coaching programs that aim to address the specific goals and desires of the client, as well as any behaviours they may wish to improve. Those behaviours that will provide the highest opportunities for advancement should be prioritised. In some cases, the specific goals for the coaching program may be aligned to other development activities, or will be agreed between the individual who is being coached and other representatives from the business.



Coaching for behavioural or cultural change takes a significant amount of time and effort to be done effectively, and therefore should not be a rushed process. It may take several coaching sessions for there to be a noticeable change. Set an intentional objective prior to each meeting that focuses on one or two specific behaviours. Doing so means that you can solidify progress in those areas without becoming overwhelmed by trying to do too much at once. The preparation stage should also involve anticipating obstacles and discussing strategies to overcome them. As you begin to introduce new objectives, you can see the progress that has already been made. In some cases, leadership assessments and profiling may be required for a more detailed assessment of the individual who is being coached, or in other cases the main areas for behaviour and cultural change may be identified through conversation and consultation with the individual and/or others within the business. The most important part of this step is that everyone involved agree on the area that requires change, and are committed to making the change, and recognise the benefits of working through that process!



Executive coaching is a collaborative process between the coach and the client. Collaboration suggests relationship and for that reason, trust is a big part of any coaching program. Each session should involve open dialogue and shared perspectives to determine the options of moving forwards. Both coach and client must be fully engaged and motivated to achieve the goals set out. The best executive coaches understand that much of their role is simply to ask the right questions that lead the client to reach the solution for themselves. Of course, their experience and expertise will offer guidance in this but really, a successful coach will act as more of a sounding board for ideas rather than provide direct answers. What remains in the vault, is a big part of collaboration, and is a critical part of how a coach builds trust and ensures a healthy coaching relationship.



To truly benefit from the positive effects of executive coaching, each session should take rigorous documentation of goals, the steps that need to be taken, and timing (if applicable) so that progress can be monitored. A useful tool for this process is the Actionable Habit Builder that allows the client to set, track, and reflect on their behaviour as they work towards their goals. The platform allows progress to be shared with the coach so that they are able to be kept up to date remotely. At the end of this program, the individual is asked to answer a series of reflection questions that allow them to delve deeply into self-analysis of their behaviour and emotions. The advantage of this is that it provides a measurement not only of what they did, but how they felt about it. By having a reference of what has been worked on and the levels of improvement, delivers the necessary feedback to keep everyone involved motivated to work through difficult situations and acts as a reminder to the value of the coaching relationship and progress that is being made.


Follow up

The best leadership coaching businesses do not succeed on the basis of a singular session. For there to be continual improvement there must also be continual assessment. The reaching of one goal usually leads to the forming of another. In this way we are always able to achieve growth in our business and leadership. A cycle of feedback is necessary for building upon previous success. The Hogan 360º Report feedback tool is excellent for creating this loop. At the end of each implementation, clients are again asked to provide feedback on the skills and behaviours that are either working or can still be improved. One of the advantages of leadership coaches is having someone who is willing to push you to succeed not just once, but time and time again. 


The top leadership coaches know that change takes time, skill, and dedication. Through executive coaching programs and behaviour development tools, clients are able build within themselves the skills they need to grow and reach new levels of success. How do we know if we are reaching our goals if we do not assess our progress? By working closely with the coach and regularly monitoring their progress, clients become more confident and begin to take ownership of their own development.


For more information about The Leadership Sphere and how we can help you in creating value through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.


5 Steps for Effecting Coaching

high performance culture

Creating a High Performance Culture

Creating a high performance culture can be challenging, particularly when there is uncertainty of where to begin. An important first step is determining what changes need to be made to your current practices. Once you have reached an understanding of your organisational values, you will have a foundation on which to build in new practices that will allow you to construct a culture of high performance. Part of the assessment stage should include defining the behaviours that will contribute to developing a high performance culture. It is important that what you choose to outline as high performance behaviours are relevant to your company. No two organisations are alike, and as such, will have differing needs.


Understanding at All Levels

Adapting to these new behaviours is where we begin to see challenges arise. Workplace behaviour is driven by what people think they can and should do. Changing workplace behaviour will be successful when people’s mindsets change as well. You must address the underlying causes and reasoning behind those behaviours that you wish to see changed, and reframe them to align with your values. 

One way of doing this is to create an environment where employees at every level of your organisation have a clear understanding of how their role contributes to the company’s overall success. This allows individuals to see the direct impact their work makes towards achieving goals. In terms of workplace culture, this provides a sense of purpose and the acknowledgement that their work is important.


Expectations and Feedback

Under circumstances where specific goal setting may not be applicable, another approach will be to set clear expectations of what is to be achieved. Where goals can be measured objectively in terms of achieved or not achieved, behavioural expectations are about everyday actions. It is important that feedback be given regularly in order to monitor how successfully these kinds of expectations are being met. It is for similar reasons that typical methods of ‘performance review’ do not provide accurate accountancy of the work being done. Consistently high performers prefer to receive regular feedback from their managers and will often request feedback on the work they are doing. 

Research continues to show that regularly given feedback is effective for performance management, future performance, and people’s attitudes towards their jobs. When leading high performance teams, by providing immediate feedback – whether positive or negative – you allow the team to make adjustments to their work before it is completed. If something does need to be changed it can be, saving both their time and yours on it having to be repeated. As a result they are able to create higher quality work more effectively. This is just one of the many advantages of culture change on performance.


Employee Development

It can be advantageous to include focused training of these new behaviours when developing high performers. Through high performance team training, you are able to coach the behaviours you wish to shape the culture of your organisation. This also provides them with the skills they need to assist with their overall development that will lead to even greater performance later on. 

In building and leading high performing teams it is important to remember that development is a continual process. By offering leadership training opportunities to your high potential employees, you are actively investing not only in their development but in the growth tom the company as well. Leading high performance teams is an exercise in trust. Much of their productivity is self-sufficient, which is why demonstrating support in this way can have such a lasting impact. By participating in their development you encourage and incentivise their continued achievements. 

The impact that culture change has on attitudes and performance cannot be disregarded. A high performance culture is one that is driven by the desire of each member of an organisation to achieve new levels of success. By setting clear goals and expectations and providing support for employee development we start to see strong improvements in overall performance as well. 


What ideas do you have when it comes to creating high performance teams?


About the Author: The Leadership Sphere

The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.

Creating a High Performance Culture

creating a coaching culture

Developing Leadership Capabilities

For a business to achieve successful growth, they must have passionate and innovative leaders driving their ambitions throughout the company. Where there exists a gap between performance and potential, there is also an opportunity to develop leadership capabilities. In a McKinsey study conducted in 2011, it was found that ‘good’ leadership capability demonstrated no correlation to financial performance, but companies with leaders who showed ‘excellent’ capability also reached the top quartile in financial performance. There are three key areas of leadership in which an individual must focus their development in order to achieve leadership excellence. 


Leading Oneself

Understanding your individual strengths and weaknesses as a leader is integral to understanding why others  should follow your guidance. The majority of this aspect of leadership is centered around psychology and mindset. What is particularly important is your personal determination to develop your skills. Executive coaching programs can be a crucial tool for those looking to develop their leadership capabilities prior to applying for higher positions or taking on more responsibility. These are highly individualised programs that aim to help you achieve your personal development goals and manage change effectively. They drive engagement and increase the overall performance within the organisation.


Leading Others

To be an effective leader of other people, you need to be able to provide them with inspiration and motivation. Leading high performance teams to success is challenging. Excellent leaders are uniquely skilled in this because they have dedicated their own time to learning how. Organisational performance is closely driven by the relationship between leaders and their team. Leadership development training that utilise the 360 degree feedback model provides leaders with insight into how they are perceived by their teams. In this way, leaders gain a fuller understanding of their team’s mindset and how they can build a stronger relationship with them.


Leading the Business

Establishing a culture of high performance is an important aspect of leading the business. To have strong commercial performance, the output of your teams must be of consistently great quality. Linked closely to leading others, building high performance teams is done by establishing strong relationships that promote constructive collaboration and engagement with the work. One of the key capabilities of high performance team leaders is their ability to encourage innovation and inspire their team to reach greater levels of success by setting stretch goals. These leaders are able to balance the goals of the business while motivating their teams to outperform expectations.


For growth to continue and success sustained, leadership capability development must be incorporated into the system of the organisation. Doing so creates a pipeline for high potential employees to develop their skills and move into leadership positions. Though it may take some time, the leaders you nurture will be the best equipped to move the company forward in reaching its goals and achieving commercial performance.

For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.

Developing Leadership Capabilities

outcomes of leadership development programs

5 Reasons Why Your Business Needs Leadership Development Training

With a workforce that is constantly evolving, it is important that businesses are well equipped to take on the new challenges they face. Leadership development training can play a pivotal role in helping leaders at all levels of an organisation to become better decision makers and communicators. Leadership development programs can teach them powerful skills to aid them lead through turbulent times and create effective change management. Knowing what some of the key benefits of leadership development can help you to choose the right program that will help you to reach your goals.


Create Better Decision Makers

Employees who undertake leadership development training are taught to evaluate the pros and cons of the decisions they make on a day to day. By learning how to envision multiple possibilities of outcomes, they are able to assess the risks and benefits of each to reach the best solution for the problem. This is a vital skill that managers and executives should possess, and there is a great asset to training all employees in this mentality. When leadership training is offered to all employees, they require less micromanaging from their leaders, everyday operations run much smoother, and you establish strong high performing teams.


Improve Change Management

The importance of effective leadership is most significant during times of crisis or change. Leadership development helps companies to navigate these challenges by providing managers with the training needed to adapt quickly to sudden changes in daily operations. Programs centered around leading through turbulent times take a particular focus in helping participants to lead their teams in high pressure situations without sacrificing quality or success. However, what is found in most leadership development programs is that we should start first by helping leaders come up with frameworks for good decision making during normal times, as this is also what guides us when under the pressure of turbulent and changing conditions.


Build Communication and Establish Structure

One of the biggest benefits of leadership training programs is the development of key communication skills. Teaching leaders how to recognise the different communication styles of the members of their team allows them to better inform them of new goals, provide feedback constructively, as well as help to resolve conflicts. By learning how to communicate well with diverse groups of people, your leaders are able to help shape the structure of your organisation by ensuring that information is delivered across all levels and departments with clarity of vision. When every member of an organisation has a shared understanding of company goals and operations, you create cohesion in high performance teams. 


Develop High Potential Talent

When looking to fill open leadership positions, management can tend to overlook the high potential talent that already exists within the company. This is often because such employees aren’t given the opportunity to showcase their value or develop the skills that are needed in leaders. By offering leadership training to existing employees, there is less time spent integrating new employees into the company in addition to learning a new role. You demonstrate your willingness to support team members in their career goals while simultaneously not losing valuable people to external opportunities. They develop a sense of trust in leadership that encourages loyalty and determination to achieve company goals. 


Invest in the Future 

Millennials and other young generations have earned themselves quite the reputation for being ‘job-hoppers’, never staying in one position or at one company for very long. This has led to an unwillingness to offer skills or leadership development training to new members of the workforce for fear of it being a waste of time and resources. Not investing at risk of losing staff is one of the biggest mistakes a company can make because it has been tested and proven that employees are much more likely to remain in positions longer when they are afforded the opportunity to grow and diversify their skillset. The people who are at the early stage of their career will soon become the very people whose responsibility it is to move into leadership roles in the future and guide your organisation through the next phases of growth, dealing with new risks and opportunities along the way.


There will always be a need for leaders to undertake development training. It is important to have a clear understanding of what you hope to gain from such programs before commencing. Choosing a leadership training program that aligns with your leadership strategy, and the goals of your business and its people is the first step you can take towards growth and success in the future.


For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.

5 Reasons Why Your Business Needs Leadership Development Training