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.
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.
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.
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 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.
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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?
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.
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 Sphereand 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.
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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?
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.
https://theleadershipsphere.com.au/wp-content/uploads/2021/06/240_F_291895827_an0YY26OqBWH4ActU1NpzVk8Vm5rpObG.jpg240330Philliphttps://theleadershipsphere.com.au/wp-content/uploads/2021/09/TLS_Blue-Grey-Horizontal-300x124-fix.pngPhillip2021-06-11 16:30:032022-02-28 14:27:54The Importance of Culture for Performance
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.
“The careful planning that occurs when leading through change management reduces the risks associated with change.”
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.
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.
“Why is is important to the company? And why is it important to your employees?”
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?
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.
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.
Evaluation
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.
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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.
DiSC
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?
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.
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6 Benefits of the Herrmann Brain Dominance Instrument (HBDI)
Updated: December 2025
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 assessmentaccounts for. The HBDI quadrants represent different cognitive preferences and approaches to problem-solving, communication, and decision-making. Understanding these styles helps individuals and teams leverage diverse thinking patterns for improved collaboration and leadership effectiveness. Here’s a closer look at each quadrant:
The A Quadrant – Analytical
This quadrant focuses on logical, data-driven, and fact-based thinking. Individuals with a preference for the A Quadrant excel in:
Analyzing facts and data: They thrive on breaking down complex information into logical components.
Processing numbers: They are comfortable working with statistics, financial data, and quantitative analysis.
Critical thinking: They approach problems with a rational, objective mindset, seeking evidence-based solutions.
The B Quadrant – Practical
The B Quadrant emphasises structure, organisation, and a methodical approach to tasks. Those who favor this style are skilled at:
Organising facts and details: They excel in creating order and ensuring all elements are accounted for.
Planning and execution: They are adept at developing step-by-step plans and following through with precision.
Attention to detail: They focus on accuracy and reliability, ensuring tasks are completed thoroughly.
The C Quadrant – Relational
Relational thinkers prioritise interpersonal connections, emotional intelligence, and intuitive understanding. Key traits of individuals in the C Quadrant include:
Interpersonal skills: They build strong relationships and foster collaboration within teams.
Expressiveness: They communicate with empathy and are attuned to the emotions of others.
Intuition: They rely on their gut feelings and emotional insights to guide decisions and interactions.
The D Quadrant – Experimental
The D Quadrant is characterised by creativity, innovation, and a focus on the big picture. Individuals with a preference for this style are known for:
Big-picture thinking: They excel at seeing overarching patterns and envisioning long-term possibilities.
Imagination and creativity: They generate innovative ideas and think outside the box.
Conceptual thinking: They enjoy exploring abstract concepts and brainstorming new approaches to challenges.
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 ofpsychometric 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.
Communication
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 theHerrmann 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.
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.
“Successful organisation 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.
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?
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.
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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.
Analysis
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.
Preparation
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!
Collaboration
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.
Documentation
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.
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?
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.
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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.
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.
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