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Mojo Mastery: Techniques for Sustained Motivation in Leadership

Mojo Mastery: Techniques for Sustained Motivation in Leadership

Motivation is the driving force behind every successful leader. It propels individuals to overcome challenges, achieve goals, and inspire others. In the realm of leadership, the ability to sustain motivation is crucial for both personal success and the success of the team. In this blog post, we explore the intricate relationship between leadership and motivation, delve into techniques for building and enhancing motivation, discuss challenges in maintaining motivation, and provide practical tips for overcoming these challenges.

The Relationship Between Leadership and Motivation

Leadership and motivation are intrinsically linked. A motivated leader sets the tone for the entire team, creating an environment that fosters creativity, productivity while supporting growth. Think of iconic leaders like Steve Jobs, who displayed unwavering motivation in the face of challenges, driving his team to create groundbreaking products.


Leaders who exude motivation often find themselves better equipped to face adversity. They become resilient role models, showcasing how passion and determination can lead to success. This positive influence ripples through the team, creating a culture where everyone is inspired to give their best effort.

Techniques for Building Motivation

Building and maintaining motivation is an ongoing process that requires intentional effort. Here are some techniques to help leaders enhance their motivation:

Set Clear Goals: Clearly defined goals provide a sense of purpose and direction. Break larger goals into smaller, achievable tasks, allowing for a sense of accomplishment along the way.

Celebrate Achievements: Acknowledge and celebrate both personal and team achievements. recognising success reinforces the belief that hard work leads to positive outcomes, fostering continuous motivation and a positive organisational culture.

Continuous Learning: Leaders should invest time in personal and professional development. Staying curious and embracing a growth mindset keeps motivation alive by providing new challenges and opportunities.

Surround Yourself with Positivity: Build a support system that uplifts and encourages. Positive relationships and environments contribute significantly to sustained motivation.

Challenges Maintaining Motivation and How to Overcome Them

Despite the best efforts, leaders often encounter challenges that can dampen their motivation. recognising and addressing these challenges is crucial for sustained success:

Burnout: Overworking and neglecting self-care can lead to burnout. Prioritise rest and recreation to maintain a healthy work-life balance.

Uncertainty: In the face of leadership’s inherent unpredictability, a well-structured leadership training program can help leaders focus on controllable factors, establish achievable goals, and develop resilience to adapt to changes effectively.

Lack of Results: Sometimes, despite putting in effort, results may not be immediate. Stay patient, reassess strategies, and keep the long-term goals in mind.

Negative Feedback: Criticism is inevitable and can be a valuable aspect of leadership development. Use negative feedback as an opportunity for growth and improvement rather than allowing it to diminish motivation.

The Role of Leaders in Team Motivation

Leaders play a pivotal role in shaping the motivation levels of their teams. Here’s how leaders can inspire and motivate their teams:

Effective Communication: Clearly communicate the vision, goals, and expectations. Transparency fosters a sense of purpose and commitment among team members.

Empowerment: Incorporating autonomy and recognition into a leadership training program can empower team members, fostering a sense of value and trust that significantly enhances motivation.

Recognition and Rewards: Regularly recognise and reward achievements. This reinforces positive behaviour and motivates team members to consistently perform at their best.

Encourage Collaboration: Foster a collaborative environment where team members support and learn from each other. A sense of camaraderie enhances motivation and engagement.

Sustained motivation is a cornerstone of effective leadership. Leaders who master the art of motivation create an environment where success becomes inevitable. By setting clear goals, overcoming challenges, and inspiring their teams, leaders can propel themselves and their organisations to new heights.

Key Takeaways

1. The success of a leader is closely tied to their ability to maintain motivation, which not only drives personal achievements but also influences the overall success of the team.

2. Leaders can enhance motivation by setting clear goals, celebrating achievements, prioritising continuous learning, and cultivating positive relationships and environments.

3. Leaders face challenges such as burnout, uncertainty, lack of immediate results, and negative feedback. Recognizing and addressing these challenges is crucial for sustained motivation.

4. Leaders play a pivotal role in shaping the motivation levels of their teams through effective communication, empowerment, recognition, rewards, and encouraging collaboration.

5. Mastering the art of motivation is essential for leaders to create an environment where success becomes inevitable. Setting clear goals, overcoming challenges, and inspiring teams are key elements in achieving sustained motivation.

Leadership Development

Mojo Mastery: Techniques for Sustained Motivation in Leadership

How to Create Conditions for Others to Thrive

How to Create Conditions for Others to Thrive

Whether in personal relationships or professional settings, the ability to thrive is essential for individuals to reach their full potential. In this article, we’ll explore the concept of thriving, the role of leadership in cultivating such an environment, key elements that contribute to thriving conditions, practical strategies for supporting growth, and ways to overcome challenges in this pursuit.

Understanding the Concept of “Thriving”

Thriving goes beyond mere survival; it encompasses flourishing and reaching one’s highest potential. In both personal and professional contexts, indicators of thriving may include continuous learning, resilience, and a sense of purpose and fulfilment. These individuals are likely to be proactive, take on challenges willingly, and show a constant desire to learn and grow within their roles. They are resilient in the face of workplace challenges and are driven by a sense of purpose in their work.

The Role of Leadership in Fostering Thriving Conditions

Effective leadership plays a pivotal role in creating an environment that facilitates the thriving of individuals. Leaders who embody qualities such as empathy, vision, and a commitment to nurturing the growth of their team members set a strong foundation for a flourishing organisational culture. Empathetic leaders understand their team members’ needs and perspectives, creating an environment of trust and open communication. A clear vision from the leaders provides direction, aligns the team’s efforts, and fosters a sense of purpose. Their commitment to growth encourages continuous learning and development, essential elements for individual and organisational thriving. By setting this positive tone and providing consistent support, leaders can inspire those around them to reach new heights, promoting a culture of achievement and innovation.

Key Elements of a Thriving Environment

Trust is the bedrock of any high performing team, fostering a safe space where members feel comfortable taking risks, sharing ideas, and expressing concerns without fear of reprisal. Open communication further enhances this trust, promoting transparency and preventing misunderstandings that could impede progress. Opportunities for growth, whether through leadership development programs, challenging projects, or constructive feedback, enable team members to continuously learn and improve, thereby boosting their engagement and job satisfaction. Recognition, meanwhile, validates their efforts and achievements, reinforcing positive behaviours and fostering a sense of accomplishment.

Strategies to Promote Thriving in Others

To foster team growth and success, leaders should implement strategies such as mentorship, coaching, and promoting autonomy. Guidance and feedback enhance skills and build team cohesion, while autonomy sparks creativity and engagement. Encouraging work-life balance, including flexible arrangements and regular breaks, prevents burnout and sustains productivity. These methods boost job satisfaction and overall organisation success as they create innovative, resilient, and productive teams. Leadership training can reinforce these strategies, equipping leaders to cultivate thriving teams effectively.

Overcoming Challenges in Creating Thriving Conditions

Assessment and profiling are key to enhancing performance within an organisation. They offer a detailed understanding of an individual’s strengths, improvement areas, preferences, and behaviours, aiding leaders in decision making on task delegation and team composition. Tools like the HBDI® provide insights into personalities and communication styles, assisting in creating effective teams. 360-degree feedback assessments offer a well-rounded perspective on an individual’s performance, highlighting overlooked areas for improvement. These assessments also track progress over time, measure the success of development initiatives, and guide future planning. Ultimately, these tools contribute to fostering a more engaged, productive, and thriving workforce.

Creating conditions for others to thrive is not just a leadership responsibility; it is a collective effort that benefits everyone involved. By understanding the concept of thriving, recognising the pivotal role of leadership, embracing key elements of a thriving environment, implementing effective strategies, and overcoming challenges, individuals and organisations can create a culture of growth and empowerment.

Leadership Development

Key Takeaways

  1. Thriving Defined: Thriving extends beyond survival, involving continuous learning, resilience, and a sense of purpose. Thrivers actively embrace challenges, exhibit resilience, and are purpose-driven in both personal and professional aspects.
  2. Leadership’s Impact: Effective leadership is crucial for a thriving environment. Leaders with empathy, vision, and a commitment to growth lay the foundation for a flourishing organisational culture. Empathy builds trust and open communication, a clear vision offers direction, and dedication to growth fosters continuous learning and development.
  3. Essentials of a Thriving Environment: Trust, open communication, growth opportunities, and recognition are vital for a thriving environment. Trust creates a safe space for ideas and risk-taking, open communication prevents misunderstandings, growth opportunities encourage continuous learning, and recognition reinforces positive behaviours.
  4. Strategies for Thriving: Leaders drive thriving through mentorship, coaching, and autonomy promotion. Guidance and feedback enhance skills and team cohesion, autonomy sparks creativity, and a focus on work-life balance prevents burnout, fostering innovation and productivity.
  5. Overcoming Challenges with Assessment: Tools like HBDI® and 360-degree feedback help understand strengths, improvement areas, and preferences. They assist leaders in decision-making, task delegation, and team composition, contributing to an engaged, productive, and thriving workforce. Regular assessments track progress, measure initiative success, and guide future planning for sustained growth.

How to Create Conditions for Others to Thrive

Designing Your Path to Fulfilment

Designing Your Path to Fulfilment

Whether in our personal or professional endeavours, the quest for fulfilment is a universal aspiration that drives individuals to seek purpose, happiness, and a sense of accomplishment. We are constantly bombarded with a myriad of choices, challenges, and opportunities that require us to make critical decisions at every juncture. The path to fulfilment, thus, is not a straight line but a complex labyrinth that demands courage, resilience, and perseverance.

Understanding Fulfilment

Fulfilment is a multi-dimensional concept that encompasses various aspects of our lives. It goes beyond mere happiness and involves a deep sense of contentment and purpose. In the personal realm, fulfilment may be derived from meaningful relationships, personal growth, and a sense of inner peace. Professionally, it can be linked to finding purpose in one’s work, achieving career goals, and making a positive impact in the workplace and beyond.

Assessment & Profiling

For established and developing leaders to design a path to fulfilment, it is crucial to have a comprehensive understanding of what fulfilment means to you. Take the time to reflect on past experiences and identify the areas that contribute to your overall sense of well-being. Consider moments when you felt most fulfilled and analyse the factors that contributed to those experiences. This introspection will serve as the foundation for the journey ahead.

Identifying Personal Values and Passions

At the core of fulfilment are your personal values and passions. These are the guiding principles that shape your decisions, actions, and overall sense of purpose. To identify your values, assessment and profiling tools that prompt you to consider what truly matters to you are an effective piece of developing your personal leadership strategy. Ask yourself questions such as:

  • What principles do I hold dear in both my personal and professional life?
  • What activities or experiences bring me the most joy and satisfaction?
  • In what ways do I want to contribute to the well-being of others and the world?

By answering these questions honestly, you can uncover the values that define you and the passions that fuel your enthusiasm. This self-awareness is crucial in designing a path to fulfilment because aligning your actions with your values and passions creates a sense of authenticity and purpose.

Setting Personal and Professional Goals

Once you have a clear understanding of your values and passions, the next step is to set goals that align with them. Personal and professional goals act as milestones on your journey to fulfilment, providing direction and motivation. For example:

  • Personal Goal: Cultivate meaningful relationships by scheduling regular quality time with loved ones.
  • Professional Goal: Pursue a career path that aligns with your values and allows you to make a positive impact.

Regularly revisit and reassess your goals as your priorities and circumstances evolve. Adjustments may be necessary, and flexibility is key to supporting growth and reaching fulfilment.

Cultivating a Growth Mindset

A growth mindset is an essential element in the pursuit of fulfilment. Embrace challenges, view failures as opportunities for learning, and consistently seek ways to develop and improve. A growth mindset allows you to adapt to change, overcome obstacles, and continuously evolve on your journey towards fulfilment.

An important consideration closely aligned to having a growth mindset is to ‘decouple’ success and failure from our sense of self. We need to develop a mindset that accepts that ‘we are enough’ right now, and is not contingent on the achievement of an external goal or reward and recognition. If the reverse is true, then we are stuck in a negative cycle of needing external validation to feel okay about who we are and our sense of worthiness.

Incorporating leadership assessment tools and leadership training into your growth strategy can further enhance this journey. These tools provide valuable insights into your strengths and areas for improvement, allowing you to tailor your personal and professional development effectively. Leadership training, on the other hand, equips you with essential skills and knowledge to inspire and influence others positively. As you develop your leadership capabilities, you also cultivate a growth mindset by embracing the belief that abilities can be developed through dedication and hard work. This mindset, combined with effective leadership practices, not only propels your own path to fulfilment but also inspires those around you to do the same. Remember, a leader with a growth mindset sees potential in every situation and individual, fostering an environment of continuous learning and improvement.

Designing your path to fulfilment is a dynamic and ongoing process. It requires self-reflection, goal-setting, and a commitment to aligning your actions with your values and passions. By understanding the dimensions of fulfilment and actively pursuing a life that reflects your authentic self, you can unlock a sense of purpose, satisfaction, and joy in both your personal and professional endeavours. Remember, the journey towards fulfilment is unique to each individual, and the key lies in embracing the process and continuously evolving as you navigate your path to a more fulfilling life.

Key Takeaways

  1. Fulfilment is a complex concept that extends beyond happiness to include a deep sense of contentment and purpose, derived from various aspects of our personal and professional lives.
  2. Understanding what fulfilment means to you requires introspection and reflection on past experiences and areas that contribute to your well-being. This forms the foundation for designing a path to fulfilment.
  3. Identification of personal values and passions are central to fulfilment. Using assessment tools and asking key questions can help uncover these guiding principles, which are crucial in creating a sense of authenticity and purpose.
  4. Setting personal and professional goals that align with your identified values and passions provide direction and motivation on your journey to fulfilment. These goals should be revisited and reassessed regularly to accommodate evolving priorities and circumstances.
  5. Cultivating a growth mindset is essential in the pursuit of fulfilment. Embracing challenges, viewing failures as learning opportunities, and continuously seeking ways to develop and improve can lead to adaptability, resilience, and evolution towards fulfilment.
Leadership Development

Designing Your Path to Fulfilment

Reviving Inspiration: Finding Your Spark in the New Year

Reviving Inspiration: Finding Your Spark in the New Year

As we enter the new year, many of us are filled with a sense of renewed hope and motivation. We set resolutions and make plans to improve ourselves both personally and professionally. However, as time goes on, that initial spark of inspiration can often dwindle and leave us feeling stuck or unmotivated. In this blog, we will dive into strategies for reviving lost inspiration and finding your spark.

Clarify Your Vision

The start of a new year is the perfect time to revisit and refine your leadership vision. What do you hope to achieve in the coming months? What values and principles guide your leadership style? Take the time to articulate your vision clearly, both for yourself and your team.

Your vision should inspire and align with the goals of your organisation. Consider how values based leadership contributes to the overall success of your team and the organisation. A clear and compelling vision provides a roadmap for the future, guiding your decisions and actions as a leader.

Reconnect with Your Passion

Leadership is more than a title; it’s a calling that requires passion and purpose. Take a moment to reconnect with the aspects of leadership that initially ignited your enthusiasm. Whether it’s making a positive impact on your team, driving innovation, or contributing to a greater cause, identifying your core motivators can reignite your passion.


Engage in activities that fuel your passion outside of the workplace. Attend industry conferences, read leadership books, or seek mentorship from leaders you admire. Reconnecting with your passion requires a commitment to continuous learning through personal as well as leadership development.

Cultivate a Growth Mindset

In the fast-paced world of leadership, a growth mindset is indispensable. Embrace challenges as opportunities to learn and grow. View setbacks not as roadblocks but as stepping stones toward improvement. A growth mindset fosters resilience, adaptability, and a willingness to take calculated risks.


Encourage your team to adopt a similar mindset by fostering an organisational culture that values learning and development. Provide opportunities for skill-building, leadership training, and mentorship. A team that embraces a growth mindset is better equipped to navigate change, overcome challenges, and contribute to the organisation’s success.

Prioritise Self-Care

Leadership can be demanding, and the pressure to excel can take a toll on your well-being. Prioritising self-care is not only crucial for your personal health but also for sustaining effective leadership. Ensure you allocate time for activities that recharge your energy and reduce stress.

Establishing a healthy work-life balance sets the tone for your team, encouraging them to prioritise their well-being as well. Model self-care behaviours by taking breaks, getting adequate sleep, and engaging in activities that bring you joy outside of work. A leader who prioritises self-care is better equipped to handle challenges, make sound decisions, and inspire others.

Foster a Positive and Inclusive Culture

A positive and inclusive organisational culture is a breeding ground for inspiration. Cultivate an environment where team members feel valued, heard, and empowered. Recognise and celebrate diversity, fostering an inclusive culture that embraces different perspectives and ideas.

Encourage open communication, constructive feedback, and collaboration. A positive culture not only enhances employee engagement but also sparks creativity and innovation. For the leader as coach, shaping the culture is pivotal – lead by example, demonstrate empathy, and create a workplace where everyone feels inspired to contribute their best.

The new year offers a blank canvas for leadership renewal. By reflecting on the past, clarifying your vision, reconnecting with your passion, cultivating a growth mindset, prioritising self-care, and fostering a positive culture, you can revive inspiration and set the stage for a successful and fulfilling leadership journey in the months ahead. Embrace the opportunities for supporting growth, and may this year be marked by renewed enthusiasm, purpose, and achievement in your leadership endeavours.

Key Take-Aways

  • Collaborative Alignment: Engage with your team to ensure their input and perspectives are considered. A shared vision enhances team cohesion and fosters a collective sense of purpose.
  • Set Boundaries: Establish clear boundaries between work and personal life. Communicate expectations around response times to minimise stress and burnout.
  • Lead by Example: Demonstrate your personal leadership values  in your daily interactions. Your actions set the tone for the organisational culture, inspiring others to follow suit.
Leadership Development

Reviving Inspiration: Finding Your Spark in the New Year

Finding Clarity: Setting Intentions for a Purpose-Driven Year

Finding Clarity: Setting Intentions for a Purpose-Driven Year

As we enter a new year, it’s important to reflect on where we’ve been and where we want to go. Finding clarity and purpose is key to living a fulfilling life, both personally and professionally. By setting intentions, we can focus our energy on what truly matters and align our actions with our values. It’s not about making resolutions or setting vague goals. Instead, it’s about being intentional with our thoughts, actions, and decisions. When we operate with purpose, we create a life that is more meaningful and fulfilling.

Reflect on the Past

Before setting your intentions for the future, it’s important to first  reflect on the past. Take a moment to ponder over the highs and lows of the previous year. What moments brought you joy and fulfillment? What challenges did you face, and how did they shape you? By understanding where you’ve been, you gain valuable insights into where you want to go and how you may further your leadership development.

Reflecting on the past isn’t about dwelling on mistakes but rather about learning from experiences. Acknowledge your achievements, no matter how small, and appreciate the lessons learned from setbacks. This introspective process lays the foundation for purposeful intentions that align with your values and aspirations.

Define Your Values

To set meaningful intentions, it’s essential to have a clear understanding of your core values. These are the guiding principles that shape your beliefs and decisions. Values based leadership forms a clear basis for decision making, especially when faced with difficult or unexpected situations. 

Identifying your values also provides a solid framework for setting intentions that resonate on a deeper level. For example, if personal growth is a core value, your intentions might revolve around acquiring new skills, fostering a growth mindset, or seeking opportunities for self-discovery.

Embrace Mindfulness

In the midst of our hectic lives, practicing mindfulness becomes a powerful tool for finding clarity. Mindfulness involves being present in the moment, fully engaged with our thoughts and feelings. Take time each day for activities that promote mindfulness, such as meditation, journaling, or simply enjoying a quiet walk in nature.

Mindfulness allows you to tune into your inner thoughts and desires, creating space for introspection and self-discovery. It fosters a heightened awareness of your emotions, enabling you to make intentional choices aligned with your values. By incorporating mindfulness into your routine, you create a foundation for setting intentions that are grounded in authenticity.

Craft Clear and Positive Intentions

Intentions are not mere goals; they are the guiding principles that shape your daily actions and decisions. Craft your intentions with clarity, ensuring they are specific, positive, and aligned with your values. Instead of vague goals like ‘lead authentically,’ consider setting an intention of ‘incorporate assessment and profiling to better understand my values and reflect on how I can lead my team more authentically.’

Positive intentions empower you, framing your goals in an optimistic light. This positivity fuels motivation and resilience, helping you overcome challenges along the way. Be intentional about the language you use, focusing on what you want to invite into your life rather than what you want to avoid.

Cultivate a Supportive Environment

Surrounding yourself with a like-minded community is crucial for nurturing your intentions, supporting growth, and developing an effective leadership strategy. Share your aspirations with friends, family, or a mentor who can provide encouragement and accountability. Connect with other individuals who share similar values, creating a community that uplifts and inspires.

A supportive environment acts as a safety net during challenging times, reminding you of your purpose and encouraging you to stay true to your intentions. Collaborate with those who align with your values, fostering a sense of collective purpose that amplifies the impact of your individual efforts.

Adapt and Evolve

Setting intentions is not a one-time event; it’s an ongoing process of adaptation and evolution. Life is dynamic, and circumstances may change. Be open to reassessing and adjusting your intentions as needed. Embrace the learning that comes with new experiences, and allow your intentions to grow and evolve organically.

Flexibility is key to maintaining a purpose-driven approach. Instead of rigidly adhering to a set plan, view your intentions as a compass that guides you through the twists and turns of life. Adaptability ensures that your journey remains aligned with your values, even as you navigate unforeseen challenges.

Setting intentions allows us to navigate this journey with purpose and clarity, shaping a life that aligns with our values. Reflecting on the past helps us learn from experiences, paving the way for intentional leadership development. By aligning our intentions with our values, we create a work environment that not only promotes personal fulfillment but also enhances the overall job satisfaction and well-being of ourselves and those around us.

Leadership Development

Finding Clarity: Setting Intentions for a Purpose-Driven Year

Unmasking Motivation: Discovering What Drives You in 2024

Unmasking Motivation: Discovering What Drives You in 2024

Motivation serves as the compass guiding our actions, steering us towards our goals and aspirations.  As we step into 2024, it’s important to recognise that the dynamics of motivation have shifted, unveiling new facets of what truly drives individuals in their pursuits. Unmasking these motivations not only sheds light on our inner workings but also paves the way for personal growth and fulfilment.

The Shifting Paradigm of Motivation

Recent studies conducted by behavioural psychologists and sociologists have uncovered intriguing shifts in motivational trends. Traditionally recognised motivators such as financial security and career advancement are being reshaped by a deeper yearning for purpose and meaning. A survey conducted by the Global Workplace Analytics revealed that, in 2023, nearly 72% of employees globally considered a sense of purpose as a crucial factor influencing their job satisfaction, surpassing monetary benefits and job titles. This shift can influence how organisations design strategies for employee engagement and retention.

While both play a role in driving behaviour, research shows that intrinsic motivators have a more significant impact on long-term satisfaction and commitment than many external motivators. Intrinsic motivators, such as autonomy, mastery, and purpose, align with an employee’s personal values and aspirations, making them more likely to stay motivated in the long run. Leaders today are rethinking their approaches to motivating employees by prioritising ways to cultivate intrinsic motivation through practices such as empowering employees, supporting growth, and providing opportunities for learning and development to create a more purpose driven organisational culture.

Unmasking Your Unique Motivational Drivers

Unravelling one’s personal motivations often requires introspection and self-awareness.  Assessment and profiling tools have become more accessible to individuals seeking to gain a deeper understanding of what drives them. These tools provide insights into an individual’s values, goals, strengths, and areas for improvement. They serve as a compass that guides individuals towards aligning their actions with their true motivations. However, it is essential to note that these tools should not be seen as definitive answers but rather a starting point for reflection and self-discovery.

In the context of leadership, understanding one’s motivations can play a crucial role in developing an effective leadership strategy. By identifying their unique motivators, leaders can better align their actions with their personal values and goals, creating more authentic and impactful leadership. This self-awareness can also aid leaders in understanding the motivations of their team members, allowing them to tailor their leadership approach to better engage and motivate individuals.

Embracing a Multi-Faceted Approach

Understanding motivation in 2024 entails embracing a multi-faceted approach that acknowledges the complexity of human desires. It’s not merely about financial incentives or a quest for personal fulfilment—it’s a delicate interplay between various factors that drive us forward.

Employers, too, are recognising the importance of fostering environments that align with diverse motivations. Understanding what drives individuals is not a one-time quest but an ongoing journey towards personal growth as well as leadership development.Companies that embrace a culture of autonomy, purpose-driven work, and continuous learning are witnessing higher employee engagement and retention rates. 

As we navigate the complexities of the modern world, understanding what truly drives us becomes a compass guiding us toward a more fulfilling and purpose-driven existence. By peeling away the layers of our motivations, we not only unlock our potential but also pave the way for a more enriched and meaningful life.

Leadership Development

Unmasking Motivation: Discovering What Drives You in 2024

The 21-Day Habit Challenge: Fact or Fiction?

The 21-Day Habit Challenge: Fact or Fiction?

In the pursuit of personal growth and self-improvement, the 21-day habit challenge has emerged as a popular concept. Advocates swear by its transformative powers, claiming that dedicating 21 consecutive days to a new habit can lead to lasting change. But is this timeframe grounded in science, or is it merely a myth?

Habit Building: Fact or Fiction?

The notion of forming a habit in 21 days can be traced back to the work of Dr. Maxwell Maltz, a plastic surgeon turned self-help author, who observed that it took his patients about 21 days to adjust to changes in their appearance. This observation was later popularised in his book Psycho-Cybernetics in the 1960s. Since then, the idea of a 21-day habit formation period has been widely circulated and adopted.

leadership and management courses

However, recent research has shed new light on the validity of the 21-day rule. According to a study conducted by the European Journal of Social Psychology, it takes an average of 66 days for a new behaviour to become automatic. The study, which analysed the habits of participants over a 12-week period, found that the time required for habit formation varied widely, ranging from 18 days to 254 days.

This research challenges the traditional belief that 21 days are all it takes to establish a habit. Instead, it suggests that the duration can significantly vary depending on various factors, including the complexity of the habit, individual differences, and the level of commitment.

While the 21-day timeframe might not be a one-size-fits-all rule, it still holds value in initiating change. The initial 21 days serve as a crucial starting point, laying the foundation for habit formation. During this period, individuals often experience the early stages of habit acquisition, marked by conscious effort and discipline. Further, utilising assessment and profiling tools as part of a leadership development strategy at the beginning and end of this period can provide valuable insights into an individual’s progress and areas for improvement.

The Key to Successful Habit Building

The key to successful habit building lies in consistency and perseverance beyond the initial 21 days. Repetition and sustained practice gradually reinforce neural pathways in the brain, making the behaviour more automatic and ingrained over time.

The process of habit formation involves a loop comprising cue, routine, and reward, as proposed by Charles Duhigg in his book The Power of Habit. Understanding this loop can aid in successfully creating habits. Identifying cues that trigger the desired behaviour, establishing a routine, and associating it with a rewarding experience can accelerate habit formation.

Moreover, incorporating strategies like setting specific and achievable goals, tracking progress, and leveraging social support can enhance the likelihood of habit adherence beyond the initial 21 days.  These techniques are fundamental components of a leadership development program designed to transform insight into action. Its simplicity and attainability make it an accessible starting point for individuals seeking to introduce positive changes into their lives.

The 21-day concept serves as a psychological anchor, encouraging individuals to commit to a short-term challenge with a foreseeable endpoint. This time-bound approach can boost motivation and provide a sense of accomplishment, making it easier to initiate and sustain changes in behaviour.

The 21-day habit challenge provides a manageable and structured framework for individuals to create sustainable behaviour change, acting as a catalyst for personal growth. However, to ensure these changes become deeply ingrained habits, consistency and perseverance are imperative beyond the initial 21 days. Incorporating strategies such as goal setting, progress tracking, and social support can further facilitate this transition. Although the journey towards habit formation may be longer than 21 days for many, the key lies in the consistent effort and commitment carried past the initial phase. As such, the 21-day challenge is not a myth but rather, a stepping stone towards lasting transformation.

Leadership Development

The 21-Day Habit Challenge: Fact or Fiction?

The Path to Lasting Change: Overcoming Challenges in Sustainable Behaviour Transformation

The Path to Lasting Change: Overcoming Challenges in Sustainable Behaviour Transformation

Creating sustainable behaviour change is a profound journey, one that demands commitment, resilience, and a willingness to navigate challenges.  Leaders play a critical role in shaping the path towards lasting change, especially when it comes to behavioural change. As such, leadership development is essential for individuals and organisations who seek to create meaningful impact and drive positive change.

Acknowledging the Resistance

Embarking on a journey of change often encounters resistance—both internal and external. Internally, habits deeply ingrained over time can resist alteration. External factors like societal norms or lack of support can also hinder progress. It’s crucial to acknowledge these challenges without letting them derail the journey towards sustainable behaviour change. Effective leaders must support their teams in adopting a growth mindset and empower them to overcome obstacles. By acknowledging and addressing resistance, leaders can build a strong foundation for change and inspire their teams to stay committed to the journey.

executive coaching

Setting Clear and Attainable Goals

Setting clear, achievable goals acts as a guiding light through the process of transformation. Rather than aiming for drastic changes overnight, breaking down larger goals into smaller, manageable steps proves more effective. Instead of completely overhauling a lifestyle, focusing on one aspect at a time can lead to tangible and sustainable results. Leaders must support their teams in setting realistic goals that align with the larger vision of long-term change.

Leading by Example

When it comes to sustainable behaviour change, leaders must lead by example and embody the changes they want to see in their organisation. This means being willing to make personal changes and demonstrating a genuine commitment to the cause. Executive coaches can work with leaders to identify roadblocks and support them in building habits to make the necessary changes. By modelling desired behaviours, leaders can inspire their teams to do the same, creating a culture of positive change.

Building a Support System

No journey towards lasting change can be undertaken alone. Leaders must cultivate a supportive environment where individuals feel empowered to share their struggles and seek help when needed. This may involve providing resources, such as executive coaching or mentorship, for individuals to navigate challenges and stay on track. Psychology professor Dr. Gail Matthews found that people who wrote down their goals, shared them with a friend, and sent weekly updates to that friend were on average 33% more successful in accomplishing their goals. Creating a sense of community among team members can foster accountability and provide an avenue for sharing successes and challenges. By building a strong support system, leaders can help their teams overcome obstacles and continue moving towards sustainable behaviour change.

Educating and Empowering Oneself

Knowledge is a powerful tool in effecting lasting change.  Leaders should actively seek out opportunities for continued learning and development, particularly in areas related to behavioural change and habit building. Executive leadership training programs can provide valuable knowledge and skills for leaders to effectively support their teams on the journey towards sustainable change. By empowering themselves with knowledge, leaders can better guide their teams and drive meaningful impact.

Embracing Self-Compassion

Amidst the pursuit of change, it’s vital to practise self-compassion. Being kind to oneself in moments of struggle or setbacks cultivates a positive mindset. Accepting imperfections and understanding that change is a gradual process contributes to a healthier and more sustainable transformation journey.

Fostering sustainable behaviour change is a multifaceted process requiring resilience, commitment, and a supportive environment. Leaders, equipped with the necessary skills that often come from leadership development training, play a pivotal role in this transformation. This journey is not devoid of challenges, but with the right strategies and habits in place, sustainable behaviour change is achievable. As we navigate through this journey, we must remind ourselves that change is a gradual process, and every step forward, no matter how small, is progress.

Leadership Development

The Path to Lasting Change: Overcoming Challenges in Sustainable Behaviour Transformation

How The Leadership Sphere Takes Insight into Action

How The Leadership Sphere Takes Insight into Action

Leadership excellence is a goal that many individuals aspire to achieve. It requires not only the right skills and competencies, but also a strong commitment to continuous growth and development. However, despite investing time, effort and resources into leadership programs, many organisations struggle to see tangible results from their leaders. Incorporating habit building strategies into leadership development programs can take insight into action and support leaders in achieving their full potential with real and sustainable behaviour change.

The Role of Habit Building Strategies

Leadership development programs, whether they are in the form of workshops, seminars or online courses, provide individuals with valuable knowledge and skills. They expose leaders to new concepts and ideas, challenge their thinking and help them see things from a different perspective. 

Where these programs are most effective is in taking insight into action and helping developing leaders implement what they’ve learned into their daily interactions, behaviours, and practices.   While leaders may leave a workshop feeling energised and motivated, without consistent practice and reinforcement, they are likely to revert back to their old ways of thinking and behaving. This is where habit building strategies can make all the difference.

Habit building strategies involve intentionally practising new behaviours until they become automatic. They help individuals turn insights into action by creating a consistent and structured approach to behaviour change. This is particularly important in leadership development, as leaders are often expected to adopt new ways of leading and managing their teams.

One of the key tools The Leadership Sphere includes in all of our programs is the Actionable Habit Builder. It effectively combines the power of goal-setting and habit building to create a personalised framework for sustained behaviour change. The Actionable Habit Builder helps leaders identify specific behaviours they want to adopt, set realistic goals, and track their progress. This allows them to focus on one behaviour at a time, breaking it down into small, achievable steps that gradually become ingrained into their daily routine.

The Role of Executive Coaching

While habit building strategies can be implemented individually by leaders, they are often more effective when supported by an executive coach. Executive coaching involves working with a trained professional to identify and achieve specific goals related to leadership development. Coaches can provide valuable guidance and support in implementing habit building strategies, and hold leaders accountable for their actions.

Executive coaching also allows for personalised development plans that cater to the unique needs of each leader. A coach can help identify areas for improvement and create a tailored plan that incorporates habit building strategies to address these areas. This individualised approach can lead to significant and sustainable changes in leadership behaviour.

So, why is it important to incorporate habit building strategies in leadership development? The answer lies in the impact on leadership excellence. Leaders who have strong habits of reflection, goal setting, and intentional practice are more likely to consistently demonstrate effective behaviours. These behaviours can have a ripple effect throughout the organisation, creating a culture of continuous improvement and high performance.

Moreover, habit building strategies also help leaders to develop resilience and adaptability. As they practise new behaviours regularly, it becomes easier for them to adjust and pivot in response to changing circumstances. This is particularly crucial in today’s fast-paced business environment where agility is essential for success.

Incorporating habit building strategies in leadership development is crucial for achieving leadership excellence. It allows leaders to turn insight into action and create lasting behaviour change. Executive coaching can also play a significant role in supporting leaders on their journey towards continuous growth and improvement. By implementing these strategies, organisations can develop a strong pipeline of effective leaders who are equipped to drive success and adapt to ever-changing business landscapes. So, it is important for organisations to not only invest in leadership development programs, but also in supporting leaders in building habits that drive excellence. Overall, the combination of development programs and habit building strategies can lead to a powerful and impactful leadership journey.

Key Takeaways

  1. Habit Building Strategies are Essential: They turn insights into actions by creating a consistent and structured approach to behaviour change. This is crucial in leadership development as leaders are expected to adopt new ways of thinking and leading.
  2. The Role of Executive Coaching: Executive coaching supports leaders in implementing habit building strategies effectively. Coaches provide guidance, accountability and help in crafting personalised development plans.
  3. Impact on Leadership Excellence: Strong habits of reflection, goal setting, and intentional practice can result in effective leadership behaviours. These behaviours can influence the entire organisation, fostering a culture of continuous improvement and high performance.
  4. Resilience and Adaptability: Habit building strategies help leaders develop resilience and adaptability, allowing them to adjust easily to changing circumstances. This agility is crucial in today’s fast-paced business environment.
Leadership Development

How The Leadership Sphere Takes Insight into Action

Ethics in the C-Suite: Addressing the Unique Challenges of Executive Leadership

Ethics in the C-Suite: Addressing the Unique Challenges of Executive Leadership

The corporate world often portrays the C-suite as the pinnacle of success and power within an organisation. Chief Executive Officers (CEOs), Chief Financial Officers (CFOs), Chief Operating Officers (COOs), and other top-level executives wield substantial influence over their companies and industries. However, this power comes with a profound responsibility: ethical leadership. In this article, we will explore the unique ethical challenges faced by executives in the C-suite and discuss strategies to address these challenges.

The Ethical Dilemma of Executive Leadership

Executive leadership is accompanied by a complex set of ethical dilemmas that can be quite distinct from those faced by employees in other positions. These challenges stem from the enormous influence and decision-making authority concentrated at the top of the corporate hierarchy. Here are some key ethical issues faced by executives:

1. Balancing Stakeholder Interests

CEOs and other top executives must balance the competing interests of various stakeholders, including shareholders, employees, customers, and the community. The pressure to maximise shareholder value often conflicts with the need to consider the broader impact of business decisions. Ethical executives must navigate these competing interests while upholding their duty to all stakeholders.

2. Ethical Decision-Making in a Competitive Environment

The fast-paced and competitive nature of the business world can lead to ethical lapses when executives feel pressured to achieve short-term results. The temptation to cut corners, compromise on ethics, or make unethical choices to gain a competitive edge is a real challenge for those in leadership roles.

3. Setting the Ethical Tone

Executives are responsible for setting the ethical tone within their organisations. Their behaviour and decisions serve as a model for employees at all levels. Maintaining an organisational culture of ethics and integrity is crucial, but it can be difficult when executives themselves are faced with ethical dilemmas.

4. Transparency and Accountability

The C-suite often faces scrutiny from both internal and external sources. Executives must navigate the fine line between protecting sensitive information for competitive reasons and being transparent enough to maintain trust with stakeholders. Balancing this tension requires a high degree of ethical judgement.

“An ethical framework should be rooted in the organisation’s values and principles, emphasising the importance of integrity, honesty, and ethical conduct.”

Strategies for Addressing Ethical Challenges

To effectively address the unique ethical challenges of executive leadership, C-suite members can adopt several strategies:

1. Develop a Strong Ethical Framework

Executives should establish a robust ethical framework that guides their decision-making. This framework should be rooted in the organisation’s values and principles, emphasising the importance of integrity, honesty, and ethical conduct. A seasoned executive coach brings a fresh, objective perspective, invaluable for helping leaders identify any existing ethical blind spots. They can provide guidance on how to make ethical considerations an integral part of decision-making processes. Regularly revisiting and reinforcing this framework can help executives stay on the right ethical path.

2. Seek Ethical Mentorship

Ethical and effective leadership is a continuous journey, and seeking mentorship from experienced ethical leaders can be invaluable. Mentors can provide guidance, share their own experiences, and help executives navigate complex ethical dilemmas. This mentorship can extend beyond the organisation to include industry leaders and experts.

3. Encourage Open Communication

Creating an environment where employees feel comfortable reporting ethical concerns is crucial. Executives should promote open and transparent communication channels, ensuring that employees can voice their concerns without fear of retaliation. This not only helps detect and address ethical issues early but also fosters a culture of accountability.

4. Prioritise Ethical Training and Education

Investing in ongoing ethics training and education for both executives and employees is essential. Ethical decision-making is a skill that can be honed and improved over time. Regular leadership development training, workshops, and discussions can help raise awareness of ethical issues and equip executives with the tools to make ethical choices.

5. Consider the Long-Term Impact

Executives must resist the pressure to prioritise short-term gains over long-term sustainability and ethical considerations. They should adopt a holistic view of their decisions, considering not only the immediate benefits but also the potential consequences for the organisation, its stakeholders, and society as a whole.

6. Foster a Culture of Ethics

Ethical leadership is not only about personal integrity but also about shaping the culture of the organisation. Executives should actively promote and reward ethical behaviour among employees. Recognizing and celebrating ethical successes can reinforce the importance of ethics throughout the organisation.

7. Embrace Accountability

Executives should hold themselves accountable for their decisions and actions. Executive coaching plays an instrumental role in aiding leaders to embrace accountability, a critical facet of ethical leadership. Through consistent dialogue and constructive feedback, coaches encourage executives to take ownership of their decisions, illuminating the reciprocal relationship between their actions and the organisation’s trajectory. Avoiding a culture of blame and scapegoating is essential for ethical leadership.

8. Regularly Evaluate Ethical Risks

Executives should conduct regular assessments of potential ethical risks within their organisations. Identifying vulnerabilities and proactively addressing them can help prevent ethical breaches. These assessments should encompass all aspects of the business, from financial decisions to supply chain management and beyond.

9. Collaborate with Ethics Officers

Many organisations now employ ethics officers or chief ethics officers to oversee ethical compliance and provide guidance. Executives should work closely with these officers to stay informed about ethical best practices, legal requirements, and emerging ethical issues.

10. Lead by Example

Ultimately, ethical leadership begins with personal integrity and commitment to ethical values. Executives must lead by example, demonstrating through their actions and decisions that ethics are a non-negotiable part of their leadership style.

Ethical leadership in the C-suite is not a choice but a responsibility. The power and influence wielded by top executives require a heightened level of ethical awareness and commitment. By developing strong ethical frameworks, seeking mentorship, fostering open communication, and prioritising long-term impact, executives can address the unique ethical challenges they face and steer their organisations toward a future of sustainable success built on a foundation of integrity and ethics. The path to ethical leadership in the C-suite may be challenging, but it is essential for the well-being of organisations, their stakeholders, and society as a whole.

Key Highlights

  • Develop a strong ethical framework rooted in the organisation’s values and principles
  • Seek out ethical mentorship from experienced leaders 
  • Encourage open communication channels for employees to voice their concerns
  • Prioritise ethics training and education for both executives and employees
  • Consider the long-term impact of decisions and actions, rather than focusing on short term gains.

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.

Ethics in the C-Suite: Addressing the Unique Challenges of Executive Leadership

Leading with Integrity: Overcoming Ethical Challenges in the Workplace

Leading with Integrity: Overcoming Ethical Challenges in the Workplace

In today’s business world, organisations are held more accountable than ever before for their ethical practices. Companies must demonstrate their commitment to integrity if they want to earn the trust of their stakeholders, customers, and employees. Ethical challenges in the workplace can come in many forms, from daily dilemmas to more complex issues that require a comprehensive approach. 

There are numerous examples of failures of leadership as evidenced by the number of royal commissions and inquiries we’ve had in the last few years (such as those in aged care, use of police informants, and hotel quarantine around COVID-19). Perhaps one of the most significant examples is that of Rio Tinto who destroyed two rock shelters in May of 2020 that demolished 46,000 years of continuous human occupation in Juukan Gorge in the Pilbara, Western Australia. While Rio Tinto did take accountability for breaching the trust placed in them by the Puttu Kunto Kurrawa and Pinikura people, shareholders said an apology and stripping bonuses wasn’t enough. This is an example of ethical failure where the organisation’s actions showed no regard for Indigenous cultural heritage, and highlighted the need for better corporate governance.

As a leader, it is your responsibility to identify and overcome these challenges to build a culture of integrity within your organisation.

Set the Tone from the Top

Integrity must start at the top of the organisation, with senior leaders setting a positive example for the rest of the company. Employees will take their cues from their leaders, so it’s important to set a clear expectation that ethical behaviour is non-negotiable. Make sure your code of conduct is clear and comprehensive, and that employees understand the importance of ethical practices in everything they do. Encourage open communication and provide employees with a safe space to raise concerns or report any breaches of the code of conduct.

Effective leadership development programs can be critical for cultivating ethical leaders. This ensures that everyone in the organisation has an understanding of what is expected of them and provides training to help them navigate ethical dilemmas. Through such training, effective leaders are able to better guide and coach their teams through ethical decision making.

Foster a Culture of Trust

Trust is essential for a culture of integrity to thrive. Encourage open and honest communication throughout your organisation and strive to build strong relationships with your team members. When a leader demonstrates honest, transparent, and consistent behaviour, it establishes an environment of trust and respect. This encourages employees to be open and honest with one another, which in turn fosters a culture of ethical behaviour within the team.

When team members trust their leaders and each other, it provides the foundation for greater collaboration and problem solving. This allows everyone to come together and work towards a common goal, while also making sure that all individuals are held accountable for their own actions. Senior leadership training can be a great way to foster trust and respect by teaching effective communication skills and developing strong relationships with team members.

“Creating a culture of integrity in the workplace requires a proactive leadership style and commitment to setting a high ethical standard throughout the organisation.”

Identify and Address Ethical Challenges

Ethical challenges can arise in a variety of situations, from issues related to conflicts of interest to concerns around data privacy and security. As a leader, it’s important to identify potential ethical challenges before they become problems. Conduct regular risk assessments and create a plan to address any issues that are identified. Make sure your employees understand how to handle ethical challenges and are equipped with the tools and resources they need to make ethical decisions.

Effective leadership should also involve actively engaging with employees to understand their ethical perspectives. Assessment and profiling tools can be useful in helping to identify the values that resonate the most deeply with individuals within teams. These insights can be used to guide leaders in creating an ethical framework that is tailored to the organisation and its unique values.

Provide Ongoing Training and Education

Ethical challenges can be complex, and employees may need ongoing training and education to understand the best practices for addressing them. Regularly provide training on ethical issues, laws and regulations related to your industry, and your company’s code of conduct. This will help ensure that ethical behaviour is always top of mind and that your employees know how to respond to ethical challenges.

Both formal and informal training is necessary when helping teams to overcome ethical challenges in the workplace. Formal training should involve interactive seminars and workshops that focus on ethical decision making. In addition, leaders should be encouraging ongoing dialogue about ethical challenges so that team members can learn from each other’s experiences and insights.

Creating a culture of integrity in the workplace requires a proactive leadership style and commitment to setting a high ethical standard throughout the organisation. Building trust among employees, identifying potential risks, and providing ongoing training and education are all key components of a successful ethical program. With the right approach, organisations can create a culture that is built on integrity and trust.

Key Take-Aways

1. Anticipating and adapting to change requires vigilance, flexibility, and learning.

2. Planning for change involves evaluating potential changes in relation to goals and objectives, building high performance teams, establishing succession plans, and communicating expectations clearly.

3. Preparing for the unexpected involves equipping teams with the knowledge and skills needed to identify new opportunities quickly and react to unexpected changes.

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.

Leading with Integrity: Overcoming Ethical Challenges in the Workplace

Embracing Workplace Change & Preparing for What’s Next

Embracing Workplace Change & Preparing for What’s Next

When it comes to change, the key is to anticipate and adapt. Anticipating change means being vigilant in assessing what’s happening around you, evaluating potential impacts, and developing strategies to prepare for possible outcomes. This involves actively seeking out data or other information that can help make informed decisions about how best to handle changes in the environment—whether they’re driven by technology, customer demands, or other external factors.

In this article, we’ll discuss some of the key strategies and tactics for embracing change and preparing for what comes next. They are:

  • Evaluating External Factors
  • Establishing High Performance Teams
  • Developing Retention Strategies
  • Adapt Quickly to Unexpected Changes
  • Prioritise Communication
  • Support Ongoing Training

Adapting to change requires an understanding of the current environment and being able to identify opportunities created by the changes. This involves having a flexible mindset that embraces experimentation and learning from mistakes—both successes and failures can add value in this process. For organisations, it means developing processes such as continuous improvement initiatives that allow them to adjust quickly and effectively as changes occur. For individuals, it means staying informed on the new trends and ideas in their field, being open-minded to new ways of thinking, and proactively seeking out opportunities for growth and development.

Successfully anticipating and adapting to change involves a combination of planning, preparation, flexibility, and learning. It requires determination to be ready for whatever comes next. There is no one-size-fits-all approach—each situation will require a different strategy tailored to its unique circumstances. By taking the time to evaluate their environment, identify potential changes, and develop sound strategies for responding, organisations and individuals can ensure that they are well prepared for whatever comes their way.

Planning for Change

Evaluating External Factors

Leading through change requires strong, future-focused leadership. It is an ongoing process of anticipating and adapting to the changes in the organisation’s environment. Leaders should be aware of potential new trends, customer demands, and other external factors that can impact the organisation. They should also evaluate these changes in relation to their goals and objectives and develop strategies to manage them. This includes building high performance teams that have the skills, knowledge, and experience necessary to succeed in uncertain times.

Establishing High Performance Teams

Establishing high performance teams is an essential part of effective change management. As changes in the environment occur, leaders should ensure that their teams are equipped with the tools and resources needed to respond quickly and adjust effectively. Leaders must also foster a culture of continuous learning and experimentation. This involves encouraging team members to challenge assumptions, take risks, and learn from mistakes.

Developing Retention Strategies

Succession planning and retention strategies are essential components of change management. Organisations should create plans to ensure that they have the right people in the right roles, with the right skills and experience, to successfully navigate changes in their environment. This includes both identifying potential successors for key positions and developing strategies to retain top talent.

“It is impossible to ensure that there are systems in place that will allow for teams to successfully overcome every specific challenge they may face. So it is important that they are capable of facing any unexpected changes.”

Preparing for the Unexpected

Adapt Quickly to Unexpected Changes

It is impossible to ensure that there are systems in place that will allow for teams to successfully overcome every specific challenge they may face. So it is important that they are capable of facing any unexpected changes. This means they must be agile and able to quickly adapt to different situations. They should have the skills necessary to effectively manage both planned and unplanned changes in strategy, processes, or technology.

Prioritise Communication

Leaders have the responsibility of setting the tone and culture of their team, and of ensuring that everyone is on board with the plan. Organisations should prioritise communication in order to ensure everyone is informed on the changes occurring within the organisation. This includes providing team members with clear expectations and goals, as well as regular updates on progress and next steps. It also involves developing leadership capabilities in teams so that they are able to develop strategies and solutions on their own.

Organisations should invest in both training and development opportunities for team members so that they are prepared to face whatever comes their way. This includes equipping teams with the knowledge and skills needed to identify new opportunities, anticipate potential risks, and adapt quickly when unexpected changes arise.

Support Ongoing Training

When it comes to leading teams through change, the key is to anticipate and adapt. By understanding the current environment, evaluating potential changes, developing effective teams, preparing for the unexpected, and investing in learning opportunities, leaders can ensure that their teams are well-equipped to weather whatever challenges they may face. With a clear plan of action and strong leadership, organisations can successfully navigate any changes with minimal disruption.

Key Take-Aways

1. Anticipating and adapting to change requires vigilance, flexibility, and learning.

2. Planning for change involves evaluating potential changes in relation to goals and objectives, building high performance teams, establishing succession plans, and communicating expectations clearly.

3. Preparing for the unexpected involves equipping teams with the knowledge and skills needed to identify new opportunities quickly and react to unexpected changes.

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.

Embracing Workplace Change & Preparing for What’s Next

Embracing Diversity and Inclusion: The Crucial Role of Leaders in Shaping the Future of Work

Embracing Diversity and Inclusion: The Crucial Role of Leaders in Shaping the Future of Work

As the workforce becomes increasingly culturally and socially diverse, companies must create an environment where individuals of all backgrounds can thrive. Leaders play a crucial role in shaping the future of work by creating an inclusive atmosphere, which drives innovation and strengthens organisational performance. By recognizing and valuing different perspectives, leaders can develop more effective solutions to complex problems. This commitment to fostering inclusivity is essential for all organisations and the future of leadership.

The Benefits Embracing Diversity & Inclusion

The benefits of embracing diversity and inclusion are numerous. A study from the Harvard Business Review found that teams led by inclusive leaders are more likely to perform well, make high-quality decisions, and behave collaboratively. Specifically, such teams have a 17% higher likelihood of reporting high performance, a 20% higher likelihood of making high-quality decisions, and a 29% higher likelihood of behaving collaboratively.

By leveraging different perspectives within a team, organisations can develop unique solutions to complex problems. Additionally, by creating an inclusive workplace culture, leaders can ensure that their employees feel seen and heard in the workplace, boosting morale and improving job satisfaction.

Creating a Culture of Inclusion within Your Organisation

Leaders can create a culture of inclusion in their organisations by committing to diversity initiatives and fostering an environment where all employees feel respected. This includes implementing anti-discrimination policies, integrating diverse hiring practices into your recruitment process, and providing leadership team development for managers on how to support diverse teams.

Organisations should not merely focus on meeting the diversity requirements and overlooking the importance of creating an inclusive environment. Diversity is valuable when you foster a welcoming and secure environment for people with varying backgrounds, ages, genders, and thoughts to coexist. Unfortunately, some individuals tend to only ‘tick the diversity checkbox’ without prioritising the sense of belonging and safety for all individuals.

Developing a strong leadership team is essential for developing an inclusive environment where employees from all backgrounds are respected and valued. It’s important that the organisation’s leadership reflects its workforce demographic to ensure there is a deep understanding of the differences and needs of staff. Leaders should be setting an example by actively learning from, listening to and engaging with different perspectives in order to create a culture where diversity is celebrated.

“Organisations should not merely focus on meeting the diversity requirements and overlooking the importance of creating an inclusive environment.”

Visible Commitment to Inclusion

Leaders must demonstrate a visible and authentic commitment to inclusivity. This begins at the top and should be reflected in all aspects of an organisation’s culture. Leaders must also foster open communication, encourage collaboration across teams, and promote diversity initiatives within their organisations.

Awareness of Biases

No one is immune to unconscious bias, and it can be difficult to identify our own biases. Leaders must be aware of their own biases and take steps to address them. This can include assessment and profiling, participating in workshops or seminars on inclusive leadership, or actively engaging in dialogue with employees about diversity and inclusion. By intentionally recognizing and addressing unconscious bias, leaders can create an environment where all team members feel valued and respected.

Being Curious about Others

Leaders must constantly strive to learn about and engage with others. They are curious about different cultures and perspectives, actively listening to team members with empathy, or creating opportunities for employees to share their experiences. This can help in leading teams where differences are not only accepted but celebrated.

Understand Mistakes May Happen

Implementing and leading through change is difficult, and mistakes are inevitable. To break the cycle, it’s important to embrace the vulnerability that arises from making mistakes and keep trying. In this case, leaders from the majority group should acknowledge that while they may not know the exact way to have a conversation or say the perfect thing, they shouldn’t avoid having the conversation due to their vulnerability.

In order to create a culture of diversity and inclusion within an organisation, leaders must take responsibility for actively engaging in dialogue with employees about the importance of these initiatives. We should remember that these are not just simple initiatives or tasks to complete. They define our identity and actions, as they are deeply ingrained in our culture. This includes developing a strong leadership team that reflects the workforce demographic, demonstrating visible commitment to inclusivity, being aware of their own biases, and embracing curiosity when learning from others. It is important for leaders to understand that mistakes may happen as they strive towards creating more equitable workplaces – however this should not deter them from leading with vulnerability and continuing on their journey towards fostering greater equality within organisations.

If you want to learn more about future-focused leadership and how The Leadership Sphere can help you to develop your leadership skills, contact us today. We offer a range of services, including executive coaching, team development, and leadership development training. We can help you to create a more positive work environment and to develop the skills you need to be a successful leader.

Embracing Diversity and Inclusion: The Crucial Role of Leaders in Shaping the Future of Work

Balancing Technology and Empathy in the Workplace of Tomorrow

Balancing Technology and Empathy in the Workplace of Tomorrow

As technology continues to rapidly evolve, it can be easy to get caught up in the possibilities of what might come next. But as the workplace of tomorrow takes shape, companies must remember that there is still an essential human element at play. Achieving a balance between technology and empathy is key for any organisation looking to stay competitive in today’s landscape.

From recruiting and onboarding new employees, to managing existing teams and introducing new products or services, businesses must make sure they don’t forget about their people when integrating new technologies into their operations. To do this effectively requires understanding how both technology and empathy fit into the equation – something many organisations are still struggling with.  In this article we’ll take a look at why balancing these two elements is so important for success in the modern business world, as well as some tips on how you can create a winning combination within your own organisation.

People Focused Mindset

In order to instil a people-centric mindset in the workplace of tomorrow, employers must prioritise the human needs and wants of their employees. This means taking into consideration not just the current needs of the organisation, but also how new technologies might impact employee morale, productivity, and overall job satisfaction. To effectively develop this kind of environment, companies should focus on creating comprehensive retention strategies that involve both technological and empathetic solutions.

Leadership development plays a major role in creating a people-focused environment in the workplace of tomorrow. Leaders are responsible for setting the tone and expectations for their employees, and when they are well-versed in both technology and empathy, they can model successful strategies for their teams to follow. By investing in leadership development programs that focus on understanding how to effectively balance technology and empathy, businesses can create a workplace where employees feel comfortable while also being productive.

More Frequent One-on-Ones

When it comes to managing a productive and successful team, frequent one on ones are key. Employers should be scheduling regular check-ins with their teams in order to effectively assess performance, provide feedback, and discuss any issues that may arise.  One on ones also give employees the opportunity to share their ideas and thoughts without interruption or distraction, and are the most effective way for leaders to pick up on any unrest from their teams about the future of their roles. 

Coaching high performers is especially important in the workplace of tomorrow, as these employees often have unique skills and perspectives that can help to drive innovation. Taking the time to understand their goals and motivations on an individual level will allow managers to create personalised growth plans for each team member, resulting in higher job satisfaction and better engagement.

“We need to take people on the journey of the exciting future ahead.”

Embrace New Methods of Communicating

Using technology in the workplace of tomorrow can have a variety of positive impacts on employee performance. For instance, providing employees with access to innovative tools and workflows can help them to get more done in less time, freeing up resources for other tasks.  Additionally, businesses can use technology to create more effective communication channels that allow for faster decision-making and collaboration.

Remote teams have become an increasingly popular option for companies in the modern workplace due to the flexibility and convenience they offer. In a study by Stanford University, remote workers were found to be 13% more productive compared to their office counterparts. However, leading a remote team effectively requires managers to be adept at both technology and empathy. It is essential for leaders of remote teams to use the right tools to ensure that everyone is on the same page, while also providing emotional support and understanding for team members by being aware of and addressing any disruption during the transition to working with the new technology. When managed effectively, remote teams can be a great asset to any organisation, providing an effective and efficient way of working.

Adopting Tools of Change

The introduction of new technologies to the workplace can be an exciting opportunity for businesses, allowing them to streamline processes and increase productivity. However, it is important to remember that technology should never take precedence over people. Senior leaders must ensure that they are taking a balanced approach when introducing new technologies into their organisation. By doing so, businesses can create an environment where employees feel supported while also being productive and unafraid of what comes next. We need to take people on the journey of the exciting future ahead.

Executive coaching can play a major role in helping leaders balance technological and organisational progress with supporting, empathising with, and empowering their teams. Through one-on-one coaching sessions, executives can learn how to better utilise technology while still maintaining an inspiring and supportive environment that caters to the needs of their employees. Coaching sessions can help senior leaders identify areas where they have room to grow and develop strategies that ensure their teams are both productive and engaged.

The future of leadership is one that embraces technology while still remaining human-centric. Through frequent one-on-ones, embracing new methods of communication, and adopting tools of change, employers can ensure that their teams are well-supported and motivated to perform at their best by mitigating the fear that can come with change. In doing so, businesses can create a workplace of tomorrow that is both productive and enjoyable for all.

If you want to learn more about future-focused leadership and how The Leadership Sphere can help you to develop your leadership skills, contact us today. We offer a range of services, including executive coaching, team development, and leadership development training. We can help you to create a more positive work environment and to develop the skills you need to be a successful leader.

Balancing Technology and Empathy in the Workplace of Tomorrow

Essential Qualities for Success and Creating the Leaders of Tomorrow

Essential Qualities for Success and Creating the Leaders of Tomorrow

Becoming a leader is not an easy feat. It takes more than just a title or position to lead effectively.  It requires a set of essential qualities that set successful individuals apart from others. These qualities include accountability, creative innovation, empathy, and emotional intelligence. Developing these skills is not only beneficial for personal growth but also for shaping the leaders of tomorrow. The world is constantly changing, and the future demands leaders who can adapt to new challenges while maintaining a clear vision for success. By focusing on developing these essential qualities, we can create a generation of leaders who can navigate the complexities of the modern world, bring about positive change, and achieve success in their personal and professional lives.

Accountability at All Levels

Building accountability is an essential quality for developing leaders to have in order to be successful. Accountability helps ensure that you are taking responsibility for your actions, setting goals and expectations clearly, and taking ownership of the results. When a leader is accountable, it encourages trust between you and those you are leading. Teams built on trust  are more capable of tackling difficult tasks and working together towards a common goal.

Effective, future focused leadership requires leaders to hold themselves, as well as their team, accountable. As a leader, you aren’t always going to have the answers, but being accountable and honest with your team demonstrates that you are willing to take responsibility for any mistakes that may be made and put in the effort to correct and learn from them.

Creative Innovation

Modern teams are becoming less reliant on hierarchical power structures and the traditional “top-down” approach to leadership. Instead, they are focusing on innovative ideas that create new opportunities and solutions. Creative innovation is an essential quality for leaders to cultivate in order to stay competitive and relevant. Leaders who can think outside the box, explore new ideas, and take risks are better equipped to succeed in today’s ever-evolving world.

Leaders must also be willing to challenge the status quo and introduce new ideas that can help bring about positive change. Innovation requires an open mind, resilience, and a willingness to take calculated risks. In addition, it encourages leaders to trust their instincts and make informed decisions that drive success.

“Leaders must also be willing to challenge the status quo and introduce new ideas that can help bring about positive change. “

Empathy

Empathy is an essential trait for any successful leader, as it helps to create a sense of trust and mutual understanding between them and their team members. Empathetic leaders are able to listen to their team members, recognize the emotions behind the words, and demonstrate compassion when responding to their needs. They also take into consideration individual differences, cultural backgrounds, and other nuances that can impact how their team members perceive the world. Empathy is also good for business. In one study of 1,000 companies covering nearly 33,000 executives, (reported in HBR 2013), researchers found that companies led by highly empathetic leaders achieved around 10% higher profits.

Leadership development courses are an excellent way to learn more about empathy and other important skills for successful leaders. Through a combination of interactive activities and theoretical discussions, these courses help participants hone their leadership capabilities and better understand how to foster a respectful, productive work environment. They also provide insights into the challenges and opportunities that come with leading others, allowing participants to develop a comprehensive perspective on what it means to be an effective leader.

Emotional Intelligence

Empathy and emotional intelligence are often used synonymously, however, the two concepts are distinct in their nature. Empathy is the ability to understand and share another person’s emotional experience, while emotional intelligence involves recognizing one’s own emotions and those of others in order to manage relationships effectively.

Emotional intelligence is essential for high performing team development. It plays an important role in team dynamics because it allows people to better understand each other’s emotions and perspectives as well as their own. This helps teams collaborate more effectively and reach their goals faster. When leaders develop emotional intelligence, they create a culture of trust and respect that enables members of the team to work together more efficiently. This type of leadership is essential for creating the leaders of tomorrow. Research by McKinsey & Company found that 90% of top performers are high in emotional intelligence compared to just 20% of bottom performers. The study examined data from 3,000 executives and Hay Group found when studying 400 companies that emotionally intelligent leaders achieve 50% lower staff turnover.

The best way for developing leaders to build these qualities is through experience and practice. Through mentorships or a leadership development course, can help individuals gain the experience they need to hone their skills. Learning from observing others is a great way to increase knowledge and develop specific competencies.

When it comes to leading teams, building trust, setting clear expectations, and communicating well are all essential qualities. By guiding their team members to work together towards a common goal, leaders can create environments that foster collaboration, productivity and growth. With these skills at their disposal, future-focused leaders are able to become the innovative problem solvers and inspiring mentors needed to drive successful businesses forward into tomorrow’s ever-changing landscape.

If you want to learn more about resilient leadership and how The Leadership Sphere can help you to develop your leadership skills, contact us today. We offer a range of services, including executive coaching, team development, and leadership development training. We can help you to create a more positive work environment and to develop the skills you need to be a successful leader.

Essential Qualities for Success and Creating the Leaders of Tomorrow

Leading with Purpose: How Future Focused Leaders Inspire Action

Leading with Purpose: How Future Focused Leaders Inspire Action

Leading teams is an art that requires a special set of skills and capabilities. To be an effective leader, you must have the ability to inspire your team to action and work towards a common goal. It’s not enough just to have knowledge or experience; you also need to cultivate strong leadership qualities in order to lead with purpose.

Creating Sustainable Change

Adopting a future focused leadership style has numerous benefits, such as inspiring team members to work towards a common goal and developing the skills needed for successful collaboration. It also encourages trust in the leader’s ability to create positive outcomes in both the short-term and long-term. Future focused leaders have an eye for details and are always looking for ways to improve their approach. They take into account the current environment, analyse available data, and use this information to craft a roadmap for the future. For example, 3M, a company known for innovation and radical thought, credits its future focused leadership for capturing new markets and driving growth. Leaders envision potential futures and create an environment that nurtures new ideas (Forbes).

Leadership is about more than just setting goals or delegating tasks; it’s about inspiring people to work together towards a common purpose. A leader must be able to motivate their team and show them the way forward. Leadership development programs can help equip leaders at all levels to build the skills needed to effectively lead their teams. These programs are designed to foster collaboration, develop problem-solving skills, and provide insight into how to create sustainable change.

Shared Vision

Leaders must also be able to create an environment where team members feel safe, supported and encouraged. This involves building trust and creating opportunities for team members to share their ideas and perspectives. Future focused leaders should strive to ensure that all voices are heard in order to foster collaboration and innovation.

By creating a high performance team, leaders can ensure that their vision is shared and executed with precision. Effective leaders have the potential to inspire positive change and empower teams to reach new heights of success. By setting clear goals, motivating employees and developing leadership capabilities, you can help create an environment where teams thrive. With the right approach, future focused leaders drive their teams towards greater achievements.

“Leadership is about inspiring others to take action. It’s about setting a vision and motivating people to work together towards achieving it. “

Inspiring Action

Leadership is about inspiring others to take action. It’s about setting a vision and motivating people to work together towards achieving it. For leaders who are focused on the future, this means having the ability to think strategically and anticipate potential challenges that may arise. They need to be able to develop their teams and empower them with the skills they need in order for everyone involved in an organisation or project to succeed. 

Future focused and developing leaders are vital to organisations that  want to succeed in a rapidly changing world. By looking towards the future and anticipating challenges, they can create plans that will allow them to stay ahead of their competition and ensure that their staff are able to work together efficiently. They also understand the importance of motivation and collaboration, which helps everyone involved in an organisation or project reach their potential.

Above all else, these leaders must be passionate about their mission, seeing the potential of what can be achieved and inspiring others to join them on the journey. To be an effective leader, you must constantly strive to develop their skills and understanding. By leading with a clear purpose and a focus on the future, leaders can achieve positive outcomes for all involved. By inspiring action, future-focused leaders can make a lasting impact.

If you want to learn more about resilient leadership and how The Leadership Sphere can help you to develop your leadership skills, contact us today. We offer a range of services, including executive coaching, team development, and leadership development training. We can help you to create a more positive work environment and to develop the skills you need to be a successful leader.

Leading with Purpose: How Future Focused Leaders Inspire Action

Are You a Resilient Leader?

Are You a Resilient Leader?

Are you a resilient leader? Resilience is the ability to bounce back from difficult situations and challenges with grace, strength, and determination. It’s an important trait for any leader to have in order to be successful. Leaders who are resilient can more easily adapt to change and handle unexpected events without becoming overwhelmed or discouraged. By understanding what makes up resilient leaders and implementing strategies that foster resilience in your organisation, you will be able to build stronger teams that are better equipped for success no matter what obstacles they face along the way.

Becoming a Resilient Leader

Being a resilient leader means having the strength, courage and determination to face any challenge or difficulty head-on. It involves identifying and addressing potential risks, managing difficult conversations with care, and staying focused on achieving success despite obstacles. It also requires building a culture of resilience in their organisation, which is essential for leaders who are responsible for leading teams of people.

To be a resilient leader, it’s important to have traits such as adaptability, self-awareness, and emotional intelligence. Adaptability allows you to quickly adjust your plans when unexpected events arise. Self-awareness helps you recognize how your thoughts and emotions can impact your decisions and actions. Emotional intelligence helps senior leaders to identify and respond to the feelings of those around them in a nurturing yet effective way.

Cultivating Resilience in Your Organisation

Leaders who are able to foster resilient attitudes within their organisations are better prepared to manage difficult situations and crises with grace.

• Trust and collaboration – Leadership development programs can help leaders to create an environment where employees feel safe to take risks and make mistakes. This allows them to learn from those mistakes and become more resilient.

• Establish clear goals, responsibilities and expectations – Setting clear objectives will help individuals and teams stay focused on the task at hand and be better able to handle unexpected changes.

Assessment and profiling – Leaders can use assessment tools, such as personality tests or surveys, to gain insight into the strengths and weaknesses of their team members. This will help them identify areas where team members need additional support in order to become more resilient.

• Encourage a growth mindset – Resilience requires a willingness to learn, adjust and grow from mistakes. Leaders can foster this attitude by emphasising the importance of learning from failure rather than avoiding it.

By creating an environment where resilience is valued and supported, leaders will be able to build stronger teams that are better equipped to handle the challenges that come their way. With resilience, even difficult situations can be turned into opportunities for growth and success.

“Leaders who are resilient can make difficult decisions with confidence, inspire others, and create a culture of growth and learning within the organisation.”

The Importance of Being a Resilient Leader

Leaders who are resilient can make difficult decisions with confidence, inspire others, and create a culture of growth and learning within the organisation. Developing leaders should make building resilience a priority in order to be successful in their leadership roles. Leadership assessment tools can help leaders identify areas where they need additional support and guidance in order to become more resilient. 

With the right strategies, personality traits and leadership development tools, any leader can become more resilient in their role. Resilient leaders create teams that are better equipped for success no matter what obstacles they face along the way. Cultivating resilience within your organisation will help build stronger teams that are better prepared for success no matter what obstacles they may encounter along the way.

If you want to learn more about resilient leadership and how The Leadership Sphere can help you to develop your leadership skills, contact us today. We offer a range of services, including executive coaching, team development, and leadership development training. We can help you to create a more positive work environment and to develop the skills you need to be a successful leader.

Are You a Resilient Leader?

The Need for Authenticity in Resilient Leadership

The Need for Authenticity in Resilient Leadership

In an ever-changing and increasingly complex world, resilient leadership is essential to help organisations succeed in the long term. Authenticity is critical for resilient leadership because it involves being honest with oneself and one’s team members about strengths, weaknesses, goals and values. It also requires a high level of self-awareness so that leaders can accurately assess their own abilities and limitations as well as those of their team members. By being genuine in all aspects of leading, resilient leaders will create trust among their teams which will ultimately lead to better decision making and more successful outcomes.

What is Authentic Leadership?

Authentic leadership is a style of leadership that is focused on creating an atmosphere of honesty and openness. It is based on the idea that leaders should be genuine and transparent in all their decisions, behaviours and actions. Authentic leaders strive to create an environment of trust and understanding within their teams by being open about their capabilities, values and goals.

When we lead from a place of authenticity, it is much easier to make decisions that are aligned with our purpose. The trust this creates demonstrates to your team that you are committed to helping your team achieve success. This allows your team to be more receptive to feedback and input which can lead to better decision making.

The Need for Authenticity in Resilient Leadership

Resilient leadership requires us to be our most authentic selves if we are to effectively face and overcome challenges. Having a clear understanding of oneself and values can provide a guide to leaders navigating through periods of uncertainty.  Executive coaching is a critical tool for developing executive resilience and the strength to remain true to oneself under pressure.

“Leadership development coaching is a great way for leadership teams to increase self-awareness and gain insight into how their values relate to particular situations they are facing.”

Leadership development coaching can help leaders uncover their core values, so they have an internal compass in times of difficulty. Senior leadership training gives leaders the skills, support and tools needed to stay true to their core principles while also recognising that there may be times when certain decisions must be made to ensure the best possible outcome. Coaching offers a safe space for leaders to reflect on their own thoughts and feelings, so they can better understand how their values relate to particular situations they are facing.

A key tool to achieving resilience in organisations is for leadership teams to be aware of their own strengths and weaknesses. Authenticity allows leaders to use their assets productively and make decisions from a place of clarity and integrity. By fostering an environment that encourages self-reflection, leadership teams can recognise how they are responding in different scenarios, manage conflicts with empathy and stay focused on the company’s long-term goals.

Leadership development coaching is a great way for leadership teams to increase self-awareness and gain insight into how their values relate to particular situations they are facing. With this knowledge in hand, leadership teams will be able to make decisions from a place of clarity and integrity while staying focused on achieving success in both short term goals and long term objectives.

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 Need for Authenticity in Resilient Leadership

Are you Ready for AI?

Are you Ready for AI?

As technology advances, corporate leaders must prepare for the impact of Artificial Intelligence (AI) on their business. AI can streamline operations and automate tedious processes – leading to improved efficiency and productivity in the workplace. But embracing this game-changing tech comes with challenges too: from retraining existing staff for an automated future, to understanding when and how AI should be used in each situation. With so much disruption within reach, it can be difficult to know where to start – Are you Ready for AI?

Data Analysis

When considering AI, it’s also critical to understand the data that will be used to power the automation. Businesses should ensure they have access to quality data and are aware of any legal or ethical issues related to its collection and use. Data analysis techniques can help uncover insights from existing datasets and reveal patterns which may otherwise go unnoticed – helping businesses make better decisions and drive more effective outcomes.

AI can be incredibly useful in mitigating the impact of bias in data analysis and decision making. Though will still be affected by the biases inherent in their creation, the effect is far less and can help reduce the risk of errors and misjudgements. However data driven decisions still need to be interpreted through a human lens. Resilient leadership requires decision making driven by data, emotional intelligence, critical thinking, organisational expertise and values based judgement.

Human Centred Leaders

As automation technology increases, leadership roles must become more human-centred in order to successfully transition into an automated future. Leadership skills such as empathy, resilience and creative problem-solving will become increasingly important. Leaders must also be prepared to manage the difficulties posed by rapid change, including potential resistance from employees who may be worried about job security.

It will be important  to carefully plan out how the transition will happen, and determine who will support any new AI initiatives. A clear strategy should be in place to ensure that everyone involved is on board with the changes. This may involve providing leadership development training for key personnel of teams whose roles will be impacted the most.

“A successful organisational culture for AI should nurture creativity, curiosity and collaboration.

Organisational Culture

Leadership teams need to consider the organisational culture they are creating in order to make sure employees feel supported through the transition and empowered to take advantage of AI. This could include introducing processes that allow for collaboration between humans and machines, or providing extra training and support for those affected by automation.  A successful organisational culture for AI should nurture creativity, curiosity and collaboration.

Leadership development and training programs should also be tailored to focus on the skills required for successful AI implementation and management. This could include developing strategies for effective stakeholder engagement, assessing risk and developing governance models.

Are You Ready for AI?

No matter the size or scale of your business, AI can be incredibly powerful. But before you jump on board, it’s important to ensure that you have the necessary resources and skills in place to succeed. Leadership training programs are a great way to help equip leadership teams with the knowledge and confidence they need to lead the transition into automation. By understanding data analysis techniques, human centred leadership principles and how to cultivate an organisational culture that embraces AI, businesses can make sure they are truly ready for the future of automation.

By taking the time to plan ahead, businesses can ensure a smooth transition that will enable them to take full advantage of the potential of AI. So are you ready for AI?  Start planning now, and get ahead of the game!

If you want to learn more about resilient leadership and how The Leadership Sphere can help you to develop your leadership skills, contact us today. We offer a range of services, including executive coaching, team development, and leadership development training. We can help you to create a more positive work environment and to develop the skills you need to be a successful leader.

Are you Ready for AI?

How Resilient and Ready is Your Health?

How Resilient and Ready is Your Health?

Written by Bridie Allen, The Leadership Sphere Office Manager, USA

So here we are, Q1 2023. Do you remember where you were in 2017? More than five years ago. 

Donald Trump was sworn in as the 45th President of the United States of America, The Australian Government legalized same sex marriage, The #MeToo movement began, Britain began the Brexit process, ISIS captured Iraq’s 2nd largest city, Mosul, North Korea was conducting Nuclear weapon tests, The Queen was still head of the commonwealth and no-one had heard of Covid-19. A lot has changed on the world stage. 

What has changed for you in the last 5 years? Where was your business, team or career 5 years ago? 

Based on the high calibre of people we here at The Leadership Sphere have the privilege of working with every day, I’m going to assume that you are a leader; a high achiever with an exceptional work ethic. That you are a goal-setter, a go-getter & a big hitter. You are a planner, prioritiser & powerhouse decision-maker. I also suspect that you have made incredible progress in your professional ‘work’ life in that time. Every day for the last five years (& longer) you have taken intentional steps towards your vision of your future. That you focus on this area of your life, recover from setbacks, and continue to drive forward with relentless determination. The climate & landscape in which you operate may have changed significantly during this time, you will have certainly faced challenges like never before and you may be feeling the consequences of those pressures. I’m also confident that it is during testing times that you have grown stronger and wiser. 


Phil Ralph, founder and CEO of The Leadership Sphere has designed our suite of leadership development programs to deliver sustainable transformational change within individuals and teams. One of the strategies within these programs is bringing the undiscussables to the table. We don’t shy away from the elephant in the room. We believe in Brené Brown’s theories of brave work, tough conversations and vulnerability to develop courageous leaders. There is no growth in comfort.

The following questions for you to ponder may cause you to feel uncomfortable:

  • What’s the current state of your physical and mental Health? 
  • Are you well? 
  • Are you fit? 
  • Are you content and confident with your body? 
  • Do you nourish your body with real food every day? 
  • Do you drink too much alcohol and/or caffeine? 
  • Do you smoke? 
  • What are your energy levels like? 
  • Is it different or the same at work and home? 
  • Are you managing your stress levels? 
  • Do you exercise often & regularly? 
  • What was the state of your physical and mental health five years ago
  • Has it improved or deteriorated? Have you set any goals in this area? 
  • Have you achieved them? 
  • Have elements beyond your control triggered changes in your habits and routines? 
  • Have you committed the same focus, effort and determination to your health as you have to your work? 
  • What is in your power to alter or improve? 

Your responses to these questions may help you to take action, if it is required, so I encourage you to re-read them and take some time alone to consider, truthfully, your answers and perhaps more importantly how your answers make you feel. Whether you are smashing it out of the park, trying to conceal a whole family of elephants or like most of us fall somewhere in-between, treat yourself with some compassion and kindness – you are in fact human after all. And all human behaviour is driven by pain or pleasure. Our actions either move us away from pain or toward pleasure. Fear and pain can be our greatest teachers; if we are listening. 


At TLS Head, Heart and Hands is an underlying principle for the design and delivery of all our leadership programs. I know, I feel, I do. This applies when working on leading self – which as it happens is where we ALWAYS begin.

“At TLS Head, Heart and Hands is an underlying principle for the design and delivery of all our leadership programs. I know, I feel, I do. This applies when working on leading self – which as it happens is where we ALWAYS begin.”

Head – I Know

Based on my assumption that you are an intelligent, knowledgeable, and driven individual, I’m confident that you know the importance of health. You know that your commitment to success at work comes with a load, called stress. 

You understand that cumulative stress is a term used to describe the gradual buildup of stress over time, which can profoundly affect one’s mental and physical health. Long-term exposure to high levels of stress hormones such as cortisol and adrenaline can lead to serious physical and psychological consequences, including depression, anxiety, fatigue, insomnia, digestive issues, weakened immune system, heart disease, and even early death. 

It’s also not new information to you that exercise is one of the most effective ways to reduce stress levels. Regular physical activity can help release endorphins, which have a calming effect. Additionally, exercising regularly can help build resilience and provide an outlet for expressing emotions.

One of the Seven Spheres of Leadership Mastery as outlined in Leadership without Silver Bullets – by Phillip Ralph is Resilience: energy management, wellbeing, optimism, stress management, exercise. 

Ralph states “The number of hours in a day is fixed, but the quantity and quality of energy available to us is not.” 
Sound energy management practices are more than just what you do, arguably the most important factor is Why.

Head – I Feel

It’s quite simple really. If exercise was a pill we would all take one every day. Just because it’s simple doesn’t mean it’s easy. It’s not; it’s hard. It’s hard to balance it all. To consistently eat well and exercise regularly takes discipline. So you need to find your why? Discover what drives you? What motivates you? No-one else can do this for you. No article on the top 10 tips to start running, no discounted joining fee on a gym membership, no new year’s resolution. Your reasons to change any behaviour MUST be stronger than your excuses to stay the same. Your Why MUST outweigh the why nots. 

If you haven’t heard of Simon Sinek’s work, including his Ted Talk “Start with Why”, I recommend taking a listen or even a refresh if you haven’t reviewed it in a while. 

Picture this. Five years from now you continue with the same habits that are contributing to your current state of health, recall your answers to the earlier questions. Where are you? What do you look like? Follow the trends, the data – the same way you would when mapping out a business plan and sales targets. Is that where you want to be? If yes, Congratulations. You are on the right path for you. 

For those of us who may have been tip-toeing around large piles of elephant dung pretending we can’t see where it’s coming from, try on a vision of what you want ‘five years into the future you’ to look like. Picture yourself doing the things you know you need to do to get where you want to be. Feel what it feels like to be smashing your health and fitness goals out of the park. Just the same way you plan and visualise the bigger house, the new car and the bottom line on your Profit and Loss. How great does it feel to buy new clothes that fit well and look fabulous? What numbers do you want to see on the blood pressure monitor at the doctor’s? How much energy do you want to have for your children or grandchildren at the beach for holidays?

Head – I Do

How resilient and ready are you to take on 2023? At work I’m certain you lead in a style that celebrates success and rewards effort, which in turn inspires continued progression. I invite you to do the same to your incredible body that has lived to see all the changes and transitions that we have seen worldwide. Show some self-love, care and compassion. Listen to the signs that tell you to rest when you need to rest. And listen to the signs that tell you to take action when you need to take action. 

When you conduct an assessment that identifies an area that needs improvement you likely outsource expertise beyond your own. You use a tax accountant to file and comply, a search engine optimisation company to maximise your marketing spend and a mechanic to fix your car. My recommendation is not to DIY the most important renovation of your life. Make an appointment with your doctor or local gym (or another qualified expert). Start with an assessment, a baseline, the honest truth. Gather the data. Feel the pain or pleasure of the reality of the current state you are in. You would do nothing different with a department in your business! Then start at the beginning with goals, visions and a plan. Then with relentless determination, day after day for the next five years (& the rest of your life) keep working towards it. You will have setbacks. There will be things beyond your control. And if you are honest with yourself and have the courage to change you absolutely can. If you need to begin exercising and need some help with where to start – check out this 17 min Ted talk from a fellow Kiwi gal, Lauren Parsons and her idea of snacking on exercise.

Something that we believe in strongly here at TLS is actioning our learning. Have you read something in this article that feels important to you? Did something resonate with you? Was it provocative? If there is a yes in there, I recommend you act now. Yes, right now. Pick up a pen, write a note, book an appointment, or make a phone call. Writing it down or telling someone will be the first step in making a change. A change to become a healthier, more resilient you!

About 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 Resilient and Ready is Your Health?

Leadership Trends to Expect in 2023

Leadership Trends to Expect in 2023

In years past, leadership excellence was achieved through a combination of traditional methods coupled with innovative ideas. As the world continues to rapidly change, so too must leadership practices in order to keep pace. Now that we’ve settled into the year, leadership trends are beginning to take shape that will help drive leadership excellence and enable leaders to thrive in the coming years.

Culture of Remote Teams

It seems almost redundant to describe remote and hybrid workplaces a trend in 2023, given their continued rise in popularity in recent years. Yet still, many organisations struggle to find the right balance of virtual and in-person leadership to ensure that teams stay engaged and productive. This is a critical skill for leaders to develop in order to manage teams effectively.

Leaders must understand the unique challenges of managing distributed teams, such as communication breakdowns, feelings of alienation or disconnection, and difficulty maintaining trust between team members. They must focus on developing mindsets and a leadership style that embrace a remote working culture. To ensure the success of remote teams, leaders should set up clear processes and protocols to enable seamless collaboration and communication. This can be achieved by providing resources and tools that help team members stay connected, setting clear expectations for performance, and ensuring transparent communication.

Emphasis on Psychological Safety

Psychological safety is needed now more than ever as organisations, teams, and employees face new challenges surrounding the way work is done. As the workplace continues to shift to remote and distributed models of work, ensuring psychological safety will be paramount for team success. Senior leaders will need to ensure that psychological safety is built into the culture and workflows in order to foster innovation and creativity in teams.

Creating psychological safety in teams and organisations requires a balanced approach of both top-down and bottom-up strategies. Resilient leaders must set the tone by modelling appropriate behaviour, establishing clear expectations for team members, and creating an organisational culture that promotes open dialogue and empathy. Resources and training opportunities should also be provided to help employees understand the importance of psychological safety in resilient leadership and how to foster it in their teams.

“As the workplace continues to shift to remote and distributed models of work, ensuring psychological safety will be paramount for team success.”

Personalised Learning

Personalised learning is an important trend for leaders to consider in 2023. This approach to education encourages learners to take ownership of their learning process by tailoring the experience to individual strengths, interests, and needs. This type of learning allows students to explore topics and gain leadership skills that are meaningful and relevant to them.

For leaders, personalised learning can be implemented in a variety of ways. Organisations should consider providing employees with more opportunities to self-direct their learning, such as through online courses or mentoring programs. Senior leaders should look for opportunities to develop personalised development plans and career paths that align with individual goals. Assessment and profiling tools are essential to designing personalised leadership development programs. When training programs are tailored to an individual’s or team’s specific goals, there is a significant increase in employee engagement. By leveraging personalised learning, leaders can help employees gain the skills needed to stay ahead in a rapidly changing workplace.

Data-Driven Decision Making

Data-driven decision making is an essential skill for leaders. With the abundance of data available today, it has become increasingly important for organisations to analyse this data to gain insights that can be used to make better decisions. With the help of data, organisations can gain a better understanding of customer preferences and behaviour, identify areas for improvement in processes and operations, and predict future trends.

Leaders should create an environment where data-driven decision making is encouraged and valued. This includes providing access to data sets, encouraging employees to experiment with data, and ensuring that decisions are based on verifiable data. Additionally, leaders should make sure to educate employees on the importance of data-driven decision making and provide resources to help them gain insight from analysis.

Leadership in 2023 will be all about staying ahead of the curve and adapting to changing trends. Leaders should focus on developing leadership styles that embrace a remote working culture, fostering emotional intelligence among team members, providing personalised learning opportunities for employees, using leadership assessment tools, and data-driven decision making processes. By leveraging these leadership trends this year, leaders can create an environment where teams are better connected and more productive than ever before. With the right leadership strategies in place, organisations will have a greater chance of success in 2023 and beyond.

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 Trends to Expect in 2023

Being a Values Based Leader

Being a Values Based Leader

Leadership is a critical aspect of any successful team or organisation. It involves having a clear vision and direction, motivating others to achieve their best, and making the tough decisions when needed. But it’s not just about getting results – values-based leadership means leading with integrity, empathy and respect for all stakeholders involved. This type of leadership style ensures that everyone feels valued and respected which leads to greater engagement in organisational goals. 

Values-based leaders embody the core values of an organisation while also inspiring others to do the same. They are focused on setting high standards through ethical decision making while also encouraging collaboration amongst team members in order to create positive change within an organisation. Through this approach, values-based leaders can foster an environment where employees feel empowered, appreciated and engaged which ultimately leads to better outcomes for everyone involved.

Authentic Leadership

Authenticity means being true to oneself, and in the context of leadership, it involves having congruency between espoused values and lived values. It involves embodying the values you want your team to adhere to and displaying genuine behaviour that aligns with those values. In order to do this, one must have the resilience to stay true to their values and be ready for any obstacles that may arise from making decisions in line with those values. Resilient leadership means having the strength of character to remain dedicated and focused on a goal even when facing adversity, while readiness involves having the tools needed for success. Values-based leaders must be willing to develop both of these qualities in order to lead effectively and authentically.

Developing leaders should strive to cultivate resilience and readiness in order to become authentic leaders. Resilience is necessary to stay true to their values when facing difficult challenges, while readiness will ensure they have the tools required for success. Being an authentic leader also involves being open and honest with oneself and others, being mindful of how one’s decisions impact not just themselves but their team as well, and being able to remain flexible in order to adapt to any changes that may occur.

Purpose Driven Leadership

Values-based leaders need to have a sense of purpose, so that their team can know what direction they should take, and how to act accordingly. This means understanding why their values are important, and the impact they will have on their team and organisation. Such leaders need to be able to articulate their vision and values, so that those around them understand why the organisation or team exists and how it contributes to society. Furthermore, this clarity of purpose helps motivate people to act in line with these values, by providing a framework for decision making and inspiring others to pursue meaningful work.

Undertaking a leadership assessment process can be beneficial for understanding one’s values, and how they can lead authentically. This will help to increase their self awareness and identify areas where resilience is needed to stay true to their values, as well as what tools and resources may be required in order to succeed. Ultimately, authentic leadership requires having a clear sense of purpose and having strategies in place to implement this purpose.

“To be an effective leader, you should strive for a team culture that is founded on transparency, respect, and trust.”

Empowerment of Others

To be an effective leader, you should strive for a team culture that is founded on transparency, respect, and trust. This means empowering team members to make decisions in line with their values and giving them the opportunity to express themselves openly. By providing an environment that encourages people to contribute their ideas and opinions, a leader can foster engagement while demonstrating they are open to criticism and feedback. Moreover, by being a role model for values-based decision making, leaders can inspire others to take initiative and show that they are committed to achieving their goals.

Leadership assessment and profiling as part of a leadership training program can help leaders to develop leadership skills in empowering others. It will help them identify how they can encourage team members to make decisions that align with their values, as well as provide them with the tools and resources needed to reach individual and collective success.

Authentic leadership requires resilience, readiness, purpose-driven decision making, and empowerment of others. By fostering these qualities and having the ability to remain open to criticism, values-based leaders can succeed in guiding their team towards achieving meaningful goals. Leadership assessment and profiling is an effective way for effective leaders to understand how they can lead authentically, as well as the resources required for success.

If you want to learn more about resilient leadership and how The Leadership Sphere can help you to develop your leadership skills, contact us today. We offer a range of services, including executive coaching, team development, and leadership development training. We can help you to create a more positive work environment and to develop the skills you need to be a successful leader.

Being a Values Based Leader

high performance team

Identifying Burnout and the Importance of Prevention to Maintain Performance

Identifying Burnout and the Importance of Prevention to Maintain Performance

The harsh reality is that burnout can be hard to spot because it usually creeps up on us gradually. It’s easy to get so absorbed in our work and ambitions that we fail to realise we might be approaching a state of mental, physical, and emotional exhaustion. When left unchecked, burnout can have serious negative impacts on our wellness, quality of life, and overall productivity. It doesn’t only permeate the world of work; burnout can also creep into hobbies, relationships, and other activities that are important to us. This is why it’s so important to be conscious of our mental and physical health, and to take steps to relieve stress and prevent burnout.

Leadership Development Implications

For leaders, it’s imperative to set the tone within an organisation about what is acceptable in terms of stress and workloads. Senior leaders should role model healthy behaviours such as taking breaks, switching off from work outside of work hours, and managing unrealistic expectations. Leaders should also create an environment where employees feel comfortable communicating openly about how they are feeling without fear of judgement or reprisal. In today’s fast-paced and highly technological work environment, it’s easy to become overwhelmed and experience burnout, so having an organisational culture that prioritises employee wellbeing is essential for fostering productivity and morale.

Developing high performance teams can also contribute greatly to the prevention of individuals experiencing burnout. Teams that are highly cohesive, support each other’s development, and encourage open dialogue between members can help to reduce stress through the sharing of responsibility and workload. It creates a network of support for teams to rely on which can help to keep motivation and morale high as well as increase employee engagement. High performance teams also provide an organisational culture of learning, which can help to develop leadership skills and resources that can be used to combat burnout.

Recognising the Signs of Burnout

Unfortunately, many of us don’t notice the signs of burnout until it’s too late. Often we believe that we are temporarily experiencing higher stress, lacking energy, or poorer performance. But this is not the same as burnout. Burnout exhibits itself as chronic exhaustion (lasting weeks or even months at a time), extreme irritability, and disengaging from things we are usually passionate about.

It’s important to retain a level of self-awareness by checking in with how you are feeling regularly, and if you find that your stress isn’t going away or getting better, then it might be time to take a step back and reevaluate. Creating high self awareness is essential as part of a leadership development strategy to prevent individuals from becoming overwhelmed and underperforming. Great leaders are able to recognise the signs of burnout and work with their teams to develop strategies for prevention. This will lead to increased morale, productivity and work life balance in the workplace.

“One important factor for developing self-care activities is that they are most effective when they put us in a mindset that opposes that which we are in when we’re at work.”

Finding Strategies for Prevention

The sooner burnout is identified, the easier it will be to manage. There are many techniques for preventing burnout such as taking regular breaks throughout the day, creating realistic goals and expectations for yourself, setting healthy boundaries between our work and personal lives, scheduling time for self-care activities such as exercise or other hobbies, staying connected with supportive people in your life, eating nutritious food, and seeking professional help where needed.

One important factor for developing self-care activities is that they are most effective when they put us in a mindset that opposes that which we are in when we’re at work. Some activity that allows us to redirect our focus and energy from the demands of the job. This can be different for everyone, but some examples might be going for walks in nature, cooking, or learning to play a musical instrument. When regularly prioritise rest, we show up at work more resilient and ready to face new challenges.

It is essential that individuals and organisations take steps to prevent burnout before it becomes a debilitating problem. By prioritising self awareness, creating healthy expectations for workloads, encouraging open dialogue between employees, and developing cohesive teams, organisations can create an environment where employees feel supported in their work and perform at their highest potential.

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.

Identifying Burnout and the Importance of Prevention to Maintain Performance

leadership development

The Lasting Impact of Leadership Development

The Lasting Impact of Leadership Development

Leadership is a skill that can be learned and developed over time. It involves the ability to motivate, inspire, and influence others in order to achieve a common goal. Developing leaders is essential for any organisation or business venture to succeed. That’s why it’s so important for leaders to invest in their own development by engaging in leadership training programs and activities.

The benefits of such investments can have an enduring impact on the success of both individuals and organisations alike. This article will explore some of these lasting impacts, including increased confidence levels, improved communication skills, enhanced team performance, better problem-solving abilities, and more effective decision-making processes. By understanding how investing in your own leadership development can benefit you now as well as into the future, you can make informed choices about how best to grow your career and maximise your potential as a leader.

Individuals

Investing in leadership development is an essential part of any individual’s growth and success. It can have a profound impact on individuals, both immediately and in the long term. One key benefit that individuals may experience is increased self-confidence. Through leadership development, individuals can grow their skills to become more effective communicators and assertive decision makers. They can also become more aware of their strengths and weaknesses, helping them to chart a path forward that is tailored to their unique skillset.

Leadership development can also empower individuals to take on greater roles within their organisation or venture. As they hone their leadership skills, they may be better able to inspire and motivate others, build teams, and solve problems more effectively. Furthermore, individuals may find that they are better able to develop meaningful relationships with colleagues and other stakeholders, which can be beneficial in both professional and personal contexts.

Teams

Leadership development programs can have a lasting impact on teams, as well. By investing in their own leadership coaching, team members can learn how to better collaborate, motivate one another, and make decisions together. This increased level of collective knowledge and expertise will be beneficial for both individual team members as well as the overall performance of the team.  Furthermore, teams can use their enhanced problem-solving skills to more effectively address challenges and reach collective goals.

High performance teams that undertake a training program are likely to experience improved communication, increased productivity, and greater cohesion. These benefits can result in a more positive and successful work environment for everyone involved. By ensuring that teams have the necessary skills to overcome  any challenge, organisations can remain competitive and successful in the long run.

“By investing in their own leadership training, team members can learn how to better collaborate, motivate one another, and make decisions together.”

Organisations

Leadership development can also be beneficial for organisations as a whole. When individuals are able to hone their skills, they become more effective leaders who can inspire others, build strong teams, and guide the organisation towards success. This will result in improved morale among team members, greater alignment between departments, and an overall feeling of collective accomplishment.

In addition, organisations may find that their investments in leadership development yield benefits that extend beyond the individual or team level. Companies may be able to attract and retain top talent more effectively, as well as position themselves for future growth and success. They may also gain a competitive edge in their industry by having highly skilled, motivated and resilient leadership teams.

By focusing on the development of leaders at every level, organisations can foster a culture of learning, collaboration and innovation. This will help them stay ahead in an ever-evolving business landscape. Developing resilient leadership teams is essential to ensuring that organisations remain competitive, successful and sustainable.

If you want to learn more about resilient leadership and how The Leadership Sphere can help you to develop your leadership skills, contact us today. We offer a range of services, including executive coaching, team development, and leadership development training. We can help you to create a more positive work environment and to develop the skills you need to be a successful leader.

The Lasting Impact of Leadership Development

executive coaching

Resilience in Leadership

Resilience in Leadership

Leadership is a complex and challenging role, requiring not only the right skills and knowledge but also resilience to deal with unexpected events. Without resilience, leaders can become overwhelmed by the pressures of their position and may struggle to make decisions or take action in difficult situations. Resilience is an important quality for any successful leader as it allows them to remain focused on their goals despite challenges they face. It’s also essential for maintaining motivation and morale among team members during times of difficulty. In this article, we will explore how resilience contributes to effective leadership and examine some strategies that leaders can use to build their own capacity for resilience.

Resilience helps leaders remain focused and stay motivated when facing difficult situations. It enables them to take a step back from the situation, assess it objectively, and then make decisions based on what is best for their team or organisation. Resilient leaders are also better able to handle criticism without taking it personally and can bounce back quickly from mistakes or setbacks.

Building a Mindset for Growth

Resilient leaders are able to develop and maintain a mindset for growth. This means they can be adaptive and flexible in their approach to business and make decisions that reflect the changing needs of internal and external stakeholders.Senior leaders looking to cultivate resilience within themselves should consider developing strategies such as creating time for self-reflection, setting clear goals, building relationships with team members, and taking time to rest. Other strategies include learning from mistakes, seeking feedback from others, and building a support system of trusted colleagues.

This may involve engaging in executive coaching or training programs to help build self-awareness and leadership skills. Resilient leaders understand the importance of maintaining a balanced lifestyle, with adequate time for work, rest, and leisure activities. In doing so, they can stay focused on the long-term outcomes of their decisions, rather than being overwhelmed or distracted by short-term challenges.

Leading with Empathy and Compassion

Senior executives also understand the importance of leading with empathy and compassion. They recognize that their team members have different needs and feelings, and strive to create an environment in which everyone can feel supported. This means practising active listening skills, providing feedback in a constructive way, acknowledging contributors’ efforts and successes, and praising team members for their hard work.

Leaders who are committed to developing resilience and adaptive leadership can use these strategies to become more effective in their roles. By honing the leadership skills needed to remain focused and motivated during difficult times, they will be better prepared to handle any challenges that arise, while still providing support and guidance to their teams. This requires leaders who have high emotional intelligence and the ability to recognise the needs of those around them. With these skills in place, leaders can provide an organisational culture that encourages growth and promotes employee engagement.

“With leadership skills training, emotionally intelligent behaviour and collaboration in mind, any organisation can create a culture of resilience that will stand the test of time.”

Nurture and Value Working Relationships

Finally, resilient leaders also understand the importance of nurturing and valuing working relationships. By creating an environment that encourages collaboration and trust, they can foster a culture in which everyone feels comfortable engaging with each other to produce creative solutions and reach goals. This will help develop a sense of loyalty between team members and build strong bonds throughout the organisation. With the right qualities in place, leaders will be able to drive their teams and organisations towards leadership excellence.

When strong relationships are developed in high performing teams, employee engagement is increased and you create a network of support for all team members. This helps ensure that everyone is working towards the same overall objectives and furthers leadership development. Leaders should bolster their emotional intelligence skills to effectively nurture these relationships while motivating their team members to produce positive results. With leadership skills training, emotionally intelligent behaviour and collaboration in mind, any organisation can create a culture of resilience that will stand the test of time.

Resilient leadership requires empathy, emotional intelligence, and a mindset for growth and development. By creating an environment that encourages trust and respect between team members, leaders can foster good relationships and create a culture of resilience. Leaders should strive to hone their skills in order to effectively motivate their teams towards success while maintaining focus during difficult times. With the right combination of leadership skills, organisations will be well-equipped for any challenge they may face 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.

Resilience in Leadership

Leadership Styles: What Works Best for You and Your Team?

Leadership Styles: What Works Best for You and Your Team?

When it comes to leading a team, there are a variety of different leadership styles that can be used. Understanding the pros and cons of each style can help you determine which one is the best fit for your particular needs and goals.

One popular approach is autocratic leadership, where the leader focuses on providing clear direction, often without consultation from the team. Autocratic leadership can be effective if you need to make fast decisions and take decisive action, but it can also lead to employees feeling undervalued and unengaged. Developing leaders should be conscious of this and ensure they balance authoritative instructions with valuing their team’s input

Why is it important to understand your approach to leadership?

No matter which leadership style you choose, it’s important to understand how it works and the potential impacts on your team. Different styles work in different situations and with different types of teams, so understanding their strengths and weaknesses can help you get the best results.

It’s also important to recognise that different people respond differently to different approaches, so it’s worth adjusting your style to account for individual needs and preferences. Doing so demonstrates a compassion in leadership that will help build trust, respect and motivation within your team. Understanding your leadership style helps you become a more effective leader, giving you the tools and resources to motivate, inspire and engage your team in the most successful way possible.

How can you determine your leadership style?

Every successful leader will have a natural leadership style that works best for them, even if they aren’t aware of it. It’s important to be aware of your approach to leadership and understand how an alternative style may be effective. Consider your own strengths, weaknesses and goals when developing a leadership style that works for you and your team.

It may also help to observe the actions and behaviours of other leaders, both in person and online. Look out for examples of different leadership styles in action and think about which styles could be beneficial in your own situation. Executive coaching may be able to help you with this as a coach can often act as an objective observer and provide invaluable insights.

There are a number of factors that contribute to identifying the leadership qualities that will determine your style of leadership. An assessment and profiling tool can assist your coach in determining how your own values, beliefs, behaviours and attitudes affect your ability to lead a team. With this information, your coach may work with you to devise a leadership development program to help you leverage those strengths and hone those areas of weakness.

“Understanding what works for you, and more importantly, why it works, is an important step towards becoming a successful leader.”

Knowing what works best for your team

Compassionate leaders understand that no single leadership style works in all situations. What is effective in one situation may not be as successful in another, so it’s important to be flexible and adjust your approach depending on the team dynamics at play. A good leader will assess their team’s strengths, weaknesses and goals and modify their style accordingly.

Leadership development coaching can help you identify the best approach for your particular situation and develop the skills to lead with confidence. With this knowledge, you’ll be able to set a clear vision and direction that motivates and engages your team. Taking a human centred approach to leadership can help you get better results from your team, while also creating a positive workplace environment. By being mindful of how different leadership styles can affect outcomes, you’ll also be better equipped to adapt and adjust when the situation calls for it.

Through a combination of coaching and leadership development training, you can identify the styles that are best suited to your own objectives and team. Understanding what works for you, and more importantly, why it works, is an important step towards becoming a successful leader. A growth mindset will help you learn from your experiences and use them to shape the way you lead in the future. By being self aware, adaptive and open to growth opportunities, developing leaders will be better equipped to handle any leadership challenge that comes their way.

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 Styles: What Works Best for You and Your Team?

Human Centred Leaders

Creating Human-Centred Leaders

Creating Human-Centred Leaders

There is a lot of talk these days about the power of human-centred leadership. But what does that mean, exactly? Human-centred leadership is about putting people first, which then guides how we ‘show up’ in any given circumstance.

In today’s fast-paced, constantly-changing world, it is more important than ever to put people first. That means creating a workplace where employees feel valued and appreciated, and are able to do their best work. It means understanding that each individual has unique talents and needs, and catering to those accordingly. When businesses focus on the people behind the products or services they offer, the results can be astounding.

Human-centred leadership is about more than just recognizing the value of each person. It’s also about creating a culture where everyone is respected and supported. This means avoiding micromanagement, fostering open communication between employees and managers, and providing opportunities for development. When employees feel like they are part of something bigger and their contributions are appreciated, their work is likely to be of higher quality and productivity will increase.

Ultimately, human-centred leadership is about creating an environment that encourages creativity, collaboration, and innovation. When everyone feels valued and respected, they can come together to produce incredible things — making human-centred leadership an important element of success in today’s business world.

Competitive Advantage Through Human-Centred Leadership

Organisations that focus on human-centred leadership create a competitive edge. Employees who feel supported and respected are more likely to produce higher-quality work and be more engaged with their jobs. Additionally, human-centred leadership can help businesses attract and retain skilled and motivated people who will ultimately contribute strongly. The management guru, Gary Hamel, has previously said that every employee gets to decide whether to bring their unique skills and ideas to work – or not.

Key Attributes of Human-Centred Leadership

Our Human-Centred Leadership Excellence Model outlines the ‘what’ and the ‘how’ of the development of human-centred leadership.

At a high level, human-centred leadership incorporates four key areas:

  1. Leading Self
  2. Leading Teams
  3. Leading People
  4. Leading Change

Each of these four areas builds on the one before it, starting with understanding ourselves, then developing skills to lead teams, then more broadly leading people, and finally leading the organisation (or leading change in general).

Many models of human-centred leadership focus only on how to lead ourselves and miss out on the other three critical areas.

Leading Self (the ‘Contributor’)

Mindset: Personal accountability

Behaviour: Authentic and vulnerable

Result: Personal mastery

The foundation of leadership is about ourselves, in that leadership is an ‘inside-out’ proposition. If we don’t have a grasp on who we are as a human being, then it is pretty much impossible to lead other human beings authentically and congruently because we are too busy managing our own fears, concerns and reactivity (fight, flight or freeze response). Leading self is about self-awareness, emotional intelligence and your leadership brand. It’s also about having a deeper understanding and connection to values that are important to you while being able to show up with vulnerability and humility. Most of all, it is about fostering a mindset of personal accountability for our actions and their impact. Regardless of seniority, most leaders still have part of their role which is about their individual contribution. 


The link between Leading Self and Leading Teams is clarity. Doing work on ourselves creates increased clarity about what fuels us, our strengths, as well as areas for development.

Leading Teams (the ‘Leader’)

Mindset: Excellence

Behaviour: Act with purpose and clarity

Result: Create value

Leading teams takes a mindset of excellence where teams should always be striving to be and do better. Moving from Leading Self to to Leading Teams requires a composite skillset that most people need to develop over a long period of time. Even the most experienced leaders can struggle to create and maintain a high-performing team because it involves so many elements, from strategy, creating a useful operating rhythm, growing and developing people, and managing the inevitable conflict and challenges. Leaders must understand the fundamental differences between being a ‘smart’ team and a ‘healthy’ team. They need to be able to be open and vulnerable, build trust, know how to give and receive feedback and have hard conversations.  Most of all, they need to ensure that they create a sense of purpose and clarity that drives value for the team, the business and the customer.


The link between Leading Teams and Leading People is the ability to create leaders. Whether it is members of our team or people more broadly in the organisation, human-centred leaders should be always looking for opportunities to enable and empower others to lead, regardless of their authority.

Leading People (the ‘Enabler’)

Mindset: Human-Centred

Behaviour: Empower

Result: Realise potential

At the heart of leading people, whether they are part of your formal team or not, is about putting people first. Tom Peters, the writer on all things related to management, writes in his latest (and last book according to him), that all through his career he has been asked why he has focused on the people side of business over his whole career. To paraphrase Peters, he says, ‘what else is there?’ When you think about it, people are the business, way beyond being ‘human resources’. People create the structures, systems, processes and dynamics – and it is people who are actors within that system. It’s people first, second, third and…..last. There is decades of research to support the power of understanding people and empowering and enabling them, yet our humanity often gets in the way creating less than ideal outcomes. Leaders need to be sufficiently self-aware (conscious and awake) to the constraints and limitations in how we think, feel and show up in complex systems. Leaders need to empower and enable through a coaching leadership style, not a managing style. Leaders also need to be able to focus on strengths and limitations. By doing this, leaders can realise potential and create enormous value. 


The link between Leading People and Leading the Organisation is to create change. When leaders lead people effectively it creates real change in those people as they continue their development journey. Similarly, Leading the Organisation is about creating meaningful change in your team, functional area or perhaps even more broadly.

Leading the Organisation (the ‘Architect’)

Mindset: Complexity conscious

Behaviour: Mobilise people and systems

Result: Evoluationay organisation

For three-decades now we have been writing and talking about complexity as it relates to leadership in organisations. Why? Because if we’re not aware, and skilled, in being able to firstly ‘see’ complexity and then navigate it, then we are unlikely to be very effective leaders. In fact, many people in organisations who have formal authority vested in them through their role (or those with informal authority because of the trust or the voice they have), fail to lead. Aron Dignan, who wrote Brave New Work, talks about leaders needing to be ‘complexity conscious’. Leaders need to be able to understand the differences between something being complex and complicated. They also need to understand the differences and impact of authority versus leadership. Although they’re not the same thing, they are often used interchangeably. Many people who have authority simply fail to lead. We need to better understand systems, role theory, faction management and how real world change always has technical and adaptive elements that need to be navigated and managed. In true adaptive change, our measure of success should be making progress, rather than finite resolution.

Resilient and Ready

Sitting in the middle of our Human-Centred Leadership Excellence Model is Resilient and Ready. Leadership is hard. It is often over-sold to those who choose to lead, with many finding that real leadership is not all it’s cracked up to be. We discover (hopefully) that change is not a linear proposition in the real world, people don’t always react or do what you expect, and systems are a whole other level of complexity. We need to build practices and habits that will support surviving and thriving. It is important to be able to manage and pace ourselves and those around us, otherwise burnout may become an issue, or at the very least a lack of passion, purpose or commitment.

Where to From Here?

Becoming a human-centred leader takes time, commitment and courage. And while it’s not an easy journey by any means, it can be an incredibly fulfilling one. We need to be able to have the courage to be open, vulnerable and receptive to the data points (gifts) along the journey that make us a more effective, human-centred leader. 

The ultimate measure of success should be about how you cared for people, how you lived your values, how you showed up no matter how tough it was, and the value you created for those around you, including in and outside of the organisation.

The Human-Centred Leadership Excellence Model guides our work and in fact is the foundation of our Leadership Excellence (LX) signature leadership development program. If you’re interested in knowing more, please get in touch.

Creating Human-Centred Leaders

HBDI

5 Habits of Human Centred Leaders

5 Habits of Human Centred Leaders

In order to be an effective leader, it is important to put yourself in your employees’ shoes and think from their perspective. After all, you can’t lead people if you don’t understand what they’re thinking.

As a leader, it is important to develop human-centred habits in order to better understand your employees and what they are thinking. By understanding your employees, you can better lead them and help them achieve their goals. When human centred leaders take the time to develop leadership skills that are people centric, they create a more positive and productive work environment for everyone.

Ask for Regular Feedback from their Team

Human centred leaders are curious and strive to understand the people they lead. They actively listen to their teams, ask questions, and seek out different perspectives. Employees at every level of an organisation will have unique insights about the business. Established and developing leaders alike, should understand the importance of building a holistic view of their team from every vantage point possible.

Doing so allows you to collect constructive feedback on how you are perceived as a leader, as well as on the impact that your decisions are having on your team. This level of understanding promotes healthy dialogue, which can help to identify areas for improvement. It ensures that you are able to provide your team with the tools and resources they need to enhance their development, and improve the success of the business. As a result, your own leadership development becomes reflective of what your team requires of you while assisting you in reaching your goals.

Set Clear Expectations and Priorities

Humans centred leaders are clear in their expectations and priorities. They identify where the organisation needs to focus its energy, and then communicate this message effectively through both verbal and written correspondence. By doing so, they make sure that everyone on their team is perfectly aware of what tasks need to be completed, when they need to be done by, and how. This way, the team can work together towards achieving a common goal, reducing confusion and increasing productivity.

Communication is one of the most important leadership skills needed to be a human centred leader. Leadership assessment and profiling tools can help developing leaders to understand their preferred style of communication. They also provide insight into a range of communication styles and how to most effectively communicate with people with those preferences.

Encourage Purpose-Driven Work

People centric leaders strive to create an environment of purpose-driven work. By taking the time to understand both the individual and overall company goals, they are better able to connect each task with its purpose, creating a deeper sense of engagement and meaning within team members. They encourage their team members to think beyond just completing the task at hand and to understand the bigger picture within which that task fits. This will help to create a heightened level of motivation, as team members begin to see the impact their work has.

A leadership skills assessment can help to develop leaders and identify any blind spots they may have in terms of understanding what motivates their team members. Understanding individual drivers, both intrinsic and extrinsic, is key when it comes to creating a purpose-driven workplace. Developing a leadership style that inspires teams to reach exceptional levels of success requires an understanding of how to use those skills to engage, motivate and develop teams.

“Understanding individual drivers, both intrinsic and extrinsic, is key when it comes to creating a purpose-driven workplace.”

Express Appreciation and Recognition

Leaders need to be able to give meaningful praise that recognises individual efforts, as well as team achievements. Expressing appreciation and recognition helps to keep morale high among employees and encourages them to continually strive for excellence. It is also important to recognise employees for their contributions and make clear how their work is contributing to the overall success of the organisation. This encourages employees to stay engaged and committed to achieving success.

In taking a human centred approach to leadership, developing leaders should also make sure that their team is being recognised for the diversity of its viewpoints. By listening to different perspectives and encouraging participation, leaders can foster an environment of collaboration and creativity.

Lead by Example

Human centred leaders lead by example and serve as role models for their team. They don’t just talk about what is expected but also demonstrate it with their own conduct and behaviour. By being a role model, the team is able to see what behaviours and attitudes are expected of them in order to meet the organisation’s goals.

Leadership development programs can help leaders to nurture their developing leadership skills while they lead by example. These programs will equip leaders with the necessary soft skills, such as communication and negotiation techniques in order to be successful. Effective leadership programs also help leaders to understand how their own strengths and weaknesses can influence the team’s performance.

Effective leaders need to be able to encourage purpose-driven work and express appreciation and recognition for individual efforts in order to keep morale high. They also need to lead by example, demonstrating the behaviours and attitudes that they expect from their team. By focusing on these human centric leadership skills, leaders can inspire their team members and create an environment of collaboration, creativity and productivity.

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.

5 Habits of Human Centred Leaders

What Assessments Reveal About Team Dynamics

What Assessments Reveal About Team Dynamics

Assessing the dynamics within high performance teams because it can provide valuable insights into how the team functions and identify areas where the team may need to improve. The composition of a team can be influenced by many factors, including the skills and abilities of its individual members, the task they are working on, and the dynamics between them. If team leaders understand how these factors interact, they can create an environment where everyone can work together effectively. This is essential for high performing teams, as a cohesive and cooperative working environment is key to success.

Team Size

A team’s size can influence how well it functions. A smaller team may be more cohesive and able to communicate more effectively, while a larger team may be more diverse and have more resources. There are certainly advantages to both, and team size will often be dependent upon the needs of the project or organisation. What is important to remember is  that no matter how many team members there are, they must all be able to perform cohesively.

When it comes to improving team cohesion, assessment and profiling tools can be incredibly valuable. By understanding the individual personalities and preferences of team members, it is possible to create an environment where everyone can work together more effectively. This can be done by matching team members with complementary skills, or by creating tasks that play to each person’s strengths. With a better understanding of how each individual operates, teams can be more effective at addressing conflict and resolving disagreements.

Team Composition

The composition of a team can also influence its dynamics. A team with a mix of personalities, skills and perspectives is often more effective than a team of similar individuals. This is because different people bring different ideas and approaches to the table, which can lead to more creativity and innovation. Of course, team composition is not always easy to control, but it is important to keep in mind when forming a team.

A high performance culture is one in which team members are able to work together effectively to achieve common goals. And while there are many factors that contribute to a high performance culture, balanced team composition is certainly one of them. When teams are composed of individuals with different backgrounds and skill sets, they are better equipped to handle challenges and take advantage of opportunities.

“A team with a mix of personalities, skills and perspectives is often more effective than a team of similar individuals.”

Team Roles

Each member of a team will usually have specific roles and responsibilities. These roles can influence the team’s dynamics, as they determine how tasks are completed and who has decision-making power. It is important that team roles are clearly defined from the outset, so that everyone knows what is expected of them. Well defined team roles can help to avoid conflict and ensure that the team runs smoothly.

The best leadership assessment tools will be able to provide insight into the types of roles an individual may be suited to.  This is useful when forming a team, as it can help to ensure that everyone is in a role that plays to their strengths. It is also important to remember that team roles can change over time, as people’s skills and interests evolve. By regularly assessing team members, it is possible to identify when someone may be ready for a new challenge.

Leadership Style

The leadership style of a team’s leader can have a big impact on team dynamics. A leader who is dictatorial and does not allow for input from other team members is likely to create a tense and unproductive environment. On the other hand, a leader who is too hands-off and does not provide clear direction is likely to cause confusion and frustration. The best leaders are able to strike a balance between these two extremes, and find a leadership style that works for their team.

Developing leadership skills training can help leaders to understand and utilise their leadership style more effectively. By learning more about their own strengths and weaknesses, leaders can become more aware of how they are perceived by their team. This can help them to adjust their leadership style as needed, in order to create a more productive and positive work environment.

Team dynamics are influenced by a variety of factors, including team composition, team roles, and leadership style. It is possible to create a more cohesive team by using assessment tools to understand individual personalities and preferences, and through leadership workshops, applying strategies that enhance their greatest strengths. In order to achieve high performance results, it is important to have a balanced team that can work together effectively.

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.

What Assessments Reveal About Team Dynamics

3 Qualities of Effective Team Leaders

3 Qualities of Effective Team Leaders

Executive coaching is important for effective leadership and teams. It can help leaders to better understand themselves and their impact on others, as well as develop the skills necessary to lead effectively. A coach can help a leader to reflect on their own values and beliefs, as well as understand the impact they have on others. In addition, a coach can provide support and guidance as a leader works to develop the skills necessary to be an effective and authentic leader.

Integrity

There are many qualities that make a good team leader, but integrity is essential for creating a positive and productive team environment. Leaders with integrity gain the trust of their team members, coach them effectively, and build strong relationships. These qualities enable leaders to create successful teams that are able to achieve their goals.

Integrity is the foundation of effective leadership. It is the quality of being honest and ethical in all decisions and actions. Leaders with integrity have high levels of self-awareness.  Coaching for senior leaders can help them to gain clarity around their values and how they apply to their approach to leadership. In doing so, they set the example for their team and inspire them to be their best.

Vulnerability

Vulnerability is often seen as a weakness, but it is actually one of the most important qualities for an effective team leader. Being vulnerable means being open and honest about your own shortcomings and fears. It allows you to build trust with your team members and create a more open and collaborative environment.

Leadership is not about being perfect. It’s about being authentic and leading with integrity. When you are vulnerable, you are showing your team that you are human and that you trust them enough to share your weaknesses. One way that leaders can demonstrate this is by offering opportunities for teams to participate in high performance training programs. This builds respect and loyalty from your team members while fostering deeper relationships that lead to stronger performance.

“Vulnerability is often seen as a weakness, but it is actually one of the most important qualities for an effective team leader.”

Value Continuous Learning

Effective leadership requires a deep understanding of people and how they tick. Leaders must know how to motivate and inspire those they work with, and they must be able to handle difficult situations with tact and diplomacy. Leading teams training can help leaders to implement strategies that drive their teams to greater performance.

Leaders who are committed to learning are constantly expanding their skills and knowledge base. They are always looking for new ways to improve their performance, and they are open to feedback from others. Engaging in senior leadership coaching provides them with the opportunity to identify and develop in specific areas for improvement. This willingness to learn ensures that leaders are always growing and evolving, which is essential for long-term success.

Leadership development coaching is an important tool for leaders to enhance their skills and grow in their ability to lead successful teams. Leaders who focus on integrity, vulnerability, and a commitment to learning are more likely to create positive and productive team environments. These qualities enable leaders to build trust, coach effectively, and inspire their team members to be their best. When leaders are committed to personal growth and development, they are better able to achieve success for their team

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.

3 Qualities of Effective Team Leaders