Posts

Why Leadership Assessments Matter in Teams

Why Leadership Assessments Matter in Teams

A leadership assessment is a process of evaluating an individual’s leadership qualities. This information can then be used to help develop and improve leadership skills. There are many different types of leadership assessments, but all share the same goal: to provide accurate and actionable information about someone’s leadership strengths and weaknesses. In today’s business world, it is more important than ever to have an effective team in place. A leadership assessment can help you create  high performance  teams that meet your company’s specific needs.

Leverage Strengths and Mitigate Weaknesses

Without leadership assessment, teams are often left directionless and without a clear understanding of how to improve. Assessment provides the team with valuable feedback that can be used to make positive changes and assist in team management. They can help reinforce investment and motivation in team members to achieve higher levels of success.

Leadership assessment is an essential tool for any team that wants to achieve its full potential. Leading teams training can be designed with assessment results in mind that addresses the specific needs of your team. By taking the time to assess team strengths and weaknesses, managers can ensure that their team is on the right track for success by providing a roadmap for development and growth.

“Leadership assessments help you build a stronger, more cohesive team that is better equipped to handle the challenges of today’s business world.”

Provide a Measurement of Success

Leadership assessment is an important tool for senior leadership teams. By conducting regular assessments, you can ensure that your team is always performing at its best and identify any training needs. This will help you build a stronger, more cohesive team that is better equipped to handle the challenges of today’s business world.

By doing this you are not only helping your senior leaders, but all the managers and supervisors who need to assess their teams from time to time. Making it a regular part of your management process will only help in making your team stronger. Insights garnered from assessments provide the basis from which senior leadership training often begins. It also provides a metric that can be used to measure progress once training has been completed.

If you have never conducted a leadership assessment before, there are a few things you should keep in mind. First, make sure that you have a clear purpose for the assessment. What do you hope to achieve? Second, choose the right assessment tool. There are many different leadership assessment and profiling tools   available, so it is important to find one that best suits your needs.

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.

Why Leadership Assessments Matter in Teams

Leadership Assessment Tools for Teams

Leadership Assessment Tools for Teams

Leadership assessment tools can bring a number of benefits to teams. By providing insights into the strengths and weaknesses of team members, these tools can help team leaders better understand how to best utilise their team’s skills. By identifying development areas, assessment and profiling tools can help teams focus their efforts on areas that will improve their overall effectiveness.

What is the Herrmann Brain Dominance Instrument® (HBDI®)?

The Herrmann Brain Dominance Instrument® (HBDI®) is a tool designed to help individuals and teams better understand their thinking preferences. The HBDI® assesses an individual’s thinking style across four quadrants: analytical, intuitive, interpersonal, and sequential.

By understanding their thinking preferences, individuals and teams can learn to work more effectively together and identify development areas. For example, those with a preference for intuitive thinking may be better at generating new ideas, while those with a preference for analytical thinking may be better at evaluating those ideas. This can be useful in team management and problem solving. Leveraging the thinking preferences of the entire team provides a holistic approach to overcome challenges.

What are Hogan Assessments?

Hogan Assessments are a set of tools designed to help individuals and organisations better understand personality and behaviour. The Hogan assessments are based on the theory that understanding personality and behaviour can help individuals and organisations better manage their relationships. 

By understanding the personality preferences of individuals and teams, organisations can take steps to improve communication and collaboration. Additionally, the Hogan assessments can help organisations identify development areas. For example, if a team is struggling with conflict, the Hogan assessments can help them identify which members have a preference for bold or mischievous behaviour. Incorporating Hogan assessments into leading teams training can help teams to improve their conflict management skills.

What is the Leadership Circle Profile™?

The Leadership Circle Profile™ is a tool designed to help individuals and organisations better understand leadership. The profile assesses an individual’s leadership style across two dimensions: thinking and doing

.The Leadership Circle Profile™ can help organisations identify development areas. If an organisation is struggling with innovation, the profile can help them identify which members have a preference for thinking. By understanding their leadership style, the senior leadership teams  can then take steps to improve their innovation process.

PLeadership assessment tools such as the HBDI®, Hogan Assessments, and Leadership Circle Profile™ can be extremely beneficial for teams. By understanding the thinking preferences and personality types of team members, organisations can take steps to improve communication, collaboration, and conflict management. These tools can help organisations identify development areas and improve their overall performance

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

Leadership Assessment Tools for Teams

Why Leaders Matter in Teams

Why Leaders Matter in Teams

Think about the best team you’ve ever been a part of. What made it so great? Chances are, the team had at least one leader who was able to bring out the best in each individual and create an environment where everyone could succeed. In today’s business world, teams are more important than ever – and leaders are essential for success. They play an important role in setting the tone for teams and ensuring that team members are fulfilling their roles. Leaders offer guidance to all members of the team, keeping morale high and motivating workers to perform well.

Instil a Culture of Excellence

Leaders play a critical role in talent development and the success of senior leadership teams. They can help identify potential leaders within an organisation and provide guidance and support to help them reach their full potential. Leaders also play a key role in setting the tone for a team and fostering a positive culture of excellence. When leaders exhibit honesty and integrity, they serve as role models for team members and help create an environment of trust. This is essential for any team that wants to achieve success.

While organisational culture is driven by the people within it, leaders play a key role in shaping that culture. They can help create an environment that is conducive to innovation, creativity, and high performance. Leaders also have the ability to motivate and inspire team members to achieve their best. When leaders are effective, they can help teams reach their full potential and accomplish great things.

“While organisational culture is driven by the people within it, leaders play a key role in shaping that culture.”

Inspire High Performance

Leaders are integral to maintaining morale and inspiring high performance in teams. When leaders are effective, they can help teams to achieve their potential and reach their goals. However, when leaders are ineffective, they can create disharmony and conflict within teams, leading to lower levels of productivity and performance. It is therefore essential for leaders to receive the development and training they need to be effective in their roles. Without this, they will struggle to lead their teams effectively and may even do more harm than good.


If you want your team to perform at its best, it is essential that you invest in developing your leadership skills. Leading teams training can provide leaders with the tools needed to leverage the strengths of their teams and how to harness them to increase performance. This type of training can be extremely beneficial for leaders, and can make a big difference to the effectiveness of their team.

Leaders are essential to the success of any team. They establish the culture of the organisation and inspire their direct reports to achieve their goals and reach higher performance. Leadership development programs are useful for developing strategies to create a culture of excellence and inspire high performance in team members.

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.

Why Leaders Matter in Teams

Developing a Leadership Mindset

Developing a Leadership Mindset

If you want to be an effective leader, it’s important that you develop the right mindset. Leaders with a leadership mindset are able to inspire their teams and get the best performance out of them. They are able to make tough decisions, stay calm under pressure, and navigate through difficult situations. They place value on their own and others’ development, take ownership of their actions, and lead with emotional intelligence.

Nurture Development

Those with a leadership mindset are able to see the potential in their team members and help them reach their full potential. They create an environment where team members feel safe to take risks and experiment. They know how to delegate tasks and give clear instructions. They also know when to step in and provide support. They are able to give constructive feedback that leads to improvements. All of these qualities are essential for leading high performance teams.

When developing a leadership mindset, there are a few things you can do. First, it’s important that you assess your own strengths and weaknesses. This will help you identify areas where you need to improve. Second, you need to be willing to face challenges head-on. Leaders with a leadership mindset are always looking for ways to grow and learn. Finally, you must be open to feedback. Feedback is essential for developing a leadership mindset. It allows you to reflect on your own performance and make necessary changes.

Ownership and Accountability

One of the most important leadership qualities is ownership. This means taking responsibility for your actions and decisions, as well as those of your team. Leaders who take ownership are accountable for their team’s success or failure, and they’re always looking for ways to improve. If something goes wrong, they don’t point fingers or make excuses, they take responsibility and work to fix the problem.

Leading teams training that includes leadership assessment and profiling, allows participants to identify key areas for growth and provides them with the tools they need to succeed. Not only do they become more adept at acknowledging their own limitations, they now have the resources to overcome challenges. Ownership and accountability as pillars of having a leadership mindset affect team management, often resulting in greater effectiveness and performance.

“Leaders who take ownership are accountable for their team’s success or failure, and they’re always looking for ways to improve.”

Emotional Intelligence

A senior leadership team that is emotionally intelligent will create a positive domino effect throughout the entire organisation. This team will be more effective, successful and cohesive. When team members feel safe to take risks, they are more likely to come up with creative solutions and be open to new ideas.

Leadership training programs can help individuals learn how to develop their emotional intelligence. This type of training can be beneficial for those who want to move into senior leadership positions, as well as for those who are already in senior leadership roles. Through senior leadership training, individuals can learn how to better understand and manage their emotions, as well as the emotions of others. Such training can help senior leaders create a more positive and productive work environment.

Leaders with a leadership mindset are valuable assets to any organisation. If you want to develop into a better leader, nurturing yourself and those around you can yield incredible results.  Developing a leadership mindset takes time and effort, but it’s worth it – not only for your own growth, but also for the growth of those around you.

What do you believe contributes to an effective leadership mindset?

About the Author: The Leadership Sphere

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

Developing a Leadership Mindset

Why High Performers Need Coaching

Why High Performers Need Coaching

It is no secret that high potential talent can be a huge asset to any team or organisation. These individuals often have the skills and drive to achieve great things, and can help take a company to new heights. However, unlocking this potential is not always easy. That’s where high performance coaching comes in. By affording top talent the opportunity to further enhance their capabilities, you take organisational performance from great to exceptional.

Maximise their Potential

When it comes to high performers, they are usually successful because of their individual drive and motivation. However, there are still some things that a coach can do to help them improve. By understanding what motivates employees, coaches can provide the structure and support needed when developing high performers.

High potential talent is often driven by a desire to achieve goals and be recognized for their accomplishments. They want to feel like they are making a difference and contributing to the success of the organisation. A coach can help high performers set realistic goals and create a plan to achieve them. They can also provide feedback and encouragement along the way.

High performance coaching is not about fixing problems or providing answers. It’s about helping employees find their own solutions and supporting them as they strive to reach their full potential. With the right coach, high performers can take their career to the next level.

“High performance coaching is not about fixing problems or providing answers. It’s about helping employees find their own solutions and supporting them as they strive to reach their full potential.”

Prevent Burnout and Increase Retention

Not only can executive coaching programs help prevent burnout and increase employee retention, but they can also improve communication and collaboration within high performance teams. Coaches can provide a sounding board for team members, help them develop action plans to reach their goals, and hold them accountable to meeting deadlines. In addition, coaching can help teams identify and overcome obstacles that are preventing them from achieving their desired results.

It is important to establish an environment of psychological safety where employees feel comfortable taking risks and speaking up without fear of reprisal. Leadership development programs that include executive coaching for teams gives them the opportunity to receive feedback and learn new skills in a safe and supportive environment. By investing in their employees and providing them with the tools they need to grow and succeed, companies are able to increase employee retention and create a high performance culture. 

Executive coaching can help high performing individuals achieve even more. If you’re looking to maximise your potential and take your business or career to the next level, consider working with a coach. A good coach will help you set goals, stay on track, and push through barriers.

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.

Why High Performers Need Coaching

How to Improve Team Effectiveness

How to Improve Team Effectiveness

Leading and managing high performing teams is more difficult than ever. The bottlenecks caused by low engagement and overall misalignment in the fast-paced world of modern business are now being worsened by our current unpredictable and uncertain environment. Leaders of effective teams encourage engagement through building strong relationships that drive motivation and result in increased performance. Communication, accountability, and psychological safety are prioritised so that a culture of collaboration and high performance can flourish.

Prioritise Well-Being

Organisational culture and its effects on mental health have become a priority in many companies in recent years. The impact that the isolation of remote teams has on individuals can be overwhelming if there are no direct lines of support in place. Leaders should encourage their teams to bring their whole selves to work, whether that is in the office or working from home. In order to do this, you need to create a space that afford them the opportunity to be comfortable being vulnerable

When we allow ourselves to be vulnerable with others, we open ourselves up to building more trusting relationships and deeper connections. This is the foundation of all high performance teams. Their ability to show up authentically and without fear encourages stronger communication, innovation, and more effective performance overall.

Encourage Autonomy

Teams perform at their best when they are given the freedom to accomplish things ‘their way’. Most employees lose interest when they are micromanaged by their bosses or managers. Developing high performance in teams is one of the numerous ways you may overcome this. Define their roles and responsibilities as well as your expectations for them. Trust that they have the skills necessary to accomplish goals set out for them. At the same time, be approachable so that if someone on your team has a question, they don’t hesitate to ask you. Always have complete faith in your staff. This reinforces their belief in themselves, allowing them to perform at their best.


Team effectiveness is dependent upon their ability to collaborate with each other. When there is a strong sense of comradery within the team and are aware of one another’s talents and limitations, you establish a more positive workplace environment. High performance team training can help to build your team’s personal relationships and provide them with the tools they need to work more cohesively. Teams with strong interpersonal bonds are more efficient and productive, and require less oversight on day-to-day tasks.

“When there is a strong sense of comradery within the team and are aware of one another’s talents and limitations, you establish a more positive workplace environment. “

Provide Feedback

Your team can not increase their performance or become more effective if they are unaware that they have room to grow. Regular feedback is essential to increasing team productivity. Effective leadership development teaches leaders how to provide feedback that addresses the root of the problem and encourages the team to find the solution themselves. Transparent feedback is critical when training for high performance to create a culture of learning and psychological safety. This allows teams and leaders to discuss what is working well and opportunities for improvement while leaving rank and emotion at the door.


The best high performance training programs always begin with a thorough evaluation of the team’s current capabilities. This is done so that teams can then focus on developing strategies to overcome the problem. The most effective teams are those that are able to identify problems and potential challenges and understand how to approach them in ways that mitigate their impact on performance.

The key to making teams more effective is to cultivate an environment in which they are able to express their vulnerabilities. This makes them more receptive to feedback and capable of forging the strong relationships that are necessary for building a collaborative workplace culture.

ParaFor 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.

How to Improve Team Effectiveness

Should You Measure Individual or Team Performance?

Should You Measure Individual or Team Performance?

With the advancement of technology and an ever changing marketplace, a person’s  ability to work well in a high performance team environment is becoming increasingly important. Your company is responsible for aligning itself with customer needs while remaining agile enough to adapt as those needs change. In today’s business environment that usually means developing an efficient and effective team model to compete for the future. 

This raises an intriguing concern. Individual employees naturally desire and require acknowledgement for a job well done. How would you provide feedback and mentor people if your organisation restructures its appraisal process to focus on team performance? 

Can the two performance metrics coexist – or does one take precedence over the other?

Individual vs Team Performance

Individual performers are immediately identifiable as those who go above and beyond to ensure that they excel at what they do. They usually specialise in one, or very few areas of expertise. They rapidly become responsible for critical tasks that the business values and that they effectively execute as a result of their dedication and contribution to essential activities.


Conversely team performance isn’t really helpful in terms of separating oneself from the pack. When the team succeeds, everyone is successful. Equally when the team underperforms, everyone faces the consequences.  It’s both a benefit and a challenge to building high performance teams.

Create a Team of High Performers

Drive Engagement

Every team has a unique dynamic and just putting people together will not make them a team. You need to find out what motivates them everyday. One of the most valuable components of assessing for high performance is identifying those factors that your team connects to and engages with the most. Additional leadership development training can be a useful tool in discovering how to leverage those insights and drive performance.

” Building a sense of belonging and pride requires appreciating people and the team as a whole.”

Express Genuine Gratitude

Many of us have experienced disappointment of having our contributions go unacknowledged. While recognition is rarely the driving motivator for our efforts, there is no denying that impact that a simple ‘thank-you’ can have. Not every outstanding individual contribution requires wide scale celebration, but demonstrating a personal appreciation for their efforts can empower them to strive for higher performance. Reserve any deserving fanfare for exceptional team performance and encourage them to recognise one another’s accomplishments. The best high performance team programs can help to highlight ways the team succeeds as one while fostering a deeper sense of unity. Building a sense of belonging and pride requires appreciating people and the team as a whole.


Leaders must be able to leverage top performers and help them to recognise and understand their strategic role in the organisation. In doing so, you strike a balance between encouraging the continued excellence of individuals while uplifting the performance of the team. The best leadership assessment tools for teams should aim to incorporate analysis of both individual and team performance. It is important at the individual level to understand the direct impact of their work and how it contributes to the performance of the team.

Do you think it is more important to measure individual or team performance?

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.

Should You Measure Individual or Team Performance?

5 Ways to Improve Your Team’s Performance

5 Ways to Improve Your Team’s Performance

There are countless factors that affect performance, and as many methods of gauging the direct impact of those factors. For teams to reap the full benefits of performance assessment, leaders must first establish a set of criteria by which performance can be measured. Identifying and assessing only those factors that are a high priority to your team, allows you to address the most pressing concerns first. In focusing on a select few elements of performance, a much more accurate picture of their impact can be seen.

Right People in the Right Role

High performing teams are composed of individuals who fit seamlessly together. Their skills and capabilities complement one another, allowing them to support each other in achieving common objectives. There are a number of tools that can help in assessing a team’s ‘best fit’. Whether that focus is on individual styles of thinking or approaches to work, the key to both team and organisational success lies in the ability of people to work effectively together. This can only occur when individuals understand their unique contribution and apply those insights to enact change.

Align Your Values

Leadership development training is most successful when teams understand the values that drive them as both individuals and as a  group. Doing so enables leaders to recognise the factors that limit performance and prevent them from reaching their full potential. A team with strongly aligned goals and values are able to make better decisions and overcome challenges far more effectively.

“A team with strongly aligned goals and values are able to make better decisions and overcome challenges far more effectively.”

Create Accountability

The best leadership assessment tools provide teams with the opportunity to reflect on their past performance and identify areas that have limited or contributed to their success. This can be a self-assessment or peer review of performance – ideally, a combination of the two methods is recommended to reveal a more comprehensive and unbiased insight. By holding themselves accountable, teams become better at identifying strengths and leveraging them for greater performance outcomes.

Building Competencies

Identifying key strengths and limitations provides a basis from which teams can further develop their skill sets. Measuring your team’s current capabilities against their aspirational performance goals enables you to concentrate development efforts in the areas that will result in the most benefit for the team and the organisation in the long-term.

Building Effective Goal Setting

When it comes to assessing for high performance, it is useful to set specific targets that can be measured over time. These are different to aspirational performance goals that typically are worked  towards over longer periods of time and where success is measured by progress made. Specific targets are often tied to current projects and have a stricter time frame. Incorporating both types of goal setting can give your team a more tangible measure of performance as they progress towards those aspirational targets.

When looking to improve team performance overall, it is important to understand the current position your team is in. Determining if individuals are in their optimal role, aligned in their values, and regularly measuring their progress can have a significant impact on performance and success. High performance team programs must always begin with an analysis of the current status quo, even when we may already be aware of existing issues. It is only by doing so that we can understand the way forward in a complete and sustainable manner.

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

5 Ways to Improve Your Team’s Performance

Why Diversity is Important for High Performance

Why Diversity is Important for High Performance

In bringing individuals together from a variety of backgrounds and experiences, high performing teams offer a broader range of perspectives when it comes to approaching challenges. For this reason, it is important to prioritise diversity when developing high performing teams. Cultivating well-rounded teams creates opportunities for individuals to learn from and about one another, enhancing their personal and collective performance.

Encourages Creative Innovation

If your team is struggling with performance or has reached a point of stagnation, introducing a fresh perspective may help to get them back on track. Diversifying the work styles and thinking preferences of your team can inspire new ideas and encourage innovation. The HBDI® can be a useful tool in understanding the thinking preferences of your team members, the impact it has on their role and how it affects the way they work together. Used as part of leadership development training, teams learn to recognise different thinking preferences and how to use their understanding of them to work more effectively. When teams are able to draw on the capabilities of each style of thinking, problem-solving discussions become more productive as you ensure that the issue is considered in all aspects. This approach often results in more creative thinking and holistic solutions.

One of the challenges of leading high performing teams is establishing a team with a balance of complementary skills and abilities. By broadening the talent pool to include individuals with varied backgrounds, you can harness the talents and experiences that come with different worldviews. This encourages teams to challenge their thinking and expands their collective knowledge and capabilities.

Improved Employee Retention

For companies that operate in a global marketplace, and those that aspire to, having a diverse range of cultures represented within the workplace exposes teams to the nuances of an international market. In advocating for workplace inclusivity you create a much more accepting environment. Teams with greater intersectionality often experience higher levels of camaraderie and cooperation. Such traits are necessary when training to drive performance. Without them, teams tend to lack engagement, motivation, and productivity.

Companies with higher diversity in the workplace are perceived as being more inclusive of different attributes and perspectives. This abstract, yet vital trait can provide your team members with a tangible sense of acceptance and worth. Employees who feel accepted and valued are more likely to be happier in general and desire to stay with your company for a longer period of time.

“Companies with higher diversity in the workplace are perceived as being more inclusive of differing attributes and perspectives.”

Building a diverse workplace allows you to bring out the best in your employees and empowers them to meet their full potential. High performing team programs that engage individuals in a greater range of perspectives, improves their ability to work cohesively and face challenges. Your workplace will benefit as a result, by encouraging innovation, job satisfaction, stronger connections, and better performance.

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.

Why Diversity is Important for High Performance

High Performance in Leadership Teams

High Performance in Leadership Teams

To deal with expanding challenges, greater complexity, and uncertain situations, every organisation is becoming more reliant on better teamwork. The need for collaborative processes across all levels of an organisation has never been greater. We are seeing more and more businesses recognise the value and benefits of implementing high performance development training at the top levels. When senior leaders are able to work in collaboration and alignment with one another, cohesion improves throughout the entire organisation.

Understanding High Performance Leadership

High performance teams consist of individuals with complimentary skills that excel at what they do collectively by making optimal use of each person’s capabilities. They are aligned in their goals and committed to achieving a shared vision. Leading high performance teams focuses on communicating that vision to direct reports and supporting them in meeting objectives. Similarly, high performance leadership aims to engage senior leaders with the greater objectives of the organisation and encourage collaboration between departments in order to achieve those goals.


Developing high performance teams at the senior level ensures that broader business objectives are communicated consistently throughout the organisation. In doing so, you instil a ‘team-first’ mentality and sense of community within your employees. Team members who have an ‘every person for themselves’ approach may function well as individuals, but struggle to succeed as a group. The combined impact of a team is far greater than the sum of its individual contributions. A team’s abilities and experience must complement one another, and ideas improve when discussed.

“Team members who have an ‘every person for themselves’ approach may function well as individuals, but struggle to succeed as a group.”

The most effective teams continue to succeed because of the deep trust and mutual respect their members share. This allows them to be creative in problem solving, make high quality decisions, and accomplish results efficiently with few distractions or frustrations. The best leadership development programs will spend considerable time strengthening the personal connections between team members. Leadership teams with strong, trusting relationships repeatedly perform well by relying on one another to achieve what needs to be done and offering support to ensure collective success.

Building high performance in leadership teams fosters a deeper sense of unity and commitment between different departments. This allows for greater outcomes to be achieved by the organisation as a whole. Leadership training for performance does not only benefit the teams that take part. Time and again, we see that investing in creating stronger, more cohesive leadership teams improves performance at every level. Having the support of other leaders and their team’s capabilities, and reciprocating in kind, encourages stronger performance of one’s own. 

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.

High Performance in Leadership Teams

The Role of Leaders in High Performance Teams

The Role of Leaders in High Performance Teams

The collaborative and dedicated nature of high performance teams are key contributors that make them so desirable to have and be a part of. Individuals within these teams possess complementary skills, aligned with the object of fulfilling  shared goals. It is the responsibility of leaders to ensure that those goals are met, but that is far from the most important role they play in promoting the success of their team.

Provide Support

The focus of high performance leadership is establishing an environment of open communication, trust, and innovation. Cultivating a high performance culture fosters inclusivity, where the contributions of each team member are recognized. Leaders who support and celebrate the efforts being made by their team encourages creativity in performance that results in greater levels of success. They recognise the importance of nurturing talent and provide opportunities for development through high performance team programs. Employee development in succession planning contributes to higher levels of retention and future performance.

Mitigate Conflict

There is no way for even the best teams to operate without occasionally experiencing conflict. While some conflict can be productive, when it becomes disruptive, leaders must step in. Effective leaders are prepared to assist their team in resolving disputes as swiftly as possible. To keep their teams focused and on-task, leaders know that any conflict that arises must be constructive. Conflict management through executive leadership training, can help leaders and teams resolve larger disputes while instilling the skills to do so themselves. Recentering conversations towards solving problems helps foster relationships and unity among team members.

Future Focused

When developing high performance teams, leaders must carefully balance the immediate needs of the business with aspirational targets and goals. Teams are often created with leadership development potential in mind. Observing the skills and behaviours of teams allows leaders to identify high potential talent and provide opportunities for growth and to enhance performance. Training high performance teams in skills that serve their development and prepare them for career advancement, ensures that organisations have the means to continue to succeed as they expand their growth.

The role of leaders in high performance teams can never be reduced to a singular task. They are responsible for ensuring their team’s success while providing space for them to develop the skills they will need as they progress through the organisation. Leaders of the best high performance teams often take a back seat and only step in to offer guidance or support when necessary. 


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

The Role of Leaders in High Performance Teams

Why Do You Need a High Performing Team in 2022?

WHY DO YOU NEED A HIGH PERFORMING TEAM IN 2022?

Written by Loren Pettigrew, Head of Business Engagement

Why do you need a high performing team more than ever in 2022? And is the recipe to success different in our current climate? 

Is it because the “great resignation” is here and people have had time to think about what they really want and need from a job? Is it because the competition is bigger, bolder, and brighter? Is it because when we lose our top talent, it costs us a lot more than the loss of IP and hiring and training that new team member? 

It is all of these things and more. The landscape has changed and the need for businesses to perform is more important now, than ever. 

The disruption of basically everything to do with the way we work over the last few years is undeniable, but has it actually changed the fundamentals of building, driving and retaining a team of high performers? I’d like to say no! The modality has changed a little but the underlying principles of getting a group of people to overachieve together and drive high performance has not changed. The same as the principles of a great leader and how to create a great culture have not actually changed in this upside-down world. 

Our teams need great leadership more than ever. People are tired and there is some fragility within the ranks. The cost of losing good people and not achieving our targets and strategic goals feels higher, but the rules and the methods we need to use, have not. 

Yes, we have new technology, distributed workplaces, virtual meetings, and far less physical time in an office with our teams, but human behaviour and patterns have not changed! That is why some of our favourite leadership books from the early 1900’s are still full of gold, and current in 2022. 

There are patterns that we see within high performing teams that we know drive their performance. We work with 1000’s of them across the globe. In fact, we are working with a couple of teams at the moment who have the direct opposite of what I am about to list and, as you would expect, they have the correlating organisational under performance. 

Before we start on that take this assessment to see where your team is sitting: 

https://theleadershipsphere.outgrow.us/highperformanceteamquiz

Don’t worry, we won’t spam you, we will simply send you your results! It’s interesting to stop and look at where your team and business is currently compared to where you aspire to be. This assessment is the foundation of the work we do with teams, who are trying to go from good to great. The results show us the team alignment and the aspirations of the group. This identifies how much work we have to do to build their performance. 

The Discovery Survey also shows us the level of trust within a team and how aligned they are.  We get visibility of the disparity between rankings which identifies the key areas for the team to work on. Those are two of the key components of a successful high-performing team, Trust & Alignment. 

Trust

Trust is a fundamental component of not only high-performing teams, but of any successful business. There is not one team that we have worked with that would not experience an increase in profitability if they increased their levels of trust. Surprisingly, it is one of the things that we find is consistently put at risk by questionable behaviours from leaders, often without knowledge of the impact of their actions. The number of books, articles and strategies around the speed of trust is in the millions and there is a very sound reason for it. 

When there is a lack of trust, it is almost impossible to create sustainable change in a team until trust is built.  Mistrust and the assumptions of ill intent more than triple the time it takes to embed new initiatives and “turn the ship” if you will. 

High trust allows for real and robust discussion, smooth execution, far fewer disruptions to delivering results, happier staff, less HR issues and a lower attrition rate. The upside of these things is higher revenue, more time to achieve proactive and strategic objectives and less time in the reactive ‘fire fighting’ space. 

How can you increase trust in your team today? 

  • Have a leadership team that displays consistent behaviours 
  • Have clear communication and transparency 
  • See things and say things, accepting poor behaviour is a quick way to lose the trust of your other team members
  • Do what you say you will, when you say you will, sounds simple but it’s not always! 
  • Set agreed team behaviours 
  • Make sure your mission, vision and values have behaviours with them and they are talked about. They are not just a poster on the wall.

Alignment 

This word is slightly overused just like “un-precedented” and “pivot” over the last few years but it is on point! The teams that achieve greatness and growth, all have high levels of alignment at every level. 

Alignment creates clarity, increases productivity and contribution within teams.  Alignment on where they want to get to, how you will get there, and what is involved. 

We wanted to share the model that we often use to define and drive high performance. 

The Integrated Leadership Development Model firstly invites consideration of the ‘field of play’ or Context in which effective leadership is required. This helps to gain clarity about the reality of the organisation, team(s) and their leaders, including strengths, weaknesses, opportunities, threats and an articulation of its short and long-term aspirations.Once Clarity has been established, Capability must be built to fit. Finally, Contribution means the leader(s) and team(s) contribute in a meaningful and constructive way towards the strategy, the achievement of business results and a focus on people.

How can you increase alignment in your team today? 

  1. Engage in robust discussions to (truly) understand the current situation, including an internal and external perspective.
  2. To borrow a terms from Susan Scott (author of Fierce Conversations), take the time to ‘interrorgate reality’. Don’t make assumptions about what people are thinking or feeling! 
  3. Discuss and agree on an aspirational and exciting future.
  4. Create a strategic and operational plan on how to bridge today with the future aspiration.
  5. Work to create clarity – every day.
  6. Build the capability to get there.
  7. Reward, acknowledge and hold people accountable for their contribution to realising the aspiration.
  8. Build a requisite amount of safety and trust to achieve the above. Otherwise, your conversations and outcomes will be more fantasy than fact.

Wishing you and your team an awesome 2022, full of overachievement and enjoyable work days! 
If you would like to discuss how we can support you and your team to go from ‘good to great’  you can book a meeting with one of our Business Engagement team here:

Why Do You Need a High Performing Team in 2022?

Identifying High Performers

Identifying High Performers

When building high performance teams, selecting the right people and creating the best fit can be a difficult task. Without having the right framework in place, you risk bringing together a group of people who are unable to work collaboratively, or require hands-on management. Knowing what traits and skills you require of your team is useful in this process. Leadership assessment and profiling allows you to gain a deeper understanding of an individual’s capabilities and performance. This is often a good indication that they will have the necessary qualities desired in high performance teams.

Assessment and Profiling

High performers set themselves apart from others by delivering consistently strong results and often exceeding expectations. This makes performance assessment relatively simple, as there are specific metrics or behaviours that can be measured. Where profiling tools provide an added benefit is in gaining insight into how personality contributes to performance and collaboration. The Hogan assessments reveal an individual’s preferences for how they approach work, how they best interact with others, and respond under pressure. In developing high performing teams, this information is incredibly valuable. It allows you to play to the strengths and dynamics of your team and the relationships they have with one another. Doing so leads to greater long term performance and establishes a culture of excellence.

Observe Behaviour

The most effective way of identifying high performers within your organisation is simply to observe their behaviour. Think of how they interact with others, and whether they regularly seek more challenging tasks. Peer and direct report feedback provides a comprehensive perspective of a candidate’s performance and behaviour in a range of situations. Completing a leadership assessment for performance can provide guidance on the type of leadership training that would maximise the benefit to both the organisation and the individual.

High performers typically:

  • value feedback from others,
  • think innovatively,
  • act as role models,
  • have high emotional intelligence,
  • seek opportunities to challenge themselves,
  • are early adopters of change.

The best tools for leadership assessment are those that go beyond telling you what a person can or cannot do. Strong leadership and high performing teams require more than the ability to hit certain targets. Who a person is, and how they support the success of the team can be a far more impactful measure of performance.

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 High Performers

Getting the Most Out of Performance Assessments

Getting the Most Out of Performance Assessments

In almost every industry today, having strong leadership skills is becoming equally, if not more vital to success than being technically capable alone. Many companies are choosing to focus on developing these skills in their teams to help them become stronger leaders. Determining the needs of your team and how to further their skills in those areas can see a significant increase in performance, growth, and success.

Develop Self-Awareness

The best tools for leadership development and assessment are those that reveal valuable insights into the strengths of your leadership team. The HBDI assessment helps individuals gain a deeper understanding of their own thought processes and how to work effectively with others who think differently. Understanding each person’s unique thinking style preferences, enables them to become better communicators and problem solvers.

Build Adapatability

Understanding key areas of strength and development opportunities within teams helps to form a clear basis from which to make improvements. High performing teams that receive development training are more likely to overcome challenges successfully. Their commitment to reaching their goals enables them to adapt quickly when faced with unexpected difficulties. The ability to adapt and creatively problem solve is integral to maintaining consistently strong performance.

“When each individual is playing to their strengths, the effectiveness of the entire team increases.”

Greater Effectiveness

One of the hallmarks of successful leadership teams is their ability to retain focus on the greater business objectives, while When implemented skillfully, leadership assessment tools can expand your emotional intelligence and strengthen personal relationships within teams. This enhances the organisational culture, making it a healthier, more positive environment. The benefit of engaging with leadership assessment and profiling tools for teams is that each individual discovers where their greatest strengths and passions lay. When each individual is playing to their strengths, the effectiveness of the entire team increases, often resulting in higher employee engagement and productivity.

The most successful leadership training programs address the specific challenges faced within each team or organisation. This is why assessment and profiling tools are so important. Not only do they help us to understand where there may be gaps, but they can also help to identify a person’s untapped potential within their team. Keeping a strong performer in a role they have outgrown, limits the impact their contributions could be having on the overall success and growth of the business. Selecting people with both the skills and passion to succeed is key to creating and sustaining high performance teams.

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.

Getting the Most Out of Performance Assessments

How Team Coaching Improves Performance

How Team Coaching Improves Performance

Often when we hear about leadership coaching, we automatically think of it as a one-on-one process designed to help the individual reach their goals. What we don’t usually consider is how executive coaching can be an opportunity for leadership teams to stretch beyond their current capabilities. As is the case in coaching sports teams, coaching a leadership team involves cultivating both individual skills and group talent to improve the performance of the whole team.

Leveraging Relationships

Effective leadership development coaching for teams should harness the shared experiences and existing relationships that exist between members in ways that support collective goals. The role of the coach is to facilitate group learning. To do this, they must understand the dynamics of the team and how they work together. This allows the coach to provide better opportunities for individuals to gain insights and implement new strategies in the context of the team as a whole.

Assessment and Feedback

When individual assessment and feedback is given during the leadership team coaching process, it is in service of improving overall team performance. The advantage of assessing individuals in the context of team performance is that the coaching that follows can be targeted towards achieving team objectives. Not only does this improve the individual’s skillset, making them a better asset to a more high performing team.

“When the strategy is built into the culture of the business, teams experience stronger performance and greater success.”

Provides Direction

One of the hallmarks of successful leadership teams is their ability to retain focus on the greater business objectives, while ensuring that daily tasks are delivered. High performance training helps with this by identifying the group’s key strengths and areas for improvement. Coaching for high performance provides leaders with the ability to create and stick to an accountability framework that is aligned to the organisational strategy. When the strategy is built into the culture of the business, teams experience stronger performance and greater success.

Executive coaching is frequently used by leaders who are looking to expand their skills and improve their capabilities. Coaching can benefit entire leadership teams in similar ways by directing individual performance towards common objectives. In doing so, teams learn to collaborate more effectively, a greater clarity of where the business is going, and how to get there.

About the Author: The Leadership Sphere

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

How Team Coaching Improves Performance

5 Benefits of Leadership Team Coaching

5 Benefits of Leadership Team Coaching

Organisational success is a cumulative effort of individuals at every level. Their continued growth is dependent on each person understanding their roles, and purpose of their contributions. This is particularly the case in high performance teams who often receive coaching to become more effective and increase output. To build such high levels of performance across an entire organisation requires a leadership team that is committed to bettering their own capabilities, as well as that of those they lead.

Individual vs. Team Coaching

Typically when individuals undertake executive coaching, it is to address personal challenges or to help them achieve personal goals within their role. This can and does often have a great impact on the performance of their team. However, teams may fall back into old habits if that individual moves into another role and is no longer driving those changes.


Team coaching helps create consistency in leadership throughout the organisation. They establish greater clarity and communicate effectively between departments to support each other in achieving company goals. When there is unity amongst the leadership team, the whole organisation benefits from it.

5 Benefits of Leadership Team Coaching

Creates Clarity

Creating clarity among leadership teams is a key factor in determining the success of any business. When those in leadership are able to communicate the broader business objectives with their direct reports, individuals at every level can understand the importance of their contributions. This fosters a greater sense of solidarity amongst teams and a determination to execute higher performance.

“Team coaching enables them to problem-solve collaboratively and execute those ideas together.”

Supportive Environments

Successful businesses rely on the unique role that each department plays in order to reach their objectives. This is why it is important when coaching for high performance to establish company-wide understandings of what those roles are. Leadership teams are empowered to seek the support of different departments for solutions. Team coaching enables them to problem-solve collaboratively and execute those ideas together.

Builds Emotional Intelligence

Leadership development training creates more empathetic and emotionally intelligent leaders. This allows leaders to examine their biases and consider different perspectives. They are better prepared to have difficult conversations and overcome conflicts while ensuring that individuals are treated fairly, with a sense of belonging and of being valued.

Improved Performance

Leaders who engage in high performance team programs learn to help their teams work more effectively and efficiently. Coaching leaders drives collaboration and encourages innovation by nurturing skills that allow teams to contribute their collective expertise towards common and measurable goals.

Instills Trust

Team coaching is most effective when used as a tool to address the specific needs of an organisation. It demonstrates to all employees that their leadership team is committed to enacting the desired changes, and not simply making statements. This facilitates a connection amongst both employees and leaders. The mutual trust and respect this creates allows teams to be more innovative, creative and productive.

Providing executive coaching to leadership teams creates a lasting impact throughout an organisation. Many of the benefits of leadership development programs interconnect, often resulting in a more positive workplace culture. When individuals experience greater levels of clarity, empathy, and trust from their leaders, efficiency and performance increases.

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

5 Benefits of Leadership Team Coaching

What is High Performance Leadership?

What is High Performance Leadership?

Great leaders have a clear vision and inspire others around them to translate their vision into reality. This is high performance leadership. They understand the direction they want to take. They support, and are supported by, their teams to get them to that place.

Provide Teams the Tools to Succeed

Leaders of high performance teams do everything they can to ensure their team is capable of reaching their goals. They provide their team with the tools they will need to succeed and trust them to get the job done. This often includes customised leadership development training that meets the specific needs of the business. These teams see greater levels of productivity and success because they invest the necessary resources into developing their skills. Their learning is reinforced by leaders outside of the ‘classroom’ setting to make certain it becomes a part of day to day operations.

Onboarding courses can help to establish the expectations for new employees. Including high performance training as a part of this early process equips every person who joins your team with the ability to meet existing standards. This also allows you to identify high potential talent early and grow them within your organisation.

Receptive to New Ideas

It can be easy to discount the benefits of leadership development for performance, when teams are already meeting their goals with great success. However, effective leaders understand the importance of remaining open to new ideas. Just because the current method is working, doesn’t mean that another approach should be discounted. High performance leaders are always looking for ways to gain a competitive edge. To do this, they must allow themselves to take advantage of opportunities as they arise.

“High performance leaders must allow themselves to take advantage of opportunities as they arise.”

One way leaders can nurture this mindset is by continually seeking new experiences and developing new skills they may incorporate in the future. When leaders are receptive to new ideas, they allow teams to be more creative, inventive, and take calculated risks that often pay off.

The most successful leaders become so through nurturing their own curiosity, as well as that of their teams. They understand what it takes to elevate performance to achieve outstanding results. Great leaders see training for high performance as an investment not only in the individual, but in the team and the organisation.

About the Author: The Leadership Sphere

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

What is High Performance Leadership?

How Healthy Conflict Benefits Teams

How Healthy Conflict Benefits Teams

How Healthy Conflict Benefits Teams

High performance teams are critical to an organisation’s success. A leader’s role in developing these teams is to continue to involve them and support their performance. There is a perception that high performance teams are free from conflict, this is simply not the case. Rather, it is their ability to freely express ideas, disagreements, and challenge one another that allows strong teams to succeed again and again.

Create Space for Conflict

TexHealthy teams are rarely silent. In fact, silence may be a signal that your team is hesitant or afraid to speak up. Strong teams build ideas on each other. They hold space for debate and challenge ideas to come up with solutions that will provide the maximum benefit. As a leader, you create the culture by reinforcing the value of your team members and ensuring their voices are heard. Engaging in a high performance program can be an opportunity for leaders and teams to develop healthy debating habits. Healthy conflict can result in greater innovation and performance.

Conflict Builds Trust

For teams to sustain high performance, they must learn how to overcome conflict productively. Leadership development training allows teams to establish collaborative problem solving skills. This requires them to trust in one another’s capabilities and expertise in order to succeed. From here, stronger personal relationships develop that are based in trust. When future conflicts do occur, they are overcome much more efficiently and without personal attacks that can derail progress.

“For teams to sustain high performance, they must learn how to overcome conflict productively.”

Conflict that Matters

High performing teams have clearly defined roles and expectations that increase productivity. Not only are individuals aware of their own responsibilities, every team member understands the role each of them plays in achieving their goals. This is important for developing high performance and to eliminate occurrences of blame shifting. Conflicts that arise in these teams are about the work. They happen only because every team member is dedicated to producing high quality results.

Conflict is an unavoidable part of life, and it is certainly unavoidable in high pressure environments. Participating in a high performance leadership development program gives teams the opportunity to air disputes and gain the skills necessary to overcome challenges together. Healthy conflict leads to stronger teams, capable of achieving far beyond expectations.

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.

How Healthy Conflict Benefits Teams

Why High Performers Leave

Why High Performers Leave

Why High Performers Leave

Last year saw a significant increase in high performing talent leaving high level positions in what became known as ‘The Great Resignation.’ The corporate landscape has seen a fundamental shift in how many businesses operate, and employees have preferred the flexibility this has afforded them. Retaining top performers is integral to the success of teams and businesses alike. By looking at some of  the reasons behind the exodus, we can ensure that we are providing value to our employees and our organisations.

Limited Career Advancement

When individuals are consistently performing at a high level, or making oversized contributions to the company without being considered for advancement, they may not envision a long career there. This can be incredibly frustrating, and they will seek greater opportunities elsewhere. If it is a simple matter of there not being enough high level positions available, then it is worth considering alternate ways to provide growth opportunities.

By discussing what their career goals are and how they can achieve them with your organisation, demonstrates your interest in their success. Providing high performance training to further enhance their skills prepares them for leadership development opportunities in the future while strengthening their current contributions.

“Prepare [high performers] for leadership development opportunities in the future while strengthening their current contributions.”

Disconnected From the Work

Even when productivity is high and results are being achieved, top performers can be disconnected with the work they’re doing. If efforts are not made to re-engage them, they may feel ‘stuck’ and start looking for a more challenging or exciting role. High performance team leaders are responsible for inspiring and motivating their team members to exceed expectations.


Having a clear vision of team goals is one of the most effective ways of provoking engagement in others. Leadership training programs can provide leaders and their teams with the opportunity to develop the strategy for achieving goals together. This allows individuals to take an active role in shaping the direction of the team. They form a personal connection to the work that drives them to be more innovative and higher performing.

Losing high performing talent is difficult, no matter the reasoning. Organisations are strengthened by individuals at all levels who participate in leadership development programs. Providing growth opportunities and supporting the career goals of top performers can have a considerable impact on the rate of retention within your business.

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.

Why High Performers Leave

5 Factors that Drive High Performance

5 Factors that Drive High Performance

5 Factors that Drive High Performance

Strong leadership is fundamental to establishing success in all areas of business. They determine the culture and direction that the organisation takes. In driving high performance, leaders are responsible for motivating, engaging, and developing their teams by inspiring them and helping them to reach their full potential.

Focus on Purpose

For consistently high performing businesses, their purpose is a central focus of their daily operations. They have dedicated time to establish what sets them apart from their competition, what they offer, and how they make a unique difference for their clients. Their purpose determines the direction that the business will take. Leadership development training helps to embed your purpose into your practices. Having a shared purpose enables teams to connect and collaborate while working towards a common goal, resulting in greater output, better innovation, and stronger performance.

Employee Engagement

High performing teams are comprised of passionate and dedicated individuals. Their commitment to achieving success is driven by their own motivations and the guidance of team leaders. Providing space for high performance development often leads to a significant increase in employee engagement. When engagement is high, businesses see higher rates of retention and productivity.

“Their commitment is driven by their own motivations and the guidance of team leaders.”

Honest Feedback

Teams are only able to become high performing when they are provided with constructive feedback regularly. Effective leadership training programs provide leaders with the skills to communicate feedback that adds value and encourages growth. Doing so enables team members the opportunity to better their own skills and improves their contribution to shared goals.

High Performance Culture

Executives often underestimate the impact that their workplace culture has on performance. Cultural and environmental factors are influenced by all team members, although leaders need to be aware of how they set the standard for how others interact with one another. It is important, when training for high performance, that time is spent understanding the underlying factors and attitudes that contribute to behaviors.

Growth Mindset

Organisations that engage teams in high performance programs see a considerable return on investment in both the short and long term. While such programs might be sought out as a solution to current issues, the impact they have is far reaching. Learning to perform at a higher level becomes a sustained practice that they will apply when developing their own teams.

“Purpose, engagement, communication, and culture all have a direct influence on growth and performance.”

There are countless factors that contribute to high performance. It is up to leaders to understand the motivations that drive their teams to succeed. They are the ones who set the expectations of what their teams can achieve. Purpose, engagement, communication, and culture all have a direct influence on growth and performance. These are key, interconnected drivers for success that should be areas of focus for all leaders.

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

5 Factors that Drive High Performance

3 Steps to Building High Performance

3 Steps to Building High Performance

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

Understand your Leadership Style

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


Advocate for Innovation

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

Engage Learning with Experience

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

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

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

3 Steps to Building High Performance

5 Reasons for Building Leadership Excellence

5 Reasons for Building Leadership Excellence

Great leaders empower and inspire us to perform at our best. Effective leadership allows space for direct reports to flourish and make valuable contributions towards both their personal and organisational goals. Senior leadership training provides the opportunity for leaders to develop and leverage their ability to influence the behaviour of others that improves performance. 

Increase Productivity

Leaders who regularly practise leadership excellence understand the value of encouraging self-sufficiency in their teams. Their primary  role is one of motivation rather than instruction. Teams are able to drive their own success with the support of their leader. Effective leaders inspire passion and pride within their team to increase productivity and achieve results. A leadership excellence program helps participants to create a framework that allows teams to be independently motivated and high performing.


Better Decision Making

Training for leadership excellence builds higher levels of emotional intelligence. This gives leaders a greater perspective when it comes to decision making. Developing our emotional intelligence is advantageous to mitigating risks or potential negative consequences of our decisions. Understanding how our emotions affect our choices allows us to gain insight into the driving forces behind the behaviour and decisions of others. As leaders, we must support others in recognising their own unconscious emotional biases to allow space for more informed decision making.

Retain High Performers

An investment in leadership development training significantly reduces the likelihood of losing your top performers to other opportunities. Identifying high potential talent and nurturing their development can ensure future, long-term success. Programs that focus on refining and implementing business strategies help participants connect and commit to the goals of the company. Providing leadership training to high potential employees supports career pathways,  succession planning, and increases retention.

Builds Confidence

Confidence is an important pillar of effective leadership. Leaders must have the confidence in their own knowledge and capabilities, as well as that of their team members, in order to drive success.  Both established and aspiring leaders experience self-doubt from time to time. Unfamiliar challenges and changing business landscapes can create uncertainty. The benefits of leadership excellence provide us with the groundwork for figuring out how to overcome these challenges. We may not have the exact answer to a problem, but we are able to rely on our ability to source the solution and lead teams effectively. 

Implement Effective Leadership

One of the benefits of leadership excellence is developing the capability to uncover your personal leadership style. There are a number of different leadership styles, each with unique benefits and disadvantages. Understanding your personal ‘life-story’ and how to use it as a tool for leadership, builds a connection between you and your team. Leveraging this connection can help you to hone a leadership style that your team will best respond to.

Building leadership excellence creates more effective leaders and higher performing teams. Strong leaders are able to connect their personal experiences to their leadership style and inspire confidence and motivation in others. Their role is to support and develop the skills of their team members to foster an environment that values growth that leads to increased performance.

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

5 Reasons for Building Leadership Excellence

Getting the Most from Leadership Assessments

Getting the Most from Leadership Assessments

Before embarking on a leadership development journey, you need to understand what the changes you want to make are and why it is important to make them. We can not get to ‘point B’ if we do not know where we are at ‘point A.’ Completing a leadership assessment survey provides us with clarity about our current capabilities. We can identify areas for improvement and create a pathway to help us achieve our goals. Reviewing our competencies will allow us to track our progress in real time and make ongoing, valuable change that make us better leaders.

As an Individual

A leadership assessment can reveal insightful nuances about an individual person’s behaviour and way of thinking. When developing leadership excellence it can be helpful to understand these nuances so that training programs can be tailored to suit the individual’s thinking preferences and so, be more effective. Leadership assessment tools like the HBDI® and Everything DiSC® look at leadership through a personality based lens. The decisions we make are intrinsically biased by the ways in which we prefer to operate. Knowing what our unconscious biases are allows us to mitigate their impact, or leverage them at times they can be most effective. Knowing which traits we avoid is also useful in providing us with a place to start our learning. Effective training programs will be able to frame these limitations in ways within the scope of the individual’s preferred leadership and learning style. This makes the skills they are still developing more accessible when approached from a place of familiarity.

As a Team

The importance of leadership assessment at an individual level should extend to benefit the teams being led. There is a great value in assessing the leadership capabilities of an entire team. It is of course important that the members of a team get along and work well together. But there is also a risk that a lack of diverse perspectives will lead to stagnating performance. The benefits of leadership assessment for teams is that it discloses areas where there are gaps in skills and ways of thinking. Understanding each other’s thinking preferences makes us better communicators and effective problem solvers.  Building balanced, well-rounded teams provides more opportunities for collective growth.

Showing Up

It is not enough to simply fill out a survey about your skills and be done with it. You have either chosen, or have been asked, to complete a leadership assessment because you want to know yourself better. This includes accepting the areas in which you lack strength, and being willing to put in the effort to improve those skills. The best leadership assessment tools can, and should, surprise you in some way. Recalling why it is important for you to undertake this assessment holds you more accountable to yourself, your team, and helps you ‘show up’ in your leadership as someone open to opportunities for growth.

Assessing leadership excellence creates a space for individuals and teams to deepen their understanding of themselves and how they show up to face challenges. It allows us to form stronger relationships and improve performance through harnessing the differences in where our strengths lay.

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.

Getting the Most from Leadership Assessments

5 Benefits of Leadership Self-Assessment

5 Benefits of Leadership Self-Assessment

Conducting a leadership assessment can give you an objective idea of your capabilities and talents as a business leader. Having a strong understanding of your competencies allows you to capitalise on your strengths and mitigate the impact of potential skills gaps. The benefits of leadership self-assessments reach far beyond the individual to improve interpersonal relationships and organisational performance. 

Increase Self-Awareness

Learning more about yourself and the way you lead has a direct impact on your leadership effectiveness. An honest assessment of your leadership capabilities will reveal ways you can build upon your strengths and help you to confront weaknesses. This is not only key for your personal development, it will also increase your team’s trust in you and boost your credibility. It can be difficult for direct reports to offer candid feedback to leaders, so increasing your own self-awareness will have a greater impact on developing and sustaining leadership excellence. 


Create Goals

No matter what stage of your career you are in, a leadership self-assessment can provide insight into your abilities as a leader. There are a variety of tools that will help you to understand your strengths and performance in different areas. In developing this understanding, you will also discover the areas in which you need to focus future learning to be able to take on new challenges. For those with aspirations of becoming senior leaders, this can provide clarity and specificity on the experience and leadership training required to reach their career goals.

Progress Tracking

A lifetime career in leadership means that you should regularly be reassessing your own leadership skills. As the business landscape changes, so too should our approach to leadership. It is beneficial to both you and your teams that you stay ahead of current strategies and teachings. Undertaking leadership assessments at different stages throughout your career ensures your development remains aligned with your goals, and may even open up new opportunities that weren’t previously possible.

Clarify Development Plans

Leadership assessment tools play a critical role in the progression of organisational success when utilised as part of a leadership development plan. Assessing leadership excellence across all levels of the organisation helps executives to identify gaps within the talent pool, as well as those with the potential for senior leadership development. Opportunities for development can be prioritised to have the greatest chance of success. Leadership assessment allows individuals to gain a better sense of the part they play in the success of the organisation, and how they might expand their scope in the future.


Improve Working Relationships

Gaining clarity on your own styles of leadership and performance makes it easier to recognise in others. You can meet them where they are to develop personal connections and trust. More effectively influence their behaviours by adapting your approach. Understanding your own ‘life story’ and how to use it as a touchstone for leadership allows you to form meaningful relationships with your team and improve overall performance.

While it is important for current and aspiring leaders to gain insights into their leadership capabilities to excel in their career, they should also be aware of their impact on team performance as well. The best tools for assessing leadership excellence will have benefits that stretch beyond the individual. Role-modelling a desire to improve both personally and professionally, leads to increased levels of trust and productivity throughout organisations.

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

5 Benefits of Leadership Self-Assessment

What is the GROW Model?

What is the GROW Model?

The GROW coaching model was developed by coaching pioneer Sir John Whitmore and has been used for over forty years. It is a structure within which executive coaching may be conducted to aid leadership development. The coach is an objective facilitator whose role is to assist their client in identifying the best options available to them that will serve their goals, without offering specific advice or direction. It is up to the client to discern what is best for themselves. The use of the GROW model as a tool for leadership excellence within teams differs slightly from this because as leader, you will have some expertise that allows you to guide your team through options to avoid ones that could bring harm. The GROW coaching model is a four-step lens through which options are analysed and decisions can be made; Goal, Reality, Options, Will.

Goal 

The purpose of many coaching relationships is for the coach to help their client get clear on their goals, and identify strategies to help them reach them.  The focus of the Goal stage is on the solution and what the coachee wants to achieve, rather than the problem being addressed. Often, leaders will have a broad idea of what this looks like, though they may have difficulty articulating what needs to be done in order to succeed. An executive coaching program  provides leaders with the opportunity to explore their goals thoroughly and help them to establish specific targets they are then able to work towards.

Examples of Goal questions a coach might ask are:

  • Where are you going?
  • How long will it take to get there?
  • What are the benefits of achieving your goal?
  • How will you measure progress?

Reality

The Reality stage is used to frame the identified goals within the context of the coachee’s current situation. The executive coach helps their coachee to understand the problem they are trying to solve, and how doing so will impact themselves and those around them. It is an opportunity for the leader to  view the situation from alternative perspectives. The solution to certain problems can begin to emerge as a result of speaking aloud about them. Developing this style of thinking through senior leadership training will have considerable benefits for team problem solving once the new strategies are implemented.

Some useful Reality questions are:

  • What is happening now?
  • Who else is affected?
  • What steps have already been taken towards reaching your goal?
  • What may be preventing you from reaching your goal?

Options

Once goals have been set and the current reality has been examined, we can then begin the process of exploring what options are available. It is particularly important in this stage of the executive training  program, that the coachee leads the discussion. The coach must of course be able to provide clarity and guidance, but they can not make the final decision. The objective here is  for the coachee to come up with as many possible solutions that could help them succeed.

Questions asked during the Options stage should be open ended in order to drive discussion:

  • What are the options?
  • Who could help you with this, and how?
  • Where can you find more information?
  • What else could be done?

Will

By the time the Will stage is reached, the coachee should have a clearer idea how their goal can be achieved. It is here that specific actions must be committed to, that will make achievement possible.  The coach’s role now, is to help the coachee determine which of the options discussed should be taken up. Typically, the coachee will already have made the decision for themselves but will still benefit from assistance in building and committing to a measurable and actionable strategy. If the coach senses a hesitancy to commit, revisiting the Options is necessary for clearing roadblocks and finding the best way forward.

Examples of Will questions are:

  • What action are you going to take?
  • How are you going to do that?
  • What will keep you motivated?
  • What could prevent you from taking action? How will you overcome this?

The GROW model is an important part of building a coaching culture within teams and organisations. It helps groups and individuals to identify strategies for reaching their goals, including how to overcome obstacles they may face. A leadership excellence program that teaches the GROW model encourages meaningful conversation as a part of the problem solving process. It should also be noted that the model is not meant to be followed as a rigid structure. The GROW model is a framework that aims to prompt discussion that leads to effective solutions. While Goals and Reality will typically be explored first, coaching conversations can move between all four elements.

About the Author: The Leadership Sphere

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

What is the GROW Model?

The Importance of Building Good Habits

The Importance of Building Good Habits

We often set ourselves aspirational goals when we are feeling highly motivated and energised, only to find later on that we do not possess the tools needed to reach those targets. This can lead to feelings of self-doubt, or perceived inadequacy in our own capabilities. In turn, we lose motivation to act in pursuit of our goals and we stop making progress. Reducing the scope of our goal setting however, is not the solution. After all, developing leadership excellence requires clear and ambitious goals. To achieve those goals, we need to give ourselves the advantage of having the right tools in place that allow us to succeed.

Turn Goals into Habits

An issue that often arises when setting goals is that we want – or even expect – that we will be able to achieve them in a short timeframe. Even when we understand that logically, lasting change takes time and effort to accomplish. The number one way you will reach your goals is to create habits around them and build them into regular actions. It is about transforming the idea of what we want to achieve into actionable behaviours that contribute to greater, long lasting changes. 

The formation of entirely new habits makes them inherently difficult to stay consistent with because we are not used to performing that behaviour. In order to affect change, the best course of action is to anchor the habit you want to create to a specific time, location, or both. Using this method, the time and location become a trigger for you to implement the new habit you are forming. The Actionable Habit Builder calls this the New Habit Formula:

When (trigger) happens, instead of (current behaviour), I will (new habit).

When building new habits, specificity is important for establishing a metric by which we can measure our progress. The Actionable Habit Builder is a useful tool for senior leadership training because it encourages us to create specific habits that lead to effective behavioural changes.

Amplify Motivation

Our motivation to complete tasks is one of the most unpredictable factors in reaching the formation of new habits, even ones we want to initiate. When we experience high levels of motivation, it is more likely that we will enthusiastically commit to immediate action. However, if we are constantly waiting to be in the ‘right’ frame of mind before we take action, we simply don’t; and our behaviours do not change. It becomes a question of how we overcome feeling demotivated in order to make positive changes.

One of the benefits of executive coaching is that it is an opportunity for participants to explore their goals with someone who understands their underlying motivations. Working with an executive coach reveals the deeper thought processes that go into decision making and habit formation. In coaching leadership excellence, you are given a deeper understanding of your strengths and weaknesses. The relationship you form with your coach allows them to identify key factors that may be getting in the way of consistent habit practices. They can then assist you in creating strategies that overcome those roadblocks. Through regular coaching sessions, you and your coach work together to implement those strategies and hold you to account. Forming new habits takes time and effort to succeed. There will be times when your self-motivation depletes. When this happens you need to understand why that is happening and what you can do to overcome it so that you are still able to make progress.

Making lasting changes in our behaviour can be a daunting and difficult undertaking without the right support in place. Habit building tools and executive coaching programs provide support by allowing us to dig into what it is we want to change and why it is important that we do so. They hold us accountable so that we can see for ourselves the progress we are making. Forming good habits has many positive benefits on our behaviours and when tied to larger goals, helps us take regular action to achieve them sooner.

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

The Importance of Building Good Habits

The Difference Between Authority and Leadership

The Difference Between Authority and Leadership

The ability to successfully influence the behaviour of others is entirely dependent on the source. Influence via authority may at first appear to be an obvious example, the influence it yields may not have the desired outcome. Conversely, influence affected by inspirational and self-modeled leadership is far more likely to result in the desired action being taken. While there can be overlap of these two concepts, it is important to remember that they are not mutually inclusive. Confusing one for the other may have damaging effects on team performance.


Authority

In many workplaces, a person’s authority often stems from the title or position they hold within either their team or the organisation. This is often the case when there is a clear distinction between the person ‘in charge’ and the rest of the group. Managers and executives may use the power their title gives them to make and enforce decisions. While necessity sometimes calls for this, a manager who makes uncompromising demands of their team regularly may also find that performance diminishes or that there is high employee turnover.

Having authority over another group of people does not grant you dedication or respect from them on the basis of your title alone. Authority is merely the right to use the power your position allows you. It  can be a necessary tool in leadership and developing high performance. However, a reliance on authority over more influential leadership skills, will only alienate your team from their goals. Training for leadership excellence shows us how to overcome the mindset that authority is equal to leadership. 

Leadership

Where authority is bestowed upon a person in a certain position of a hierarchy, leadership is a characteristic that can be found in people regardless of their position. Those with strong leadership qualities are often able to motivate and inspire others simply by setting the example for them to follow. When this kind of person also happens to be a manager, the result is often high performance teams. A manager or executive who asks for the support of their subordinates to implement decisions will have a greater chance of meeting collective goals than those who order tasks to be completed.

Leading high performance teams requires some relinquishing of authority to ensure that achievements are reached through a collaborative process. Building and sustaining leadership excellence means that leaders understand how to have a more impactful influence on team behaviours because they take the care to engage on a more personal level. Important challenges are solved with peer consultation and individuals are empowered to put strategies into action. 


Finding a Balance

People often confuse the terms authority and leadership because we have historically considered authority as a defining trait of leadership. However, attempting to influence behaviour through authority alone can be met with resistance and changes take longer to accept. 

Gaining the respect and trust of colleagues is understood by great leaders to be a privilege. By forming a personal relationship with their teams, leaders earn the authority their position provides. High performance training programs aim to develop trusting relationships within teams that lead to increased productivity. Leaders who use their positional power to support, coach, and further develop their teams will gain followers who chose to be led. While it is true that authority is a necessary aspect of managing a team or running an organisation, it is not always the most important.

As a leader, how do you overcome the limitations of authority?


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 Difference Between Authority and Leadership

Overcoming the 5 Dysfunctions of Teams

Overcoming the 5 Dysfunctions of Teams

No matter how cohesive and successful a team may be, it is inevitable that they will face challenges that could potentially derail their productivity. When this happens in high performance teams (or indeed, any team), we need to look beyond the symptoms of low performance to find the true cause of this behavior. Based on the work of Patrick Lencioni, the 5 Dysfunctions of Teams explores the idea that to resolve surface level issues, you must first attend to lower level needs. Each dysfunction impacts on overall performance and must be overcome in order for teams to perform at their best. 

Dysfunction 1: Lack of Trust

The first dysfunction Lencioni identifies is a lack of trust amongst team members. When trust is minimal or absent, it is often because individually, we are afraid to appear vulnerable in front of others, and want to maintain an image of infallibility. This stops us both individually, and as a team, from asking for advice and developing collectively. We may even hesitate to provide positive feedback to others, or assist in areas outside of our own responsibilities.

Overcoming this fear of vulnerability, opens up opportunities to understand each other on a more personal level. Nobody is perfect. Being able to own up to that and admit to our weaknesses makes others around us more comfortable, and more likely to start doing the same. Learning about Rumbling with Vulnerability is a pillar of the Dare to Lead™ program, based on the work of Brene Brown. This section of the program aims to dispel many misconceptions people have about vulnerability. Typically thought of as a display of weakness, in Dare to Lead™, vulnerability becomes known as one of the fundamental tools for leaders to establish trusting relationships in their teams.


Dysfunction 2: Fear of Conflict

Team performance is enhanced when there are diverse voices contributing to the conversation. While this provides an incredible opportunity to achieve better results, it can also cause hesitancy to share an opposing idea for fear of creating conflict. Controversial topics are ignored even if they have the potential to create success for the team.

A great first step to take in creating constructive conflict is to be intentional about how these conversations take place. Designating even one-hour a month is an opportunity for your team to be able to voice their opinions, safe in the knowledge that they will not be negatively received. A leadership excellence program can be useful in building group dialogue skills that help teams to have conversations that matter. These are conversations that allow teams to delve deeper into topics or issues that are important to them, and they are then able to come up with resolutions as a unified group. It is important too, that these conversations be held regularly for sustaining high performance.

Dysfunction 3: Lack of Commitment

Perceived inaction, avoiding difficult conversations, and ambiguous goal setting are just a few reasons why there may be a lack of commitment from team members. Without clearly defined goals, teams do not know what it is they are working towards and therefore, have no real investment in the work they are doing. The same is true when there is limited communication surrounding decision making and problem-solving. 

When decisions are made that impact your team, explaining the rationale that led to that decision will help them understand and accept new changes. Inviting your team to be part of the decision making process also gives them a personal incentive to successfully implement those changes. Understanding the ‘why’ is important for building commitment to the actions being taken. Giving your team a strong reason for, and belief in, the work being done leads to increased dedication and better performance.

Dysfunction 4: Avoidance of Accountability

The ability to hold oneself accountable is a skill that is closely tied to our willingness (or lack thereof) to be vulnerable and admit to our mistakes. We fear failure. Sustaining high performance in teams also requires that team members hold each other accountable as well. Often we avoid doing this for fear of causing conflict even when an error would be costly. This results in team leaders becoming the sole source of accountability for the whole team. This can quickly become an overwhelming task for one person, especially in large teams.

Owning up to mistakes shows that you are responsible for your own actions. True self-accountability goes beyond this when you make conscious and demonstrable changes in your behaviour, or work to correct specific errors. Holding others accountable does not have to be a combative exercise. Intent is important here. Criticism for its own sake is counterproductive to team effectiveness. Blame is not the same as accountability. Feedback should aim to support the recipient and help them to constructively improve future performance.

Dysfunction 5: Inattention to Results

When the vision of team success is overlooked in favour of individual achievement, collective progress stagnates. You may even lose valuable market competition, or results-oriented team members. While leading high performance teams usually means there are high levels of self-motivation to completing tasks, it is the leader’s role to ensure a clear team focus. As with the avoidance of accountability, leaders must ensure that each member of the team has a concrete understanding of how their individual role contributes to the team purpose and achievement of results. 

Measurable metrics will be a considerable aid in maintaining team focus. A useful practice in developing leadership excellence within teams creating habits for success. By setting simple goals, and rewarding the team as a whole for their success, fosters a greater connection amongst team members and continued desire to achieve results. 

Understanding the 5 Dysfunctions of Teams is important for leading high performance teams. The capability to diagnose workplace challenges and overcome them is an integral part of developing leadership excellence. Dysfunction prevents effectiveness in the pursuit of team success and cohesion. Delving into how each dysfunction contributes to challenges, helps teams to form better and long lasting solutions. 

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.

Overcoming the 5 Dysfunctions of Teams

Benefits of the Team Management Profile (TMP)

Benefits of the Team Management Profile (TMP)

The key to organisational success lies in the ability of people to work effectively together. This only occurs when individuals understand their unique contribution and use these insights to implement change. The Team Management Profile is a research-based psychometric profiling tool for personal, team, and leadership development that delivers a framework to build high performing organisations. It gives individuals the self-knowledge and strategies required to improve their performance and work.

For the Individual

As a personal development tool, the Team Management Profile helps individuals discover their strengths as a contributing member of their team. When we do not enjoy the work we are doing, motivation is low and results in poor or average performance. The Profile asks individuals to reflect on their role and identify their preferences for certain tasks. They gain a holistic depiction of their individual approach to work. Often what is found is that people are taking on tasks that do not excite them, or provide a sense of accomplishment. When teams achieve a higher level of connection between their work preferences and job demands, it increases the team’s energy, enthusiasm, commitment and motivation, as people are undertaking work they enjoy.

Gaining an understanding of your personal Team Management Profile allows leaders to form a complete idea of their leadership style. This can be particularly useful for potential leaders and those looking to advance to more senior positions. As a detailed, work-focused feedback tool, the Profile provides insights into how an individual approaches work, and working with others. This allows them to develop strategies to improve working relationships, and harness their strengths to make progress in their career goals.


For the Team

From a team perspective, the Profile is even more invaluable. Once you have a map of the team’s collective strengths and areas for improvement, a team can easily strategise on maximising their strengths and minimising the gaps. Designed specifically for use in the workplace, the Team Management Profile provides a complete approach to building balanced, high performing teams. Understanding an individual’s strengths and approach to work, helps leaders to diversify their teams and ensure that there are as few development gaps as possible. Teams that understand each other’s approach to work are better collaborators, better communicators, and better at engaging with conflict resolution. Collectively, this allows for enhanced team productivity. 

Where gaps do occur, the Team Management Profile assesses the likely impact of the least represented roles in the team. From this, an action plan can be created that might involve re-delegating tasks, outsourcing the skills needed, or implementing training programs. By linking the learning back to a concrete training and development plan, the Profile provides a proven framework and model to navigate change. 

The TMP is about learning, not assessment. The Profile can be used throughout organisations to improve performance and achieve better business outcomes. The Profile provides a common language and framework for individuals, teams, and organisations to recognise their strengths in the workplace, enabling positive, lasting change. Constructive, work-focused information helps individuals understand why they work the way they do, and how they can develop strategies to improve how they work with others. The Profile and related materials provide insights about your work preferences in relation to leadership style, team building, interpersonal skills, and communication.

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.

Benefits of the Team Management Profile (TMP)

The Barrett Model™ Explained

The Barrett Model™ Explained

The Barrett Model™ assessment aims to provide an understanding of authentic motivations for our actions. Our values, conscious or unconscious, motivate each action and decision we make. Inspired by Abraham Maslow’s Hierarchy of Needs, the Barrett Model™ identifies the seven most important areas of human motivation. The model ranges from basic survival to a greater, societal contribution. Looking at it through the lenses of Personal Consciousness and Leadership, we begin to see how we can use this model to become better individuals, and better leaders.

The Personal Consciousness Model

At its core, the Personal Consciousness Model tells us that we must first focus on meeting our personal needs for survival and relationships in order to establish our strongest sense of self. Before we can begin to work towards being of service to others, we should ensure that we have the capacity, ability, and resources to do so. The central, transformation stage in this model is important because it is the autonomy, freedom, and responsibility we establish for ourselves here that pushes us past satisfying only the needs that serve us. The top of the Personal Consciousness Model is where we begin to identify our externally motivated values and strive to achieve more for the sake of others.

The Leadership Model

Transposing these ideas onto the Leadership Model can see how they connect to their application at the team level. The survival and relationship needs of leadership require that the health and safety of teams are taken care of, and that there is a mutual connection and support to excelling in productivity. Innovation and risk-taking are key to evolving leadership capabilities beyond a results orientation. Authenticity, mentorship, and vision are demonstrated by leaders who leverage their success to bring further opportunities to their teams and greater community. They value creativity and collaboration to achieve long-term goals in service of their purpose. 

The Barrett Model™ is used to identify the values of individuals and groups through conducting a series of assessments. In doing so, you gain a precise picture of your organisation’s current and future dynamics. Understanding your values can provide an indication of potential issues or conflict within your organisation. By clarifying those values, you are able to address problems before they can be expressed. Action plans are then based on accurate insights that coincide with the particular circumstances and needs that are unique to you. A targeted and measurable strategy is created that leads to the development of a prospering workplace culture and high performing teams.

About the Author: The Leadership Sphere

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

The Barrett Model™ Explained