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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

build 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

lifestyle inventory assessment

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

individual values 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

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?

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

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

Dare to lead

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

Team Management Profile

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)

barrett values centre personal values assessment

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

leadership circle assessment

The Leadership Circle® Tools Explained

There is no substitute for effective leadership. If we want to develop more effective leaders, and to do that more rapidly and sustainably, we need a more comprehensive approach. The Leadership Circle has taken the best of what has been learned over the last half century and woven it into the first Unified Theory of Leadership Development to arise in the field. Based on this unique framework, we offer a complete and integrated System of Leadership Development. The combination is unparalleled. We support leadership transformation – change that evolves authentically from the inside out. We offer tools, methodology, and support for deepening the conversation with leaders so that change can occur on a deep, significant, life-altering level.

 

*The Leadership Circle Profile™ (LCP)

The Leadership Circle Profile is a true breakthrough among 360 degree assessments. It is designed to accelerate leadership effectiveness beyond traditional competency-based approaches. The first to connect a well-researched batter of competencies with the underlying motivations and habits of thought, it reveals the relationship between patterns of action and the internal assumptions that drive behaviour. The Leadership Circle Profile provides insights into actionable strategies to lift your leadership to a higher level.

 

leadership development Bob Complying graph

*The Collective Leadership Assessment™ (CLA)

The Collective Leadership Assessment™ delivers a powerful “litmus” test of your collective leadership effectiveness. It reveals valuable data that tells you how your people view their current leadership culture and compares the reality to the optimal culture they desire. Analysing this “gap” allows the CLA to identify key opportunities for leadership development. In comparing your collective leadership effectiveness with that of other organisations, the CLA offers businesses an active competitive edge. 

 

 

 

The ResultsEngine® Follow-Through Tool

Creating successful and effective leaders requires support and an active follow-up process. This web-based ResultsEngine works with the Leadership Circle Profile and the Leadership Circle workshops to ensure that managers and leaders take the necessary steps to achieve their goals. The fastest and most effective way to improve outcomes from development planning initiatives is to actively support and manage the follow-through process. In doing so, you create ongoing and lasting change.

 

The Leadership Circle tools affect change by identifying the competencies and motivations that drive behaviour. By revealing the gap between the current and desired effectiveness of leadership,  you are able to engage in strategies to develop specific areas of growth. Most importantly, the Leadership Circle tools offer ongoing support and feedback to ensure the changes made help leaders reach their long-term goals.

 

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 Leadership Circle Profile™ and the Collective Leadership Assessment™ are created and owned by The Leadership Circle®. Certified by The Leadership Circle®.

 

The Leadership Circle® Tools Explained

human synergistics

The Tools of Human Synergistics

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

 

Individuals

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

 

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

 

Groups and Teams

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

 

Organisations

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

 

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

 

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

The Tools of Human Synergistics

everything disc

The DiSC Profiles

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

 

(D) ominance

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

 

(i) nfluence

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

 

(S) teadiness

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

 

(C) onscientiousness

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

 


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

 

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

 

The DiSC Profiles

actionable conversations

Actionable Conversations™ Explained

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

 

Three Levels of Actionable Conversations™

SUSTAIN

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

 

SCALE

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

 

SYSTEM-WIDE

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

 

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

 

 

 

 

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

 

Actionable Conversations™ Explained

management coaching program

5 Steps to Improving Performance Management

The prime objective of performance management is to work towards the improvement of performance at the overall organisational level. To achieve this, efforts must be made to develop the skills of all employees.  Without support and regular communication with leaders, you can not hope to see improvements in effective performance management. Small changes can have a significant impact on both performance and productivity.

 

Frequent Feedback

Performance management differs from performance reviews that are usually only an annual reflection of past behaviours. In comparison, performance management involves providing regular feedback that allows for improvements to be made when they will have the most benefit. It is better to take preventative measures to identify potential skills gaps and correct them immediately, rather than address them after the fact. By engaging in frequent feedback conversations, you increase employee engagement and productivity in high performance teams. 

 

Establish Expectations

One of the most successful ways to ensure high performance is to have a clearly defined set of expectations for your team to adhere to. Engaging in a high performance training program and useful in establishing roles and goals beyond the job description alone while providing participants with the skills to achieve them. Getting clear on expectations reduces confusion on the part of both employees and leaders that would otherwise lead to miscommunication and potential errors. 

 

Provide Support

To achieve successful performance management, your teams must have the support of executive level leaders. Not only through verbal communication, but in their actions and the culture of the organisation. Developing leadership excellence should be a priority of executives who wish to cultivate a culture of high performance. When leaders participate in the same performance management processes as their direct reports, they project the importance of developing skills in order to reach new levels of success. 

 

Adaptive Goals

One hindrance to achieving high performance is in setting non-negotiable goals. Specificity and deadlines are necessary for goal completion, but failing to account for changes in market conditions or other circumstances beyond a person’s control will only have a negative impact on performance. Making goals that are adaptable reduces pressure felt to deliver results when conditions may prevent it. Regularly reviewing goals ensures that both leaders and employees feel there is a balanced workload and identifies opportunities to set stretch goals.

 

Leader Coaching

There is a direct relationship between effective coaching and managing high performance teams. Leaders who invest the time to coach and develop their employees are more likely to see an increase in performance. Building leadership excellence allows leaders to become coaches capable of positively influencing the progress of others. Ongoing development conversations between leaders and their direct reports support better outcomes and have a positive impact on individual performance.

 

Leadership development training for both leaders and employees makes it possible to build effective performance management processes across the entire organisation. Engaging in conversations that address the goals and expectations of an individual’s role help to foster a workplace culture that values development and filling skills gaps. Providing role clarity, opportunities for growth, and regular feedback are simple ways to improve performance management that can make a significant impact on your business.

 

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

5 Steps to Improving Performance Management

leading excellence

Striving for Excellence

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

 

Purpose Clarity

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

 

Embrace Vulnerability

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

 

Empowering Leadership

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

 

Ongoing Improvement 

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

 

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

In what ways to strive for excellence in your leadership?

 

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

 

Striving for Excellence

what is excellence in leadership

The Positive Impacts of Leadership Excellence

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

Coach, Grow, Develop Others

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

 

Values Driven Leadership

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

 

Create Meaningful Change

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

 

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

 

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

 

The Positive Impacts of Leadership Excellence

leadership excellence meaning

Measuring Leadership Excellence

Understanding leadership excellence is important for leaders at every stage of their development journey. It establishes a clear measurement of where they have started, how far they have come, and where they still hope to go. Such measurements can be calculated through the implementation of leadership assessment and development tools. Receiving these assessments regularly are a valuable part of any leadership development journey.

 

When assessing leadership excellence, the two facets most often associated with strong leaders are their character and influence. In particular, it is how a person’s character contributes to their influence that indicates their level of leadership excellence. 

 

Character

A person’s character is the driving factor behind their ability to influence and lead their team or organisation. Those with a strong character tend to be viewed by others as being trustworthy, responsible, and fair in their decision making. It is these skills that make them appealing and incite positive responses from other people.

 

It can be difficult to assess for a quantifiable measurement of these aspects of character, but it is possible to gauge these characteristics by interpreting how a person’s peers and employees perceive them. The 360º Feedback Report is designed around this model of assessment. Both the individual and a select group of those they work with are asked to complete a survey that, when compared, provides a complete picture of the leader’s character. 

 

Influence

Influence is one of the biggest measurements of leadership excellence. Being able to inspire and motivate others into reaching their fullest potential is a critical aspect of your role as a leader. By making use of leadership tools for individuals as well as groups, you begin to form a clearer impression of the impact that the individual’s leadership skills have on the performance of their team.

 

An individual’s ability to influence the behaviours of those around them stems from their existing interpersonal relationships. Having good character and establishing trust between yourself and others, allows you to build effective interpersonal relationships. The benefits of leadership assessment tools like the Trust Inside Assessments include in-depth measurements of a person’s ability to build trust at both the individual and team level. 

 

Character and influence are two of the defining aspects of leadership excellence. The higher a person’s character is perceived to be, the greater the amount of influence they are able to impart onto others. To gain a full understanding of an individual’s measurement of leadership excellence, the best leadership assessment tools should be administered at both the individual and group level. 

 

What characteristics are most important for you as a leader?

 

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.

 

Measuring Leadership Excellence

leadership excellence meaning

5 Ways to Develop Leadership Excellence

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

 

Complete a Leadership Circle Profile™

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

 

Integrate Learning

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

 

Build Team Alignment

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

 

Develop Your Emotional Intelligence

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

 

Leadership Impact

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

 

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

 

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

 

5 Ways to Develop Leadership Excellence

leadership coaching programs

How Executive Coaching Builds Leadership Excellence

Executive coaching can teach us ways to approach our daily life with balance and mindfulness. Developing leadership excellence provides the opportunity for leaders to build a high-level capacity for visionary thinking in addition to improving the practical skills needed for driving performance within their organisation. Receiving support in their development journey, creates a leadership team that values continual education and improvement to remain competitive. 

 

Skills Assessment

All leadership coaching must begin with an assessment of current strengths and developmental needs. To get a complete picture of what this looks like, participants will find great benefit in completing both introspective reflection as well as gaining insight from a 360º Feedback Report. Engaging with both styles of skills assessment significantly reduces biases – especially when conducted anonymously – while also demonstrating how your self-perception aligns with that of those around you.

 

Know the Leadership Skills Most Often Needed

Discovering your areas of improvement will be most effective if you are aware of the core skills leaders most often need. The best executive coaches will be knowledgeable of what these are and how you might work towards building them for yourself. Though it is important that you conduct your own research into these as well. Leadership has been studied for decades and the definition of leadership excellence has altered over time. There are some competencies that have remained consistent. To be an effective leader you need emotional intelligence, expertise, influence, and the right character. Each can be developed, but all will take dedication and hard work to grow into leadership excellence.

 

Develop Personal Understanding

One of the primary goals of an executive coaching program is to establish a strong understanding of yourself and your personal leadership style. There can be as many ways to lead successfully as there are leaders. Finding what works for you and your team is more important than fitting yourself into a preconceived model of what leadership ‘should’ look like. Coaching for leadership excellence aims to provide participants with a deeper understanding of themselves and how they may use their ‘life-story’ as a touchstone for leadership. It is how your developed personal capabilities fill gaps that make for effective leadership.

 

Unlock Leadership Potential

The phrase ‘executive coaching’ is not an indication of the seniority of its participants, rather it refers to the high level of leadership skills you are able to develop through engaging with the program. Providing senior leadership training to individuals looking to expand their capabilities unlocks previously untapped potential and creates cohesive leadership throughout your organisation. Leaders who feel more supported will have an increased engagement and overall performance within your organisation. 

 

The development of leadership skills through executive coaching programs helps to create meaningful, sustainable change at the individual and organisational level. Coaches guide participants to realising the full scope of their abilities through regular one-on-one sessions. Current and aspiring leaders benefit greatly from learning how to incorporate their own experiences into establishing a leadership style that engages and inspires those around them to reach their highest potential.

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

How Executive Coaching Builds Leadership Excellence

what is leadership excellence

The Advantages of Leadership Excellence

In developing leadership excellence we cultivate a workplace environment that encourages constant growth and improvement. Through leadership excellence programs, participants gain the confidence and capability to lead teams effectively. They are role models of behaviours that become standard practice and inspire others to perform beyond expectations. 

 

Leaves Room for Improvement

Often when we talk about leadership development, people confuse excellence with perfection. It is impossible to achieve perfection, attempting to do so limits creativity and results in more failures due to added pressure. Striving to achieve leadership excellence, allows space for mistakes to be made and performance to be improved with each iteration. Executive leadership training emphasises the importance of reducing workplace stress that frequently accompanies organisation with a totalitarian approach to achieving goals.

For teams to become consistently high performing, it is necessary to both develop and sustain leadership excellence. Sustainability means that there is always the goal of producing the best quality product or service, while also striving to be better in the future. Processes, technologies, and industries progress all the time. Believing that your organisation already has the ‘perfect’ version does not leave room for innovation or improvement. Ignoring the value of creativity will leave you stagnant and struggling to catch up to more open-minded companies. 

Executive coaching programs provide leaders with a means of developing innovative thinking that opens the doors for input from a diverse range of sources. Coaching for leadership excellence requires an established, trusting relationship between coach and client. The right coach will be able to challenge you to expand your capabilities and become more receptive to new ideas. 

 

Become a Role Model of Leadership Excellence

Leadership excellence programs aim to teach participants ways to coach, grow and develop the people they work with. The most effective way leaders can do this is to set the example of influence they are hoping to impart. It is the actions we perform that others will watch and critique. Your team will notice if you are not living your values. If you are expecting excellence, you must also become excellent. 

It is much easier to influence the behaviour of others and unlock their potential by being the model that you wish to see. Senior leadership training doesn’t only benefit participants, but everyone they work with from then on. What is learnt in such programs impacts the way you lead and develop others. Being the standard and role model of excellence, you not only realise your own potential but the potential of those around you as well. 

Learning how to harness and model leadership excellence can have a number of advantages on individuals at every level of the organisation. While it is important that our leaders provide a clear example of behaviours to be followed, they should also set the expectation that perfection is not the ultimate goal. Leaders who engage in executive coaching programs to develop their ability to influence their teams, will see an increase in overall performance throughout their organisation.

 

How do you demonstrate excellence in your workplace?

 

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 Advantages of Leadership Excellence

leadership learning objectives

How Leadership Excellence Benefits Others

In developing leadership excellence we cultivate a workplace environment that encourages constant growth and improvement. Through leadership excellence programs, participants gain the confidence and capability to lead teams effectively. They are role models of behaviours that become standard practice and inspire others to perform beyond expectations. 

 

Leaves Room for Improvement

Often when we talk about leadership development, people confuse excellence with perfection. It is impossible to achieve perfection, attempting to do so limits creativity and results in more failures due to added pressure. Striving to achieve leadership excellence, allows space for mistakes to be made and performance to be improved with each iteration. Executive leadership training emphasises the importance of reducing workplace stress that frequently accompanies organisation with a totalitarian approach to achieving goals.

 

For teams to become consistently high performing, it is necessary to both develop and sustain leadership excellence. Sustainability means that there is always the goal of producing the best quality product or service, while also striving to be better in the future. Processes, technologies, and industries progress all the time. Believing that your organisation already has the ‘perfect’ version does not leave room for innovation or improvement. Ignoring the value of creativity will leave you stagnant and struggling to catch up to more open-minded companies. 

 

Executive coaching programs provide leaders with a means of developing innovative thinking that opens the doors for input from a diverse range of sources. Coaching for leadership excellence requires an established, trusting relationship between coach and client. The right coach will be able to challenge you to expand your capabilities and become more receptive to new ideas. 

 

Become a Role Model of Leadership Excellence

Leadership excellence programs aim to teach participants ways to coach, grow and develop the people they work with. The most effective way leaders can do this is to set the example of influence they are hoping to impart. It is the actions we perform that others will watch and critique. Your team will notice if you are not living your values. If you are expecting excellence, you must also become excellent. 

 

 

It is much easier to influence the behaviour of others and unlock their potential by being the model that you wish to see. Senior leadership training doesn’t only benefit participants, but everyone they work with from then on. What is learnt in such programs impacts the way you lead and develop others. Being the standard and role model of excellence, you not only realise your own potential but the potential of those around you as well. 

 

Learning how to harness and model leadership excellence can have a number of advantages on individuals at every level of the organisation. While it is important that our leaders provide a clear example of behaviours to be followed, they should also set the expectation that perfection is not the ultimate goal. Leaders who engage in executive coaching programs to develop their ability to influence their teams, will see an increase in overall performance throughout their organisation.

 

How do you demonstrate excellence in your workplace?

 

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 Leadership Excellence Benefits Others

building a high performance culture

5 Ways Leaders Influence Performance

It is necessary to make use of leadership excellence to drive performance and success over the long term. Many high performance teams are capable of operating independently of direct leadership. Though to truly reach their highest potential, there must be a guiding presence who can assist them in accomplishing greater feats. It is the responsibility of team leaders to inspire and motivate others to outperform expectations by delivering critical business imperatives. 

 

Encourage Collaboration

A defining characteristic of the best high performance teams is their ability to work collaboratively in service of common goals. Leaders who foster an environment that encourages and relies on collaborative processes, will see consistently successful results in the work their team produces. High performance training programs help teams to establish stronger trusting relationships and to provide clarification on team purpose. This establishes a basis on which strategies and processes can be built. 

 

Avoid Shortcuts

As companies grow, most executive leaders look for ways to streamline processes without sacrificing quality or performance. Efficiency in productivity can be extremely beneficial, though it can sometimes lead to the creation of shortcuts that do little for maintaining high performance. To combat this phenomenon, leaders must establish clear expectations that can not easily be misunderstood. Leading high performance teams requires exceptional communication so that each individual understands where they are heading and how to get there. 

 

Be Exceptional Decision Makers

The self-sufficiency of high performance teams is often seen as one of their many beneficial qualities. The role of leaders of high performance teams is that of guide, ensuring that their path to success remains clear. Often this means that they are there to provide answers and make decisions when the team is unable to do so. In developing leadership excellence, individuals are taught to recognise and solve important challenges. Being able to make the right choices for their team is a key marker of the best high performance team leaders.

 

Show Commitment

Leaders who do not openly display their commitment to their teams, should not expect others to commit to them or their vision. If you are not willing to dedicate your own efforts towards achieving the very goals that you set out, how can you expect your team to do the same? High performance team leaders provide much needed support to those they are asking to realise their vision. In doing so, they create a culture of belonging within their team. Establishing personal connections can have a positive impact on the team’s emotional well-being, productivity, and performance.

 

Nurture Growth

One of the best, and most direct, ways for leaders to improve performance is to actively advocate for the growth of their team’s skills. Developing high performance teams fosters a sense of loyalty that employees often will reciprocate by making a greater effort in their performance. The quality of work is much higher in teams who share a mutual appreciation with their leaders, than in teams led through fear or intimidation. 

 

The influence of positive leadership actions can not be understated. Inspiring leaders who understand the complexities of their team and how they operate as a unit will be able to see a greater increase in performance and productivity. By demonstrating their commitment to the growth of their team and being clear communicators, they foster a culture of collaboration and success. 

 

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

 

5 Ways Leaders Influence Performance

leadership skills inventory

6 Skills Needed for Leadership Excellence

Leadership excellence is not always a measure of how successfully a manager’s directions have been followed. True leadership excellence is much more the result of their ability to inspire their teams to achieve the extraordinary. They must be effective communicators, decision makers, visionaries, students, and coaches. Undertaking senior leadership training programs can help leaders become more effective and successful.

 

Integrity

Maintaining a consistency in your beliefs and values affords you the ability to lead with integrity. Operating with a guiding set of principles will make it easier not to compromise those values when faced with challenges. To lead with integrity we must first develop an understanding of what our personal values are. A personal values assessment will help to determine how the qualities you value in leadership align with your perception of the current and desired culture of your organisation. Hold yourself accountable, and others will do the same.

 

Recognition

Everyone likes hearing that their efforts are appreciated. Great leaders know this and express their gratitude freely, no matter how small the contribution. This is not to say that they are over praising individuals when they are meeting expectations. Rather they display genuine appreciation for necessary but often overlooked efforts made that have a significant or positive impact on the project. Acknowledging your team’s ongoing hard work and celebrating their accomplishments, reinforces a strong work ethic and fosters a positive team environment. 

 

Honesty

The key component of genuine praise and criticism is that it is provided honestly. Compliments mean more to us if the person giving them, truly means what they are saying. Similarly, we are less likely to take personal offence to criticism if we can recognise the truth of it ourselves. An often cited example of this idea comes from Brene Brown. In her book Dare to Lead™, she states that “Clear is Kind, Unclear is Unkind.” This is a significant focus of the Dare to Lead™ leadership development program. It is better to be honest in your critiques to allow for  development, than it is to be vague in an attempt not to hurt someone’s feelings.

 

Delegation

If you have ever found that your team’s progress on a project has stalled because they are waiting for your approval, you may consider removing yourself from the process if possible. By delegating entire processes to your team and entrusting them with more responsibility, you empower them to make better decisions and become high performers. Engaging them in leadership training programs, and even coaching them yourself, promotes autonomy and accelerated performance amongst your team. Delegation does not mean that your role as leader transfers from you to someone else. In developing leadership excellence, you understand that mistakes will occur. You should still be following up on delegated tasks and providing support when necessary.

 

Vision

Having a clear vision or direction for your organisation is an integral trait of leadership excellence. Defining this vision and communicating it effectively with your team ensures that each individual understands the goal you are aiming to achieve. Communicating vision and inspiring others to act on it is a trait that is not always considered particularly skilful. This could not be further from the truth. Developing insightful foresight takes just as much practice and experience as any other leadership skill. Doing so can be the difference between a successful execution or an unsuccessful one. 

 

Learning

Great leaders constantly seek to improve upon their existing skills to keep up and even get ahead of industry trends. Training for leadership excellence means identifying areas that can be improved and building upon already proven strengths. For some, this may require them to identify those areas with the help of a Hogan 360º Report or assessments from an executive training program. Industry standards and processes are always evolving and leaders must evolve their expertise along with it to continue to grow their success.

 

Building leadership excellence requires dedication to both yourself and your team. Senior leadership training can be an effective tool to help leaders understand their own values and how to become better communicators. Leadership development is an ongoing process that will only result in benefits for you, your team, and your organisation as a whole. 

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

6 Skills Needed for Leadership Excellence

effective leadership outcomes

Building Effective Leaders

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

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

 

Assessing Potential Leaders

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

 

Developing Potential Leaders

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

 

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

 

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

Building Effective Leaders

executive coaching

Developing a Coaching Culture

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

 

Coaching vs. Managing

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

 

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

 

Coaching to Lead

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

 

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

 

 

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

 

What coaching strategies do you employ to promote skills development?

 

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

 

Developing a Coaching Culture

executive coaching services

5 Coaching Skills all Leaders Need

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

 

Offer Support

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

 

Provide Guidance

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

 

Encourage Reflection

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

 

Growth Culture

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

 

Adaptive Communication

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

 

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

 

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

5 Coaching Skills all Leaders Need

culture change benefits

5 Benefits of Driving Change

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

 

Strategy Alignment

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

 

High Performance Culture

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

 

 

Minimises Potential Risks

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

 

Shorter Transition Periods

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

 

Alleviate Stress

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

 

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

 

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

 

5 Benefits of Driving Change

culture change benefits

How Leaders Shape Culture

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

 

Defining Culture

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

 

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

 

Reinforcing Culture

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

 

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

 

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

 

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

 

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

How Leaders Shape Culture

learning outcomes for leadership development

5 Steps to Improving Leadership Development

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

 

Understanding Values

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

 

Evaluation

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

 

Be Vulnerable

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

 

Be Challenged

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

 

Establish Development Culture

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

 

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

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

5 Steps to Improving Leadership Development