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How Resilient and Ready is Your Health?

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How Resilient and Ready is Your Health?

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

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

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

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

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


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

Learn more about our Leadership Excellence Program

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

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

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


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

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

Head – I Know

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

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

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

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

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

Head – I Feel

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

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

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

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

Head – I Do

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

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

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

Book a Consultation

About The Leadership Sphere

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

Let us help you find what you’re looking for!

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How Resilient and Ready is Your Health?

Leadership Trends to Expect in 2023

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Leadership Trends to Expect in 2023

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

Culture of Remote Teams

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

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

Learn more about our Assessment and Profiling Tools

Emphasis on Psychological Safety

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

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

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

Personalised Learning

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

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

Data-Driven Decision Making

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

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

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

Book a Consultation

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.

Let us help you find what you’re looking for!

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Leadership Trends to Expect in 2023

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Being a Values Based Leader

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Being a Values Based Leader

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

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

Authentic Leadership

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

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

Learn more about our Assessment and Profiling Tools

Purpose Driven Leadership

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

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

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

Empowerment of Others

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

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

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

Book a Consultation

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

Let us help you find what you’re looking for!

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Being a Values Based Leader

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Relationship Building (the Foundation of a High Performing Team)

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Relationship Building (the Foundation of a High Performing Team)

Relationship building is an essential part of creating a high performing team. It is the foundation that successful teams are built upon, as it allows for better communication, understanding and collaboration to occur within the team. Relationship building involves getting to know each other on a more personal level, spending time together outside of work, and working together to solve problems. Working on activities such as team building exercises, group outings and social gatherings are all great ways to help build relationships between team members. Establishing clear lines of communication between team members will also go a long way in fostering strong relationships within the team.

Develop Emotional Intelligence

Building strong relationships are integral to high performing teams, and emotional intelligence is the key factor in this regard. Emotional intelligence is an important tool for understanding, managing, and evaluating emotions of oneself and others. It helps to build trust among team members by recognizing emotions, reacting appropriately to them, and showing empathy and self awareness.

Having high emotional intelligence can help create a positive work environment, foster meaningful conversations, and bring out the best in team members. It encourages an open dialogue which allows opinions to be heard without judgement and creates an atmosphere of mutual respect. This can lead to more creative thinking, collaboration, and innovation as team members are more comfortable sharing ideas and giving constructive feedback. High performing teams are able to communicate more effectively and respond quickly to changing external environments, making them well equipped to overcome unexpected challenges.

Learn more about our High Performance Teams program

Highlight Collective Achievements

It is important to recognize the importance of individual team members as well as collective accomplishments. Celebrating each other’s successes and recognizing hard work will lead to a more collaborative atmosphere with increased motivation and engagement. It can also help build good relationships between team members, fostering greater trust and understanding. Acknowledging the efforts of team members is an easy way for senior leadership to show appreciation and build camaraderie within a team.

When senior leaders provide their teams with shared objectives and targets, it encourages collaboration and fosters a sense of unity among the group. With collective goal setting, all members have ownership in the goals and can work together to achieve them, which leads to greater engagement and motivation. Celebrating collective achievements can create a sense of pride within the team, as well as increased commitment to working together towards future goals.

“Celebrating collective achievements can create a sense of pride within the team, as well as increased commitment to working together towards future goals.”

Provide  Clear and Meaningful Feedback

High performing teams must also have effective feedback channels in place. Clear and meaningful feedback is essential for team members to understand what they are doing right, as well as areas of improvement. This can help build trust within the team, as it helps them to become more confident in their abilities. Regular constructive feedback from senior leaders can help team members stay motivated, engaged and on track to achieving the set goals.

When teams are set up for success, adaptive leadership is needed to help them achieve goals. Leaders should be adaptive and responsive to the needs of their team, encouraging them to take initiative while providing guidance. Adaptive leadership focuses on providing the right amount of structure while allowing for creativity and exploration in problem solving. It involves creating an environment where team members are empowered to make decisions, supported by strong relationships and open communication.

Managing Conflict

A critical skill needed for leadership excellence in high performing teams is understanding how to effectively manage conflict. Conflict within any relationship can arise from different perspectives, values, or goals and it can be highly disruptive to team performance if not managed appropriately. It’s essential for team leaders to use their emotional intelligence to recognize and manage conflicts in order to ensure a productive work environment.

Leaders should be prepared to address conflicts as soon as they surface, encouraging team members to work together and find solutions. Team leaders can create a safe environment for these conversations by listening to all perspectives without judgement, helping the team reach an agreement that works for everyone.

Effective leadership is essential for high performing teams. By recognizing individual and collective accomplishments, providing clear and meaningful feedback, setting shared objectives, managing conflicts appropriately, and encouraging continuous learning among team members; leaders can foster an environment of trust that leads to collaboration and innovation. With these leadership skills in place, a team will be well-equipped to handle unexpected challenges while achieving success together.

Book a Consultation

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

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Relationship Building (the Foundation of a High Performing Team)

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Identifying Burnout and the Importance of Prevention to Maintain Performance

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Identifying Burnout and the Importance of Prevention to Maintain Performance

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

Leadership Development Implications

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

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

Learn more about our High Performance Team programs

Recognising the Signs of Burnout

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

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

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

Finding Strategies for Prevention

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

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

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

Book a Consultation

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.

Let us help you find what you’re looking for!

TOP STORIES

Identifying Burnout and the Importance of Prevention to Maintain Performance

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The Lasting Impact of Leadership Development

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The Lasting Impact of Leadership Development

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

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

Individuals

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

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

Learn more about our Leadership Excellence Program

Teams

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

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

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

Organisations

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

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

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

Book a Consultation

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

Let us help you find what you’re looking for!

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The Lasting Impact of Leadership Development

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Resilience in Leadership

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Resilience in Leadership

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

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

Building a Mindset for Growth

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

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

Learn more about our Leadership Excellence Program

Leading with Empathy and Compassion

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

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

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

Nurture and Value Working Relationships

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

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

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

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

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4 Podcasts to Help you be a Better Leader in 2023

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4 Podcasts to Help You be a Better Leader in 2023

Leadership is an essential skill to have in the 21st century. But it can be difficult to stay on top of all the new trends and strategies that are emerging. Fortunately, there are a number of great podcasts out there dedicated to helping you become a better leader in 2023. From interviews with influential leaders to deep dives into management theories, these four podcasts will help you develop your leadership skills and understand how best to lead others. So if you’re looking for ways to improve your leadership ability this year, tune in and get inspired!

What makes a job “good” – and the case for investing in people – TED Business, Warren Valdmanis

Investing in teams is critical for business success and can help an organisation thrive. The value of investing in a team lies in the fact that it allows organisations to develop both their existing employees and attract new hires. By providing resources for employees to improve their skills, advance their careers, and better collaborate with each other, businesses can increase efficiency and productivity.

Social impact investor Warren Valdmanis shares his research on what makes a job “good”, correlates to productivity, and helps to build better companies. He outlines four critical factors that contribute significantly to employee satisfaction, retention, and improves performance. He emphasises how investing in people-first practices are essential elements of a successful team.

Listen here!

What’s Happening at Work, Dare to Lead™ Podcast – Brené Brown with Adam Grant & Simon Sinek

The ability to observe and understand trends is a critical skill for any leader. In the workplace, understanding and leveraging trends can help leaders stay ahead of their competition and make better decisions. Leaders must be able to recognise patterns, identify emerging topics of interest and develop strategies to capitalise on them.

In the first part of Brené Brown’s conversation with renowned leadership development experts, Adam Grant and Simon Sinek, discuss the disconnection between the data being researched and what is being practised in organisations. Their thought provoking insights are invaluable for any leader striving to be ahead of the curve.

Listen here!

Learn more about our Dare to Lead™ Program

Reaching for Authenticity – Let’s Take This Offline: The Podcast for Everyday Leaders, Kishshana Palmer with Aiko Bethea

Leadership is an essential part of our society, and authenticity plays an important role in effective leadership. To make a difference within teams and organisations, it’s important that we learn to show up as our full selves, with genuineness and vulnerability.

Aiko Bethea, Senior Director of the Daring Way™ and Dare to Lead™ communities of Brené Brown Education and Research Group joins Kishshana Palmer, speaker, trainer and coach with more than 20 years of experience, to discuss the risks of performative authenticity, perfectionism in the workplace and how to overcome them to help us bring our best thinking, quirks and excellence to the work we do.

Listen here!

Reaching for Authenticity – Let’s Take This Offline: The Podcast for Everyday Leaders, Kishshana Palmer with Aiko Bethea

It would be remiss of us if we didn’t include this episode of the Zoë Routh Leadership Podcast, on which The Leadership Sphere’s own Phillip Ralph was a guest. Phillip and Zoë spoke about the unsolvable problems of leadership – a concept which refers to the challenges that leaders face, which no amount of knowledge or experience can or necessarily needs to solve.

In the episode, Phillip shares his thoughts on why it is so important that we encourage the development of leadership capabilities and empower people to take action where they are, regardless of formal titles. Get ready for an engrossing dialogue about the future of leadership with this episode!

Listen here!

From understanding organisational health to investing in people-first practices and reaching for authenticity, these four podcasts have provided invaluable insights into how we can become better leaders. By listening to the experts who are on the cutting edge of leadership development, you will be able to stay ahead of the curve as a leader and create an environment that encourages growth within your team or organisation. With their help, you’ll be well prepared for whatever challenges come your way in 2023!

Book a Consultation

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

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4 Podcasts to Help you be a Better Leader in 2023

3 Ways Coaching Can Help Leaders Connect With Their Teams

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3 Ways Coaching Can Help Leaders Connect With Their Teams

Connection between leaders and their team is of the utmost importance if any organisation wants to succeed. Strong relationships between a leader and their team enable more efficient decision-making, smoother communication, better productivity and higher morale. An effective leader should be capable of understanding their teammates and finding ways to bring out the best in them.

An executive leadership program and coaching can help them do this. Coaching can provide a platform for leaders to gain insight into their own behaviours and attitudes, as well as those of their team. It helps them become more self-aware and encourages honest communication that leads to a deeper understanding of the people they are leading. It is necessary for human centred leadership to be successful that leaders and their teams are able to connect in order to accomplish their goals.

Navigate Change

Coaching is a powerful tool for helping leaders navigate the complexities of change. It provides the space for senior leaders to explore their own assumptions and beliefs, to analyse and take stock of their team’s current situation, and to identify creative solutions and strategies for moving forward. By having an objective coach in their corner, leaders can gain greater clarity around the challenges they face and the opportunities that come with them. Coaches can help leaders become conscious of how their beliefs about change influences their leadership style, and create new behaviours that better serve their team.

People centric leaders who undertake executive coaching as part of their change management strategy can gain valuable insight into how their team is responding to the changes and identify areas of improvement. Executive coaches can also provide ongoing support while leaders are developing the skills and tools needed to effectively communicate the vision and objectives of change initiatives, while ensuring that all members of the team are on board with the direction it takes. Leaders who commit to executive leadership development  will strengthen their ability to lead through change and cultivate an organisational culture with resilient teams that are equipped to face future changes with confidence.

Learn more about Executive Coaching

Develop Team Collaboration

Effective leaders who invest in coaching for themselves and their teams create an open culture where collaboration is encouraged, creativity is rewarded and everyone is empowered to contribute. This approach to leadership development can help leaders recognize and appreciate differences in perspectives, instincts and approaches that are critical for successful team collaboration. This can form a vital aspect of strategy development and decision-making.

Coaching also gives team members the opportunity to share ideas openly, take risks, and develop a sense of ownership over their contributions. Executive leaders who commit to coaching will create an environment of mutual trust and respect where all members feel comfortable working together to achieve their shared goals. When the collective communication skills of the team are improved, decision-making becomes more efficient and creative solutions to problems can be identified.

“With an experienced and objective coach by their side, leaders can develop the skills and strategies needed to foster connection with their teams and lead them to success.”

Foster their Professional Development

Leaders who use coaching as part of their leadership strategy can help foster individual and collective professional growth. Coaching allows leaders to provide targeted feedback that encourages team members to take ownership over their own development, while creating a safe space for them to reflect on their current skills and practise new ones. An executive leadership program can also help leaders identify areas of growth for each team member and create development plans tailored to their unique needs.

By providing opportunities for learning and development, senior leaders who commit to coaching can create an environment where team members are empowered to reach their full potential. This, in turn, will fuel the success of both the team and the organisation as a whole. Leadership coaching benefits teams and executive leaders by fostering collaboration, navigating change, and providing a platform to develop the skills necessary for achieving success.

Overall, coaching is an invaluable tool for senior leaders who want to foster connection with their teams, navigate change, and help their team members develop professionally. By committing to senior leadership training as part of their leadership development strategy, leaders can create a productive environment where collaboration thrives and individual growth is supported. With an experienced and objective coach by their side, leaders can develop the skills and strategies needed to foster connection with their teams and lead them to success.

Book a Consultation

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

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3 Ways Coaching Can Help Leaders Connect With Their Teams

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How to be a Better Leader: the Human Centred Approach

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How to be a Better Leader: the Human Centred Approach

The human centred approach to leadership focuses on connecting with and empowering people so that they can contribute their best when working together. It is based on mutual respect, openness and trust, emphasising interaction as an essential element of success. Leaders who use this approach recognize the importance of creating an environment that supports and encourages team members, while also holding them accountable.

Provide and Encourage Accountability

Accountability is an important part of creating high performance teams. It encourages people to work together collaboratively, as everyone is held accountable for the success of the entire group. When team members are accountable for their actions, they take ownership of the results and are more likely to deliver quality work. As a leader, you should be clear about expectations for your team and hold yourself accountable as well. Set deadlines for tasks, create feedback loops, and give regular updates on progress so that everyone keeps their commitment to the project. Engaging in leadership development training can improve your team’s ability to create a culture of accountability and help you develop the skills necessary to be an effective leader. It provides the leadership skill development needed for high performance teams to operate effectively and with autonomy.

Dr. Brené Brown’s research into daring leadership explores the notion that “Clear is Kind, Unclear is Unkind.” In human centred workplaces, it is necessary to provide clarity, structure and boundaries while still allowing for autonomy. In the Dare to Lead™ leadership training course, based on Brown’s research, teams learn to create safe environments where people can take risks and be vulnerable. Leaders are taught how to coach and facilitate meaningful conversations that foster a culture of trust, mutual respect and courage. This allows team members to grow their self-awareness and empathy, enabling them to develop a people first approach to the way they lead.

Learn more about the Dare to Lead™ Program

Aligned in Purpose

Aligning purpose is an essential part of the human centred approach to leadership. Having a clear and compelling purpose provides direction and meaning, allowing you to focus your efforts on achieving it. A shared sense of purpose reinforces collaboration and collective effort while increasing motivation and employee engagement. This can be achieved through communication: listening to and connecting with your team, understanding their needs, and expressing the importance of the mission. Communication skills are vital for engaging and inspiring people to join you in achieving the purpose. As a leader, you should also make sure that your team members feel like they can contribute to the success of the project. Allow them to express their own ideas and opinions, and recognize their efforts along the way. By encouraging creativity and ownership, you will create a strong sense of purpose for your team that is motivating and rewarding.

High performance teams that are aligned in their purpose have an edge in today’s business world. They can achieve success more quickly and efficiently, while providing a positive working environment. Leaders who take a human centred approach to leadership create these kinds of teams and foster lasting relationships with their team members, allowing them to reach their highest potential. By taking the time to understand people and provide effective guidance, you can become an effective leader with a clear sense of purpose that motivates and inspires.

“The world of business changes quickly, and leaders must adjust their strategies and approaches to ensure that the team remains on track for success.”

Be Flexible and Adaptable

Leadership is an ever-evolving process, so it is important to be flexible and adaptable. The world of business changes quickly, and leaders must adjust their strategies and approaches to ensure that the team remains on track for success. A human centred approach encourages leaders to listen to feedback, ask questions and make adjustments when necessary. By being flexible and adaptable, you can foster collaboration and collective effort while increasing motivation and employee engagement.

Flexibility in human centred development can also mean making the human needs of your team a priority. Creating psychological safety in the workplace is essential, so make sure to provide resources and support for team members when they need it. This includes providing high performance team training and building a culture of open communication where employees feel comfortable speaking up and taking risks without fear of repercussions. By creating psychological safety in the workplace, leaders can empower their teams to achieve great things together.

Being a better leader requires practice, patience and a willingness to learn. By taking the time to understand people and provide effective guidance, you can become an effective leader with a clear sense of purpose that motivates and inspires. With the human centred approach, you can create high performing teams that are successful in achieving their goals quickly and efficiently.

The best high performance team programs focus on developing and enhancing the human centred leadership skills needed to create successful, sustainable teams. By focusing on alignment of purpose, providing clear accountability, and fostering open dialogue through coaching and facilitation, team leaders can create a culture that allows their team members to reach their highest potential. With this approach, leaders can ensure that their people are engaged and inspired while they work together to achieve the mission.

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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.

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How to be a Better Leader: the Human Centred Approach

The Top Reasons to Implement Human Centred Leadership in Your Business

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The Top Reasons to Implement Human Centred Leadership in Your Business

Many people think that leaders are born, not made, but this is not the case. Leaders can be developed through training and practice. There are many different techniques that can help you become a better leader. One of the most important things to remember is that leadership is about serving others. When you put the needs of others before your own, you will be able to inspire them to follow your lead.

Build High Performance Teams

Building high performing teams is an essential part of implementing human centred leadership in any business. Teams that are highly effective and motivated can bring businesses to the next level, and when managed correctly, can produce great results that benefit both the team members and the organisation as a whole.

Human centred leadership encourages leaders to take the time to get to know their teams, understand their needs and goals, and create an environment that allows them to perform at their best. This can include providing high performance team development training to support their growth, providing flexible working arrangements to ensure their well-being, and offering leadership that is focused on people rather than tasks.

The result of having an effective team can be seen in improved productivity, better communication, higher quality work being produced, and a more positive general atmosphere in the workplace. Additionally, with human centred leadership teams are empowered to take initiative and think creatively which can help to solve difficult problems quickly and efficiently.

Learn more about our High Performance Team Program

Create a More Inclusive Workplace

We understand that a single work style cannot benefit everyone equally, whether they work in person, remotely, or hybrid. The challenge is to find a balance between each person’s work style and the organisation’s structure. Human centred leadership helps to create a more inclusive workplace by ensuring that the needs of all team members are respected, and that everyone is given equal consideration.

This form of leadership allows for diverse forms of communication and collaboration between employees, enabling them to get input from each other quickly and efficiently. Additionally, it helps to foster an environment of trust which makes it easier for team members to speak up and share their ideas.

Leading teams requires more than just technical skills; it requires the ability to understand people and create meaningful relationships with them. Human centred leadership training programs help to develop this understanding, allowing managers to better tap into the skills and knowledge of their team members, resulting in better problem solving and more effective decision making. By creating a workplace that is open to all opinions, businesses can develop a team that is collaborative, innovative, and highly successful.

Human centred leadership is an important skill set for any leader. By developing leadership skills that promote inclusivity, building high performing teams and creating a more inclusive workplace, managers can create a positive work environment that allows all team members to grow and reach their potential. This in turn leads to higher levels of productivity, better communication and more effective decision making for the business as a whole. Implementing human centred leadership can have a profound effect on the success of any business.

Book a Consultation

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

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The Top Reasons to Implement Human Centred Leadership in Your Business

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The Power of Human Centred Leadership

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The Power of Human Centred Leadership

Human centred leadership is a powerful tool for driving effective change in any organisation. It puts people at the centre of its focus, empowering them to take ownership and responsibility for their own actions. This creates an environment where staff can positively contribute to organisational culture and success. Through nurturing relationships with employees, human centred leadership enables businesses to create authentic, meaningful relationships with their people.

Leadership training is an important part of human centred leadership. It provides staff with the leadership skills and knowledge they need to effectively contribute to the organisation. Training programs should be tailored to meet the specific needs of the organisation and its employees.

Promotes Effective Change Management

Human centred leadership helps organisations to make effective changes. By understanding the needs of their employees and helping them to get involved in change initiatives, effective leaders can ensure that organisational changes are more successful. People centric leadership also encourages good communication between staff members and managers, meaning that meaningful conversations can take place about any proposed changes and concerns or issues can be aired.

This helps to build a high performance culture and makes change management processes smoother. Human centred leaders also recognise the importance of creating an environment where employees can take risks and be creative, which can drive innovation and progress. When senior executives operate with leadership styles that put the needs of the people first, employees feel valued and respected, which can lead to increased motivation and productivity.

Learn more about our Assessment and Profiling Tools

Develops Meaningful Workplaces

Organisations that adopt a people centric approach have workforces that feel empowered and valued. By taking the time to really understand and connect with their employees, they can create meaningful workplaces where everyone feels comfortable to bring their unique skills and experience. This helps to improve communication between all levels of the organisation, leading to a stronger sense of unity and collective responsibility.

One way to embed a people first mindset throughout your organisation is to provide leadership development training to all employees that focuses on the importance of building relationships, understanding people’s motivations and creating an environment where everyone feels empowered to achieve their goals. By engaging employees in these kinds of leadership training programs, organisations can create a powerful culture of collaboration and mutual respect that is essential for any successful business. Human centred leadership has the potential to unlock high performance and organisational success.

“Leadership development is an essential tool for driving change and success in human centred organisations.”

Increases Job Satisfaction

A human centred workplace that positions the needs and well being of its people above profit is more likely to have employees that report a higher level of job satisfaction. Understanding that they are cared for on both a personal and professional level, employees in these kinds of organisations feel appreciated and respected, leading to greater motivation and engagement.

It can be critical to the success of your organisation that high potential talent are placed in a leadership training program that provides them the opportunity to develop their leadership skills and further their growth. As employees are more likely to stay with an organisation that invests in them, this can lead to increased retention rates which has many positive implications for any business.

The strengths of leadership training programs for human centred organisations are many. Staff who receive leadership development feel more empowered and motivated to take ownership of their work. They are better able to contribute to the overall success of the organisation, and create a positive work environment. 

Leadership training programs help to build relationships between employees and management, creating a more open, trusting workplace culture. This can lead to increased innovation and creativity, as well as improved performance. Taking a human centred approach to leadership  can also result in higher job satisfaction and retention rates, as employees feel respected and valued for their contributions. Overall, leadership development is an essential tool for driving change and success in human centred organisations. With this kind of leadership style at the wheel, organisations have greater potential than ever to achieve success.

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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.

Let us help you find what you’re looking for!

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The Power of Human Centred Leadership

HBDI

5 Habits of Human Centred Leaders

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5 Habits of Human Centred Leaders

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

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

Ask for Regular Feedback from their Team

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

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

Set Clear Expectations and Priorities

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

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

Learn more about HBDI® and Whole Brain® Thinking

Encourage Purpose-Driven Work

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

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

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

Express Appreciation and Recognition

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

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

Lead by Example

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

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

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

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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.

Let us help you find what you’re looking for!

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5 Habits of Human Centred Leaders

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Are You a Human Centred Leader?

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Are You a Human Centred Leader?

As a human centred leader, your focus is on understanding and meeting the needs of the people you work with. You value empathy, compassion, collaboration, and communication. You strive to create an environment of trust and respect. Human centred leaders are open to feedback and input from their peers, colleagues and employees. They are willing to take risks and think outside the box to find solutions. They operate under a leadership style that seeks to understand the full scope of their team’s needs and challenges, and develop creative strategies to solve them.

Effective leaders are focused on fostering an environment of growth and leadership development for their team members. They provide access to resources that enable learning and experimentation in facilitation of that growth.

They recognize the importance of self-care and well-being, and they understand that when their team is healthy, it is more productive. Empathy is one of their greatest leadership skills. They are able to put themselves in the shoes of their team members and show compassion for their struggles. They strive to create a positive work environment where employees feel safe, respected, and empowered.

Cultivate Self-Awareness

A successful human centred leader must cultivate their own self-awareness. They need to be aware of their strengths and weaknesses, as well as the emotional needs of those around them. By understanding themselves, they can better connect with the people they are leading. Self-awareness enables leaders to respond effectively to challenging situations and understand how their words and actions influence their team.

Assessment and profiling can reveal valuable insights about an individual’s personality, including strengths and blind spots. Senior leaders should use this information to identify opportunities for improvement and incorporate them into their leadership development.

Leaders who practise self awareness and openly hold themselves accountable for their actions, are able to overcome challenges with greater success. They do not pretend to hold all the answers and so, they more readily seek and accept the help of others.

Learn more about our Assessment and Profiling Tools

Engage in Open Dialogue

When leading with empathy and compassion, it is important to create an environment where open dialogue is encouraged. This means allowing everyone to speak their truth and share their opinions without fear of judgement or criticism. It is also important to remember that everyone’s voice matters, regardless of their title or level in the organisation.

Senior leadership training can provide leaders with the skills they need to lead effectively. These programs often include personal assessments, group discussions, and experiential learning activities. They can help leaders understand their strengths and weaknesses, as well as the emotional needs of those around them.

Establishing a culture of trust is necessary for effective open dialogue and building strong communication skills throughout human centred organisations. Senior leaders need to be able to share information openly, listen attentively, and be responsive to their team’s needs. This helps create an environment where everyone is on the same page and can communicate effectively to work towards common goals while mitigating conflict.

“Strong leaders must be able to identify potential tensions between team members and provide support during difficult conversations.”

Encourage Collaboration

Effective leaders understand the need for building collaboration skills within their team. They recognise the power of different perspectives and strive to create an environment where everyone feels comfortable contributing their ideas.

Leaders need to actively seek out opportunities for collaboration, whether it’s during brainstorming sessions or inter-departmental planning meetings. They should also ensure that team members are empowered to take initiative on projects and engage with other departments to move forward.

One of the most important leadership skills is the ability to recognise when different perspectives are needed and how best to foster collaboration. Strong leaders must be able to identify potential tensions between team members and provide support during difficult conversations.

Leadership assessment tools can be useful in determining a leadership style that is best suited to an individual’s personality and skill set. Such tools can help emerging and senior leaders understand how their behaviour affects their teams, as well as identify areas for improvement.

Human centred leadership requires a commitment to understanding how emotions and perceptions shape workplace dynamics. Leaders who practise self-awareness and open dialogue, while encouraging collaboration, will ultimately be more successful in leading their teams. By developing leadership skills and equipping themselves with the necessary tools, they can create an environment of trust, respect and collaboration within their organisation.

Book a Consultation

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

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Are You a Human Centred Leader?

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The Importance of Executive Coaching

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The Importance of Executive Coaching

In order to be an effective leader, it is important to have compassion. Compassion allows leaders to understand and connect with the people they are leading. When people feel understood and connected, they are more likely to trust their leader and be willing to follow them. Leaders with compassion are also better able to handle difficult situations and emotions. They are able to stay calm and handle problems in a constructive way. Compassion makes for a better leader and a more successful team.

One of the best ways to develop compassionate leadership is through executive coaching. Coaching can help leaders learn how to be more effective communicators and better problem-solvers. When leaders make the effort to become the best they can be, the teams they lead become more successful.

Develop Compassionate Leadership

The necessity of exhibiting compassion in leadership is important for developing leaders to understand. It is essential for maintaining morale within the workplace as well. It also allows for creativity to develop. When a senior leader demonstrates compassion, it builds trust and respect from those they lead.

Being able to connect with the person or people on a deeper level in turn allows for more effective communication and coaching conversations. It also allows for a leader to better understand what is going on with their team or direct reports. This helps to create a company culture where relationships are not built purely on hierarchical lines.

Executive coaching can help developing leaders learn how to be more compassionate in their interactions with employees. Coaching can help build the leadership skills needed to be able to read and understand the emotions of others, and respond in a way that is supportive and helpful. This can create a more positive and people centric work environment, where employees feel appreciated and supported.

Learn more about our Leadership Excellence Program

People First Growth Mindset

Effective leaders who are dedicated to achieving success for their team will have a growth mindset. They are more willing to learn and take on complex challenges, and will often take on a people first leadership style. When leaders focus on meeting the needs of their direct reports and supporting their growth, team performance greatly improves.

A coaching style of leadership is one that asks questions and provides guidance, rather than giving direct orders. The mental health and wellbeing of their team is a high priority for compassionate leaders. They understand that happy and healthy team members are more productive.

People first leaders know that everyone has different strengths and weaknesses, and they focus on helping their team members grow in their areas of development. They utilise their coaching skills to work through mistakes with their employees to find solutions, treating them as opportunities for leadership development and improve performance.

“The mental health and wellbeing of their team is a high priority for compassionate leaders. They understand that happy and healthy team members are more productive.”

Assist in Implementing Change

Implementing change can be difficult, but it is often necessary in order to improve an organisation or individual’s performance. Executive coaching can be a valuable tool in helping individuals or groups to implement change successfully. Coaching provides support and guidance, and helps to keep everyone on track. It also helps to ensure that the changes that are made are sustainable.

When senior executives and managers are equipped with the leadership skills required to take a human centred approach when leading through change, they are able to create a vision, communicate it effectively and motivate others to achieve it. This enables organisations to successfully navigate through difficult times and emerge stronger.

Leadership development is not only beneficial during times of change, but can also be helpful in maintaining a high level of performance over time. Organisations that want to achieve long-term success need to have a coaching culture in place. Coaching helps individuals and organisations to continuously learn and grow, which is essential for success in today’s rapidly changing world.

Leadership is a complex topic, and there are many different styles that can be effective. What is most important is that established and developing leaders understand the needs of their team and provide support in order for them to grow. Leadership development coaching helps individuals or groups to successfully implement change. Through compassionate leadership and a focus on putting people first, organisations can create a positive and productive work environment where employees feel supported and valued. This in turn helps to improve performance and long-term success.

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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.

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How to Build Human Centred Organisations

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How to Build Human Centred Organisations

In order to build a human centred organisation, it is important to first understand what that means. A human centred organisation is one in which the employees’ needs are put first. This can be done by creating an environment in which the employees feel comfortable and safe to express themselves, and are given the opportunity to do so. You need to provide employees with the resources they need in order to be successful, both professionally and personally. Human centred development can help to improve employee productivity and satisfaction, as well as reducing staff turnover. An effective leader must be willing to listen and learn from their employees in order to create a truly human centred organisation.

Create Better Experiences for Employees and Clients

Creating better human experiences is about understanding people and their needs. It’s about designing products, services, and spaces with those needs in mind. It’s about being empathetic and taking the time to understand what makes people happy, what stresses them out, and what makes them feel fulfilled.

This is true both for how you interact with your team members and how they interact with one another as well as clients. Encourage your team to be empathetic towards customers and each other. Teach them the value in diverse perspectives and how to see things from other points of view. This will help them create better experiences for everyone they come into contact with.

It’s no secret that happy employees lead to happy customers. When employees feel valued and supported, they in turn are more likely to go above and beyond for the people they serve. Your leadership style and interactions with your employees should set the example for what is expected in how they communicate with one another and with clients. Creating a human centred organisation isn’t just good business strategy, it’s the right thing to do.

Learn more about Leadership Excellence

Promote Continuous Learning

One of the best ways to build resilience is through continuous learning. When you’re constantly learning new things and developing your leadership skills, your mind becomes more flexible and adaptable. You’re able to cope with change and challenges more easily, and you’re less likely to get discouraged when things don’t go as planned. It also equips high performance teams with the capabilities they need to be more resilient and effective at overcoming challenges.

Employees should be encouraged to take advantage of opportunities to develop skills and expand their knowledge. This can be done through formal leadership training courses or high performance team programs. Informal methods such as mentorship, coaching, and job shadowing can also have a significant impact on their career development.

Embedding leadership skill development at every level of the business is one of the key ways to build a more human centred organisation. Creating a culture of learning encourages team members to think of themselves as lifelong learners, which helps them to adapt to change more easily and handle challenges more effectively.

“Creating a culture of learning encourages team members to think of themselves as lifelong learners, which helps them to adapt to change more easily and handle challenges more effectively.”

Encourage Psychological Safety

Psychological safety is a key ingredient in high performing teams. It is understanding that you won’t be punished for taking risks or making mistakes. It’s about feeling safe to be yourself, and it’s something that an effective leader knows needs to be cultivated.

Being able to create a psychologically safe environment is one of the most important leadership skills needed to be an effective leader. Individuals and teams must feel comfortable sharing their ideas, even if they’re not sure if they’re ‘right.’ It also means being open to hearing feedback, as well as giving it in a way that is constructive and helpful. By establishing these norms, leaders can encourage their team members to take risks and be themselves, which ultimately leads to better performance.

The best high performance team programs help leaders to establish psychological safety within their teams. They also provide teams with the communication skills and leadership training to hold space for one another, themselves. When team members have the capability to listen deeply and give feedback with intention, they create the conditions for psychological safety to naturally emerge. As a result, the well being of each individual will come before the task at hand, and the team will be able to achieve a human centred organisation.

To be an effective leader and build human centred organisations, you need to be able to understand and relate to people. You need to know what motivates them, what makes them tick, and how to efficiently manage and communicate with them. Learning to do so will have a positive effect on your leadership development as well as the career development of your team.

The key to all of this is understanding that your employees and clients are the most important asset to your business. As such, you need to build a work environment and culture that is conducive to their success. This is one of the most important leadership skills you can develop. Leadership training courses often focus on techniques and best practices for managing people but neglect to mention the importance of putting people first in leadership. When you have a human centred approach to your leadership style, it creates a positive knock-on effect throughout the organisation.

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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.

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Why Human Centred Leadership Matters for Teams

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Why Human Centred Leadership Matters for Teams

In order to be successful, teams need a human centred leader. This means that team leaders must be able to see things from the team members’ perspective and understand their needs. Only then can the leader help the team work together effectively and achieve success.

There are many benefits to having a human centred leader at the helm of a team. Team members are more likely to feel valued and respected if their leader takes the time to see things from their perspective. This in turn can lead to improved morale and greater motivation among team members. A human centred leader is better able to identify and address conflicts within the team, ensuring that everyone is working towards the same goal.If you want your team to be successful, it’s essential that you take a human centred leadership approach. By doing so, you’ll be able to create a positive and productive environment where everyone can thrive.

Better Decision Making

When you take into account the individual needs of each team member, you create an environment where everyone feels comfortable and able to contribute fully. This open exchange of ideas allows everyone to share their thoughts and ensures that there is a comprehensive understanding of the challenge being faced. By understanding the entire system, your decision will be based on the entirety of the issue instead of what is merely affecting you and your current needs. Whether you want to make a better decision or solve a problem: factoring in all aspects makes your eventual choice more sustainable.

The same approach is needed in high performance teams. Not only to ensure that problems are solved holistically, but to also consider varied perspectives. In order for the team to make better decisions, each individual must feel that their voice is being heard. Feeling as though you are being listened to and your opinion matters will not only increase motivation but also trust – two essential elements of a high performing team.

Learn more about our High Performance Team Program

Supports Data Driven Choices

Data should never be ignored, but it is important to understand that data alone cannot solve all your problems. In order for data to be useful, you need to first identify what you are trying to achieve and then consider how best to collect and use the data. Emerging leaders should be aware of the importance of data and how it can be used to improve their decision making and team culture.

Additionally, when you frame the data through a holistic lens, you can start to see patterns that would otherwise be missed. This allows you to not only make better decisions, but also understand the consequences of these decisions. It also means that team members will have a better understanding and greater buy-in to changes that are made through these choices.

Increases Job Satisfaction

The role of a team leader is to create an environment where each team member feels comfortable and can contribute their best ideas. When team members feel that their opinion matters and they are able to contribute in a meaningful way, they are more likely to be motivated and productive. Feeling valued and supported by their leader will increase trust, another essential element of a high performing team.

A human centred leadership style is focused on putting people first. This is one of the most important things you can do when leading teams to improve team dynamics. The largest contributing factor to improved team performance is the level of satisfaction each person feels within their role. Providing opportunities to undertake a high performance team training course, demonstrates your commitment to your team’s success and their personal development. This will have a positive impact on job satisfaction and motivation, as team members feel supported in their role.

“When team members feel that their opinion matters and they are able to contribute in a meaningful way, they are more likely to be motivated and productive.”

Improves Team Connectedness

In high performance team dynamics, it is important that team members are able to form strong relationships with one another. This is particularly needed in remote teams or in organisations that don’t require a large amount of in-person interaction. When leading teams like this, the onus is on the leader to help create opportunities for connection and bonding.

This can be an integral component of developing leadership skills that allow you to lead teams more effectively. Holding regular check-ins, informally during meetings or in one-in-one settings, creates opportunities for individuals to share their personal stories and experiences. This instils a sense of closeness and connectedness within the team, which is essential for improving team performance and creating a more positive organisational culture. A connected team is also more likely to be resilient in the face of adversity. This is because team members are more likely to support and help one another when things get tough, which in turn leads to greater success.

A leadership training program can provide established and emerging leaders with the opportunity to learn and develop the skills needed to be more effective. Being focused on putting people first is one of the most important things you can do when leading teams. This will have a positive impact on job satisfaction and motivation, as team members feel supported in their role.

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

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The Importance of Compassion in Leadership

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The Importance of Compassion in Leadership

Compassion is essential in leadership and in building high performance cultures because it allows for perspective and understanding. Leaders who are compassionate can put themselves in the shoes of their followers and understand their needs. This empathy builds trust and connection, which are essential for effective leadership. Compassion also allows leaders to be more forgiving, which can prevent negative feelings and conflict from festering. Compassionate leaders know how to motivate and inspire their team members, as they can see the potential in everyone. Ultimately, compassion makes leaders more effective at achieving their goals by creating a harmonious and supportive team environment.

Compassionate Leaders View Mistakes as Opportunities for Growth

Forgiveness is needed in leadership to maintain relationships with others. As leaders, you are often put in difficult positions and may need to make tough decisions that can impact people’s lives. In order to maintain trust and respect, it is important for you to be compassionate and forgive others when they make mistakes. This allows people to feel safe and comfortable working with you, knowing that they can admit wrongdoing and that they will not be punished or held accountable forever. Forgiveness also shows that you care about the well-being of your team and are willing to work through disagreements and issues in a constructive way.

When mistakes are viewed as opportunities for growth, everyone involved can learn and improve. You can help their team members learn from their mistakes by providing feedback that is constructive and helpful. This type of feedback will encourage team members to reflect on what they did wrong and how they can do better next time. In addition, you can model compassion and forgiveness by accepting mistakes graciously and moving on. This will show team members that it is okay to make mistakes and that you are committed to furthering their development. To do this, strong communication skills are needed. Leaders must be able to listen to team members, understand their feelings, and provide support. Ultimately, viewing mistakes as opportunities for growth can help create a more positive and productive work environment.

Compassionate Leaders Value Individuality

Leaders who value individuality understand that everyone is different and that this should be embraced. They know that in order to get the most out of their team, they need to allow each member to be themselves and contribute in their own way. This can be difficult, as it requires a lot of trust and openness, but the results are worth it. By encouraging individuality, you are more likely to have creative, productive teams that feel appreciated and supported. A human centred approach to leadership allows for connection and collaboration, which are essential for any organisation to succeed.

A compassionate leadership style is not about being soft or weak. The ability to see the best in people can be one of the greatest strengths of leadership. Leaders who are able to be compassionate are also able to be firm when necessary. They know when to give support and when to give criticism. In a high performance culture, it is important that leaders develop both skills. Compassionate leaders recognise the humanity in all of us. They understand that we all have our own stories, experiences and perspectives. They are curious about others and want to learn from them. This creates a sense of partnership and mutual respect, which are essential for increasing employee engagement and creating high performance cultures.

“Great leaders understand that we all have our own stories, experiences and perspectives. They are curious about others and want to learn from them.”

Learn more about Dare to Lead™

Compassionate Leadership Reduces Stress for All Employees

In today’s fast-paced world, it’s easy for employees to feel overwhelmed and stressed. This can lead to decreased productivity and engagement, as well as increased absenteeism. That’s why it’s so important for effective leaders to create a work environment that is supportive and positive. One way to do this is by being compassionate towards employees.

Compassionate leadership is essential for reducing stress for all employees. When leaders are compassionate, they take the time to understand the individual needs of their employees and work to create a positive work environment. This can lead to decreased stress levels for employees, as they feel appreciated and supported. In high performance cultures, it’s essential you demonstrate concern for the well-being of their teams. Leadership development training can provide the tools needed to create a human centred culture. This leads to happier employees, which often results in lower healthcare costs and fewer missed days of work. So, not only does compassionate leadership improve morale, it also increases retention.

Compassionate Leaders Motivate and Inspire

When it comes to employee engagement, motivation and inspiration are two key factors that contribute to it. Employees who feel motivated and inspired are more likely to be engaged in their work, and they are also more likely to be productive and innovative. This is because when employees feel motivated, they are driven to achieve their goals, and when they feel inspired, they are energised and driven to come up with new ideas.

One of the supplemental benefits of demonstrating compassion to your employees is that it will also lead to higher levels of motivation and success. This is needed in any high performance culture because in order for an individual to maintain high performance, they need to feel a sense of purpose. A compassionate leader can provide this needed feeling of purpose by communicating a clear vision and mission for the organisation, and by demonstrating care and concern for employees.

To be an effective leader, you must be able to put yourself in other people’s shoes and understand their point of view. This requires empathy and compassion. If you can’t see things from another person’s perspective, you’ll have a hard time connecting with them and motivating them to achieve common goals.

Compassion is a necessary part of leadership development and is essential for creating a positive work environment, reducing stress levels for employees and increasing employee engagement. Leaders who are compassionate also motivate and inspire their employees to be productive and innovative. In order to be an effective leader, you must first develop the ability to empathise and understand others. This requires compassion. So, if you want to become a better leader and build a high performance culture within your organisation, start by being more compassionate towards those around you.

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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.

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Being a Human Centred Leader

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Being a Human Centred Leader

In order to be an effective leader, it’s important to have a deep understanding of human nature. After all, it is people who make up organisations, and people are not always rational or predictable. In order to create a positive and productive work environment, it’s essential to understand the motivations and needs of the people you’re leading.

People first leadership is essential for creating a positive and productive work environment. Human centred leadership starts with putting people first, valuing their contributions, and listening to their ideas. It’s also about being authentic and genuine, and treating people with respect and consideration. By doing this, you can create a positive and productive work environment that is centred around people rather than profits.

In a world that is becoming increasingly digitised and automated, it’s more important than ever to lead with humanity. Here are a few ways to do so:

Be Authentic and Transparent

People can sense when you’re being inauthentic, and it will only undermine your credibility as a leader. Share your values with your team and act in accordance with them. In doing so, your team develops a deeper understanding of who you are as a leader and what you stand for.

Authentic leadership is about being genuine in your interactions with others. It means behaving in a way that is true to yourself, and being open and honest with your team. By setting this example, you encourage your team to do the same. This type of communication creates a more positive and effective work environment.

Learn more about authenticity in leadership

Show Empathy and Connect with Your Team

Your team will be more engaged and motivated if they feel like you understand and care about them as people. Leadership development training can help leaders and managers to create an environment in which everyone feels valued. Take the time to get to know your team members, and show them that you care about their lives outside of work.

When it comes to empathy in human centred leadership it’s all about understanding your team members as people. This will help build mutual trust and create a more engaged and motivated team. This will also help you to become more effective in building an adaptive leadership style, as you will know what makes your team members tick.

Be Supportive

Your team will need your support to reach their full potential. Offer encouragement and praise when they do well, and be there for them when things get tough. Showing that you care about their success will help them feel motivated and appreciated, and ultimately make them more likely to stick with the team in the long run.

It’s important to be there for them both mentally and emotionally. Developing leadership skills that focus on emotional intelligence can help you better understand and support your team. This can lead to a more positive organisational culture, where people feel appreciated and supported. Senior leaders with strong emotional intelligence skills are also better able to manage difficult conversations, provide constructive feedback, and resolve conflict effectively.

“Your employees are your organisation’s and brand’s greatest ambassadors. Creating a nurturing and positive organisational culture helps you to affect real change by involving team members at every level.”

Be a Role Model

You can’t expect your team to follow your lead if you’re not setting a good example. Be the kind of leader you want them to be, and lead by example in everything you do. If you want your team to be honest, act with integrity. If you want them to be hardworking, lead by example and put in the extra effort yourself. Your team will take their cue from you, so make sure you’re setting a good example in everything you do.

Being a role model is one of the most important skills you can have as a leader. It is important that leadership development training programs focus on this skill, as it is essential for setting the right tone for the team. When you lead by example, you show your team that you are committed to the same goals and values that they are. This creates a sense of unity and purpose within teams.

Stay Curious

One of the most important aspects of adaptive leadership is the ability to remain curious and not assume that you hold all of the answers. Leaders who are curious are always learning and looking for new ways to improve their team. They are always exploring new ideas and trying to understand the world around them. This curiosity helps them stay open-minded and innovative, which is essential for leading in today’s rapidly changing world.

Being curious also allows leaders to connect with their team members on a deeper level. Learning about the lives and aspirations of the people in your team allows you to leverage their collective knowledge and ideas. It also opens opportunities to further their development and engage them in a training program. This will help you stay ahead of the curve and lead your team to success.

Be Self-Aware

Leaders who are self-aware know their strengths and weaknesses, and are able to openly acknowledge them. They are also able to understand their own emotions and how they’re affecting their behaviour. This enables them to manage their reactions better, and ultimately leads to more constructive interactions with their team members.

It allows leaders to be more mindful of their actions. When leaders are aware of their own emotions, they can better understand how they’re impacting others. It can also help them to recognise when the emotions of others are affecting their behaviour and allow them to extend empathy with them. Adaptive leaders who are self-aware make better decisions, have stronger relationships with their team members, and are ultimately more successful. If you’re looking to further your leadership development training, then self-awareness should be one of your top priorities.

Organisations that cultivate and promote a people first environment often reap the benefits of a more engaged, motivated and productive workforce. Your employees are your organisation’s and brand’s greatest ambassadors. A large portion of your credibility will stem from the way your employees speak about the company. Creating a nurturing and positive organisational culture helps you to affect real change by involving team members at every level. Adaptive leadership that focuses on human centred values will go a long way in promoting a healthy, happy and thriving workplace. You will see high rates of retention and advocacy from your employees when you lead with humanity.

Book a Consultation

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

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The Challenges of Human Centred Leadership and How to Overcome Them

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The Challenges of Human Centred Leadership and How to Overcome Them

Today’s organisations face many challenges, but one of the most significant is how to create a human centred leadership culture. In a world where technology is rapidly changing the way we live and work, it’s more important than ever for leaders to focus on the people they lead.

However, this can be easier said than done. Human centred leadership can be tough to achieve, especially in traditional organisations. Here are some of the biggest challenges you’ll face, and how to overcome them.

Changing the Way People Think About Leadership

One of the biggest challenges organisations face is changing the way people think about leadership. In a traditional corporate culture, senior leaders are often seen as figureheads who make all the decisions. This top-down approach doesn’t work in a human centred organisation.

Instead, leadership must be seen as something that everyone can do. It’s not about position or title, it’s about influence and inspiration. People first leadership is about putting people before the organisation. It’s about creating a culture where people feel valued and empowered to make decisions. To change the way people think about leadership, organisations need to encourage and enable everyone to take on a leadership role. This can be done by conducting a leadership skills assessment, or by giving people opportunities to lead projects and initiatives.

Learn more about Leadership Assessment and Profiling

Breaking Down Silos

In many organisations, silos are preventing leaders from working together effectively. Silos happen when departments or teams operate in isolation, without collaboration or communication with other parts of the organisation. This can lead to a lack of trust and cooperation between leaders, and ultimately result in poorer performance in all teams.

To overcome this challenge, organisations need to break down silos and encourage collaboration between leaders. One way to do this is to create cross-functional teams that include representatives from different departments or areas of the organisation. With leadership assessment and profiling, you can discover the leadership style preferred by each person and how they might best engage with one another. This will help to foster a culture of cooperation and trust, and ultimately help leaders to direct their attention on the people they lead.

“In order to create a human centred leadership culture, we need to shift the focus from the organisation to the people.”

Empowering Leaders at all Levels

A human centred approach to developing leaders is about putting people first. It’s about creating a culture where people feel valued and empowered to make decisions. In order to create a human centred leadership culture, we need to shift the focus from the organisation to the people.

One of the things that can make any company successful is to invest in your team’s professional development.  That’s why it’s important to empower leaders at all levels, from front-line managers to senior executives. By developing leadership skills of individuals throughout the business, you create people centric organisations. When your employees feel valued and empowered, they’re more likely to be engaged and committed to their work.

Creating People First Leaders

Leadership is a critical function in any organisation, but it can be especially challenging in organisations that are focused on putting people first. Leaders in these organisations need to be able to put the needs of their employees first and foremost, while also managing the broader goals of the organisation. This can be a difficult balance to strike, and it can often be difficult for leaders to know where to focus their energies.

In creating people first leaders, it must be remembered that developing leadership skills and employee well being are equally important. Leaders must make it clear that employee needs are a priority, and act accordingly. They need to be engaged with their team members; understand them as human beings and have a deeper sense of what their goals are and what challenges they face.

Despite these challenges, there are several ways that leaders can overcome them and successfully implement transformational leadership in their organisations. One way is to start small and gradually make changes over time. This will allow leaders to test new approaches and make adjustments as needed. When leaders commit to putting people first by taking an holistic approach to the way they lead, their teams and organisation can reach their full potential.

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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.

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5 Characteristics of Human Centred Leadership

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5 Characteristics of Human Centred Leadership

In order to be an effective leader, it is important to have a deep understanding of human nature. Leaders who are able to put themselves in other people’s shoes and see things from their perspective are more successful than those who do not.  Leaders who are human centred are also more effective at motivating and inspiring others.

Purpose is Aligned Throughout the Organisation

When an organisation puts people at the centre, everyone is working together to achieve common goals. This happens when business objectives, capabilities, and customer needs all come together. Purpose alignment is especially important for human centred leadership. When leaders are able to align their decisions with the organisation’s purpose, it creates a sense of unity and common goal among employees. This makes it easier for employees to understand what they’re working towards and gives them a sense of ownership in the company. When employees feel like they’re part of something larger than themselves, they’re more likely to be productive and engaged in their work.

When it comes to senior leadership training, one of the most important things to focus on is purpose alignment. This means that leaders need to be able to understand and articulate the organisation’s purpose in a way that everyone else can understand and buy into. Leaders also need to be able to create strategies and make decisions that support the organisation’s purpose.

Value Diversity

Where the alignment of an organisation’s purpose promotes unity and focus, it is equally important to recognise that each member of a team or organisation is an individual. No two people will be motivated in the exact same way. Different people will react to different things more readily, have varied emotional responses, and based on their individual perspectives, they will see and experience the world in unique ways. The organisation’s leaders must be aware that from different people’s points of view, the route to the set destination can look very different. Drawing on diverse opinions, can allow you to view challenges from a range of perspectives , and as such, develop more effective solutions.

It is important to create an environment where people feel comfortable sharing their honest perspectives, without fear of judgement or reprisal. This way, you can tap into the collective wisdom of your team and make better decisions. Assessment and profiling tools can be useful in identifying the unique strengths and weaknesses of each team member. This information can then be used to create more effective teams, by matching people with complementary skill sets.

Learn more about creating effective teams

Encourage Autonomy

The key to encouraging autonomy is trust. Leaders need to trust that their employees are capable of doing their jobs well, even when they’re given the freedom to do things their own way. This can be a difficult thing for leaders to do, but is often one of the greatest strengths of leadership. It’s important to remember that when you trust your employees, they’re more likely to trust you.

Encouraging autonomy doesn’t mean that you need to let people do whatever they want, whenever they want. Rather, it’s about giving people the freedom to choose how they work best. This might mean letting them set their own schedules, work from home, or take on new projects that interest them. It’s about giving people the space to be creative and explore new ideas.

“Developing leadership skills that focus on how you interact with others allow you to build relationships, resolve conflict, and create a positive work environment.”

Make Development a Priority

One of the most important things that human centred leadership does is focus on development. This means that leaders are always looking for ways to help their employees grow and develop their skills. They’re always looking for new opportunities for their employees to learn and expand their abilities.

Leadership assessment tools provide insights into an individual’s development needs. This information can then be used to create development plans that target those specific needs. One of the best ways to develop your employees is to give them opportunities to lead. This might mean letting them take on new projects, giving them more responsibility, or sending them to leadership training courses. Leaders need to trust their employees enough to let them step up and take on new challenges.

Focus on Building Soft Skills

One of the most important things that human centred leadership does is focus on developing soft skills. These are the skills that allow us to interact effectively with other people. They include communication, empathy, vulnerability, and compassion, among others.

Soft skills are often seen as secondary to hard skills, but they’re actually just as important, if not more so. Hard skills are those that you need to do your job, but soft skills are the skills that you need to interact effectively with other people. Developing leadership skills that focus on how you interact with others allow you to build relationships, resolve conflict, and create a positive work environment.

Leaders need to focus on the development of their own soft skills, as well as their employees’. This can be done through training, coaching, and mentorship. It’s also important to create an environment that encourages the development of soft skills. This might mean having regular team meetings where people can share their thoughts and feelings openly, or creating a policy of open communication.

Human centred leadership is all about putting people first. It’s about focusing on the needs of your employees. Leadership assessment tools can help to identify their areas of growth and development. It’s about creating a positive work environment where people feel valued and respected. If you want to be a successful leader, these are the things that you need to focus on.

In order to create a model of human centricity, leaders within the organisation must first understand the importance of purpose alignment and diversity. They must also be aware of the value of autonomy and trust. Once these things are understood, leaders can begin to put into place systems and structures that encourage and support human centredness. The goal is to create an environment where employees feel like they can be themselves, contribute their best ideas, and work towards a common goal. When this happens, the organisation as a whole becomes more effective and productive.

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

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5 Characteristics of Human Centred Leadership

Human Centred Leadership

The Benefits of Human Centred Leadership

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The Benefits of Human Centred Leadership

Human centred leadership is a style of leadership that focuses on the needs of people, rather than profits or other measures of success. For an organisation to experience long-term growth, everyone must work together effectively. Prioritising the well-being of team members is essential to being an effective leader.

When it comes to developing leaders, organisations often focus on task-oriented training. However, this type of training neglects the people skills that are essential for being an effective leader. People skills are just as important as task-oriented skills, and should be given equal attention in leadership development coaching.

4 Ways Human Centred Leadership Benefits Organisations

Job Satisfaction

In recent years there has been a steady increase in the desire for fulfilling and personally gratifying work. People want to feel as though the work they do has a meaningful impact both for themselves and in the world. When it comes to creating a human centred workplace, developing leaders is key to success. Leaders who focus on the satisfaction and enrichment of their team members are more likely to create a workplace where people feel motivated and engaged. Not only does this lead to increased productivity, but it also reduces staff turnover rates.

Curates Inclusivity

In order for an organisation to grow and be successful, it is essential that everyone within it feels valued and included. Human centred leadership and a growth mindset is one that embraces diversity and recognises the value of each individual. This is especially important in today’s workplace where there is a greater need for inclusivity. Senior leaders with a growth mindset who value the diverse perspectives and voices of each team member, leaders can create an environment where everyone feels supported and respected. This sense of belonging leads to increased motivation and productivity.

“Leaders who take a human centred approach to leadership development are more likely to create organisations that are democratic and inclusive, and that respect the rights of all people.”

Builds Psychological Safety

Fostering psychological safety is one of the most important leadership skills needed in human centred cultures. By establishing trust and mutual respect, coaches can help create an environment where team members feel comfortable taking risks and sharing new ideas. Leadership development coaching can help build psychological safety by providing a space for employees to share their thoughts and feelings openly. This open communication can help break down silos within the organisation and encourage creativity and innovation.

Improves Decision Making

Organisations are only as good as the decisions that their leaders make. Good decision making requires effective problem solving and critical thinking skills. Leaders who focus on the needs of their team members are more likely to make decisions that are in the best interest of the organisation as a whole. This is because they are able to see the potential impact of each decision on the people within the organisation.

Developing leaders requires a human centred approach. This means that the focus is on understanding and meeting the needs of individuals, rather than applying the same methods to everyone. A senior leader needs to be able to relate to people at all levels, and this can only be done by taking a human centred approach.

To ensure that their organisation meets the needs of the community they serve, Down Syndrome Victoria established an Advisory Network that includes several members with Down syndrome. Their mission is to be advocates for others with Down syndrome. Having courageous and authentic conversations is an important part of the way Down Syndrome Victoria operate at every level of their organisation and together with TLS, we have an opportunity to continue this journey by working together and further enhancing the quality of the internal and external voice of the organisation.

When leaders take a human centred approach to leadership development, they are more likely to engage in practices that are ethical and sustainable. Leaders who take a human centred approach to leadership development are more likely to create organisations that are democratic and inclusive, and that respect the rights of all people.

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About the Author: The Leadership Sphere

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

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The Benefits of Human Centred Leadership

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The Case for Human Centred Leadership

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The Case for Human Centred Leadership

As we approach the end of the year, it is a good time to reflect and check-in with yourself and your team. Are you people centric in your leadership? Do you make decisions that always have the people you work with top of mind? If not, it may be time to realign your leadership style to be more human centred.

There are many benefits to leading with a people focus. Leaders should commit to creating a culture in which everyone may thrive, develop, and continuously innovate by fostering an environment where every employee can contribute their ideas, creativity, and passion. Below are three key benefits of senior leadership training that takes a human centred approach:

Improved Workplace Culture

organisation. Leaders set the tone and if they prioritise their team’s wellbeing, it will flow down throughout the company. A human centred leadership style can improve workplace culture by:

  • Encouraging employees to share their ideas and suggestions
  • Fostering a collaborative environment
  • Valuing employee feedback
  • Empowering employees to take initiative
  • Creating open communication channels

In a recent case study, Senior Project Manager at Down Syndrome Victoria, Madison Robinson spoke with us about their commitment to create a human centred leadership team and culture. The establishment of their Advisory Network ensures that the voices of people with Down syndrome are represented and that they are leaders within their organisation.

“Particularly with the work that I do…you can see the impact that you make in the community that you’re working alongside. And to see how the things that I’ve learnt in Dare to Lead™ that I can then implement in my workplace and then for other people to try and use. You can see the flow on effect that it has for people in our community.”

– Madison Robinson, Senior Project Manager, Down Syndrome Victoria
Learn more about Dare to Lead™

Enhanced Employee Engagement & Motivation

Engaged and motivated employees are key to any organisation’s success. Human centred leadership can enhance team engagement and motivation by:

  • Giving employees a sense of ownership and responsibility
  • Encouraging professional development
  • Recognizing and rewarding employees for their achievements
  • Supporting work/life balance

Increased Productivity & Innovation

A human centred leadership approach can lead to increased productivity as it allows employees to feel valued, appreciated, and supported. When employees feel good about their work, they are more likely to be productive. Embracing human centred leadership can increase productivity by:

  • Encouraging creativity and innovation
  • Fostering a positive work environment
  • Providing clear expectations and objectives
  • Giving employees the resources they need to be successful

Executive coaching is a powerful tool that can support leaders in their journey to becoming more human centred. Executive leadership development can provide leaders with the guidance, feedback, and accountability they need to enhance their skills and behaviours. Coaching benefits senior leaders, their team, and their organisation by helping them to create a more positive, productive, and innovative work environment.

Leadership is hard. But it doesn’t have to be difficult if you remember that at its heart, leadership is about serving others. Leaders who put their people first will always find themselves in a better position to achieve their goals. If you want to be a successful leader, focus on developing empathy and compassion for those around you. Remember that we all have different strengths and weaknesses – try not to judge others based on your own standards. Instead, work on building relationships with your team members so that you can help them grow into their best selves.

Book a Consultation

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

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The Case for Human Centred Leadership

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How Human Centred Leadership Improves Performance

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How Human Centred Leadership Improves Performance

In order to be an effective leader, you need to understand how humans work. That’s where human centred leadership comes in. It takes into account the way people think, feel and behave, as well as the unique dynamics of teams and organisations. When leaders focus on the people instead of the process, they create a more positive and productive work environment.

People not Profits

The goal of every organisation is to be financially successful. But in order to achieve this, leaders need to focus on more than just the bottom line. There is an often quoted phrase when a company experiences a higher than average turnover rate. That is, that ‘people leave managers, not positions.’

This simple, yet powerful statement summarises the importance of taking a human centred approach to leading teams and organisations. What the phrase really brings into focus is the need for leaders to create an environment where people feel valued, respected and motivated.

High performance teams are only as good as their weakest link. And that weak link is often a result of poor leadership. If employees feel like they are nothing more than a cog in a machine, they will quickly become disengaged and unmotivated. Human centred leaders know that in order to get the best out of people, they need to focus on their needs and development.

What Sets Human Centred Leaders Apart?

When it comes to developing leadership skills, what often gets overlooked are the soft skills that make great leaders stand apart from the rest. These are the leaders who are able to inspire their teams and keep them motivated throughout times of uncertainty and change.

“Having a human centred culture requires that leaders make it possible for others to show up as their authentic selves.”

Authenticity

Having a human centred culture requires that leaders make it possible for others to show up as their authentic selves. Leaders must be willing to be vulnerable in order to allow this to happen. They must make it clear that to their teams that they are fallible humans just like them. Only then will they be able to gain the trust of their teams and earn their respect.

Trust

Human centred leaders are able to build trust and rapport with their team members. They create an environment where people feel safe to take risks, experiment and fail. These leaders know that it’s not about them, it’s about the people they are leading. They are always looking for opportunities to improve high performance team development.

Communication

One of the most important qualities of human centred leaders is their ability to communicate effectively. They are able to share their vision in a way that inspires people to buy into it. They also know how to give feedback in a way that is constructive and motivating.

If you want to be a successful leader, it’s time to start thinking about your people and cultivating a human centred culture. A leadership training program can help you develop the skills you need to be a human centred leader. When you focus on your team’s development and create a positive work environment, you will see improved performance across the board.

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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 human centred 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.

Let us help you find what you’re looking for!

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How Human Centred Leadership Improves Performance

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How to Lead High Performance Teams with Humanity

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How to Lead High Performance Teams with Humanity

Leading high performance teams is a difficult task. It’s made even more difficult by the fact that most people try to do it in an inhuman way. They rely on commands, threats, and punishment instead of trust, respect, and common goals. As a result, they get lacklustre results at best.

But there is another way. You can lead high performance teams with humanity. By treating your team members like human beings with feelings and needs, you create an environment where everyone feels comfortable contributing their best ideas. The result is a team that works together effortlessly to achieve common goals.

Human centred development starts with the premise that everyone has something to offer, and that everyone deserves the opportunity to contribute their best ideas. It’s a collaborative approach that puts the focus on the team rather than the individual. And it’s been shown to produce better results than traditional management techniques.

Here’s how to do it:

1. Communicate clearly and often

Your team members need to know what you expect from them and why it matters. They also need to understand the goals of the team and how their individual work fits into the bigger picture. Keep your communications clear, concise, and frequent to ensure that everyone is on the same page.

2. Encourage open communication

The best ideas come from collaboration and discussion. Encourage your team members to share their ideas openly, without fear of criticism. Engaging in a leadership training course can help you to create an environment for your team where it’s safe to experiment and fail. When team members feel comfortable sharing their ideas, they’ll be more likely to come up with creative solutions to problems.

“By taking a human centred approach to leadership, you can create high performance teams that are motivated, creative, and productive.”

3. Respect individual differences

Your team members are all unique individuals with their own skills, strengths, and weaknesses. It’s important to respect these differences and play to each person’s strengths. The best high performance team programs create a more comprehensive understanding of each team member that leads to more successful collaboration.

4. Encourage and reward creativity

Innovation is key to success in any field. Encourage your team members to be creative in their approach to work, and reward them when they come up with new and better ideas. This will foster a culture of innovation and creativity that will benefit the entire team.

5. Show appreciation

Your team members need to know that you appreciate their hard work. Showing appreciation is one of the most powerful motivators, so make sure to thank your team members often. A simple “thank you” can go a long way towards making someone feel valued and appreciated.

By taking a human centred approach to leadership, you can create high performance teams that are motivated, creative, and productive. This type of leadership skill development is important for helping leaders better understand their people. It enables leaders to create more effective plans and strategies. In treating your team members like human beings and respecting their individual differences, you’ll create an environment where everyone can do their best work. The result will be a team that’s more successful, productive, and cohesive.

Book a Consultation

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

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How to Lead High Performance Teams with Humanity

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What is Human-Centred Leadership?

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What is Human-Centred Leadership?

Human-centred leadership is a style of leadership that focuses on the needs of the people being led. This type of values-based, authentic leadership, puts the people being led first. Traditional leadership styles, on the other hand, often focus on the needs of the leader or the organisation. This can lead to a top-down approach that doesn’t always consider the needs of those being led.

The Limitations of Traditional Leadership Styles

Traditional leadership styles often rely on power and control. They can be autocratic, and they often involve a lot of rules and regulations. This type of leadership can often be more concerned with the bottom line than with the people being led. This can lead to a work environment that is not always conducive to creativity and innovation.

Relying on traditional methods of leadership can often result in stagnation within a business or organisation. People first, adaptive leadership is needed to create and maintain strong relationships with your employees. Without it, you may experience a higher turnover rate and negatively impact employee satisfaction and productivity.

What is Human-Centred Leadership?

Human-centred leadership is about building relationships and trust, and it’s based on the belief that people are the most important asset in any organisation. This type of leadership style is about empowering people and giving them the resources, leadership skills training, and support they need to be successful.

“Human-centred leaders demonstrate empathy with their teams. They prioritise the needs of team members and create an environment where everyone can thrive.”

Developing leadership skills that address the needs of the team, rather than the desires of the leader,  is essential to creating a successful and sustainable organisation. Human-centred leaders demonstrate empathy with their teams. They prioritise the needs of team members and create an environment where everyone can thrive.

The ability to empathise with others is an important skill for any leader. When you are able to put yourself in someone else’s shoes, you can better understand their point of view. You understand their feelings and emotions, and you can relate to them on a personal level. This can help you to connect on a deeper level to build stronger, trusting relationships with your employees and to create a more positive work environment.

Empathy is also essential for creating change. When you understand the needs and wants of your employees, you can create a vision that resonates with them. You can develop strategies that meet their needs, and you can implement policies that they will support. Leadership development training can help build trust among employees by creating an environment where everyone is heard and respected. When employees feel like they are part of the decision-making process, they are more likely to trust the leader. Leaders who are open to feedback and who are willing to listen to their employees are more likely to be successful.

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

Book a Consultation

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What is Human-Centred Leadership?

How to Keep High Performance Teams Motivated

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How to Keep High Performance Teams Motivated

High performance teams are a hot commodity in the business world today. But keeping them motivated and on track can be a challenge for even the most experienced managers. In order to keep your team at the top of their game, it is important to understand what motivates them and how to best work with their individual personalities. Luckily, there are many leadership assessment and profiling tools available that can help you do just that. By taking the time to understand your team members’ motivations and preferences, you can create an environment where they will thrive and produce their best work.

Set Clear Goals and Expectations

High performance teams need to know what they’re working towards. Make sure your team knows what the goals are and what success looks like. Leadership development programs can help leaders become more effective at setting expectations. Programs like these can help leaders learn how to create a clear vision for their team, and how to communicate the expectations to their team members. Leaders who complete such programs often find that they are better able to engage and motivate employees, leading to improved work performance overall.

Encourage and Reward Innovation

In order to stay ahead of the competition, organizations need to encourage innovation. One way to do this is to reward employees who come up with new ideas that improve work processes or create efficiencies. This could be done through a bonus system, or through recognition from senior leadership. Either way, it’s important to let your team know that you value innovation and creativity.

“Leaders who are able to effectively involve team members in decision-making often find that they are more engaged and motivated, leading to improved work performance.”

Invest in Training and Development

High performing teams need to be constantly learning and evolving. Leadership assessment tools can also be used to identify areas where team members need further development. Provide opportunities for your team members to attend leadership training courses, or to participate in development programs. By investing in your team’s growth, you’re showing that you value their work and their potential.

Include Teams in Decision Making

In order to maintain high performance, it’s important to include team members in the decision-making process. This will help them feel like they are a part of the team, and that their opinions matter. It will also give them a sense of ownership over the work that they’re doing, which is integral as part of developing leadership skills training. Leaders who are able to effectively involve team members in decision-making often find that they are more engaged and motivated, leading to improved work performance.

If you want your team to be successful, invest in getting to know them on a personal level so that you can figure out how best to motivate them. The best leadership assessment tools will help you do just that. Use what you learn to create an environment where your team can thrive, and watch as their performance improves.

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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.

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How to Keep High Performance Teams Motivated

What Assessments Reveal About Team Dynamics

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What Assessments Reveal About Team Dynamics

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

Team Size

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

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

Team Composition

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

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

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

Team Roles

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

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

Leadership Style

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

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

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

Book a Consultation

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

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What Assessments Reveal About Team Dynamics

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How to Get the Most out of Every Coaching Session

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How to Get the Most out of Every Coaching Session

Executive coaching is a collaborative process that helps executives achieve their goals. The coach and executive work together to identify areas for improvement and create a plan of action. The coach provides support and guidance, while the executive takes responsibility for their own growth and leadership development. This type of coaching relationship is based on trust, mutual respect, and collaboration.

Keep an Open Mind

The best way to get the most out of your coaching sessions is to be open and honest with your coach. By sharing your thoughts and feelings honestly, you can create a strong, trusting relationship with your coach and get the most out of your sessions. Be sure to ask for feedback often, and take advantage of your coach’s experience and expertise.

The role of an executive coach is to help you grow and develop as a leader. In order to do this, they need to understand your strengths and weaknesses. Be open to feedback from your coach, and be willing to work on areas that need improvement.

Be Prepared

Before each senior leadership coaching session,  take some time to think about your goals and what you want to achieve. This will help you make the most of each session and get closer to your goals.

Be sure to come to each session with questions or topics that you would like to discuss. This will help keep the sessions focused and ensure that your time is spent effectively.

“One of the advantages of leadership coaching is having someone as invested in your development as you are.”

Follow Through on Action Items

After each coaching session, you will likely have some action items to work on. These could be things like developing a new skill or preparing for a presentation. Be sure to follow through on these action items, as they will help you achieve your goals.

One of the advantages of leadership coaching is having someone as invested in your development as you are. An executive coach and play an integral role in keeping you accountable for the actions you commit to taking.

Take Advantage of Resources

Your executive coach should be a wealth of knowledge and resources. Be sure to ask for recommendations on books, articles, or other resources that can help you grow as a leader.

Utilise the resources your coach provides, and don’t be afraid to ask for more. The goal is to help you grow as a leader, and your coach should be committed to providing you with the tools and resources you need to succeed.

Leadership training and coaching can help leaders clarify their goals, develop a plan of action, and stay on track. Coaching can also help leaders build their confidence and learn new skills. When developing leadership skills training includes coaching, executives often improve communication and problem-solving skills. Leaders who are coached often find that they are better able to manage stress and stay focused on their goals.

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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.

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How to Get the Most out of Every Coaching Session

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Creating a Trust Based Culture within Your Team

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Creating a Trust Based Culture within Your Team

A trusting culture begins with strong leadership. Leaders must be willing to set an example by being transparent and honest with their team, and must be dedicated to building trust through their actions. Trust cannot be forced; it must be earned over time through consistent behaviour. One of the advantages of executive coaching is that it can help leaders learn how to build trust within their teams. When team members know they can trust their leader, they are more likely to trust one another as well. This creates a positive feedback loop in which trust breeds more trust, leading to a more productive and cohesive team.

Factors of Trust

When measuring the levels of trust within your team, there are a number of vital factors to consider.

  1. Consistency: A leader who is inconsistent in their behaviour will quickly lose the trust of their team. Team members need to be able to count on the leader to act in a certain way, and to be reliable.
  2. Respect: When team members feel that they are respected by their leader, they are more likely to trust them. Leaders must be careful not to cross boundaries or mistreat their team members, as this will quickly erode trust.
  3. Communication: Leaders must be willing to communicate openly and honestly with their team, and ensure that everyone has a voice. This includes sharing both positive and negative news equally, and being transparent about the company’s goals and objectives. Team members who feel like they are kept in the dark will not trust their leaders.
  4. Vulnerability: Leaders must be willing to show their team that they are human and make mistakes. This vulnerability will breed respect and trust from the team. Leaders who try to appear perfect all the time will only appear fake and untrustworthy.

“Leaders who are accountable to their team will earn their trust, while leaders who shirk their responsibilities will quickly lose the trust of their team.”

How to Create a Trust Based Culture within Your Team

Accountability

Accountability is key to building trust within a team. Leaders who are accountable to their team will earn their trust, while leaders who shirk their responsibilities will quickly lose the trust of their team. Senior leadership teams training should include a focus on accountability in order to create a trust based culture.

Honesty

Executive coaching can help leaders to be more open and honest with their team members, which will encourage trust within the team. Through engaging in leadership coaching,  leaders become more self-aware, and to understand how their words and actions affect others. This increased awareness can allow leaders to be more transparent and honest with their team, which will create a more trusting environment.

Collaboration

When team members are able to work together collaboratively, they build trust in one another. By sharing their ideas and working together towards a common goal, team members learn to rely on one another. It is important when developing leadership skills training for your team that you ensure that effort is made to promote effective collaboration.

Building trust within your team can be a challenge, but it is vital for the success of the team.  A trust based culture will breed respect, communication, and collaboration, and will lead to a more productive and cohesive team. With the right leadership development, you can create a trust based culture within your team.

Book a Consultation

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

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Creating a Trust Based Culture within Your Team