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Leadership Assessment Tools for Teams

Leadership Assessment Tools for Teams

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

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

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

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

What are Hogan Assessments?

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

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

What is the Leadership Circle Profile™?

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

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

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

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

Leadership Assessment Tools for Teams

Why High Performance Teams are Critical for Success

Why High Performance Teams are Critical for Success

When it comes to talent development, high performance teams are essential. By investing in the training and development of team members, organisations can ensure that they have the skills and knowledge necessary to meet organisational objectives. Leading teams training can also help team members to learn how to work together effectively, which is essential for high levels of productivity.

An organisation that fails to develop high performance teams is likely to find itself at a competitive disadvantage. In today’s business environment, organisations need to be able to rely on their team members to be able to work effectively and efficiently in order to remain successful. Talent development and leading teams training are two of the most important investments that an organisation can make in order to ensure its success.

Shared Values and Vision

One of the most important things that high performance teams have in common is a shared set of values and vision. By having a clear understanding of the organisation’s goals, team members are able to work together effectively towards achieving them. Additionally, a shared vision gives team members a sense of purpose and direction, which can motivate them to achieve their best.

Organisations that fail to develop a shared set of values and vision are likely to find that their team members are working towards different objectives, which can lead to conflict and low levels of productivity. A shared vision and set of values is therefore essential for high performance teams. Senior leadership training can help leaders to establish a deeper understanding of their values and how to instil them into daily practices for themselves and their teams. In doing so, you can ensure that the entire team is aligned and committed to achieving success.

” It is essential for organisations to ensure that team members are able to communicate openly and honestly with one another.”

Open and Clear Communication

Another important characteristic of high performance teams is open and clear communication. In order to work together effectively, team members need to be able to communicate openly and honestly with one another. This enables them to understand each other’s perspectives and find ways to resolve conflicts. Additionally, clear communication ensures that team members are always on the same page, which is essential for meeting organisational objectives. 

Organisations that fail to encourage open and clear communication among team members are likely to find that they are not able to work together effectively. This can lead to misunderstandings and errors, which can have a negative impact on productivity.  It is essential for organisations to ensure that team members are able to communicate openly and honestly with one another. Developing effective communication is integral when training for high performance as it not only improves a team’s ability to work with one another, but with other teams, clients, and customers as well.

High performance teams are critical for success because they provide the talent and expertise necessary to achieve organisational goals. By developing a strong team, organisations can create an environment that is conducive to innovation and high levels of productivity. High performance team training is one of the most important investments that an organisation can make in order to ensure its success.

About the Author: The Leadership Sphere

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

Why High Performance Teams are Critical for Success

How to Lead High Performing Teams

How to Lead High Performing Teams

When it comes to leading a team, there are certain skills and talents that are essential for success. First and foremost, a good leader must have courage and be vulnerable. They must also be highly emotionally intelligent and committed to developing others.

If you want your team to perform at a high level, it is important to invest in their training. By providing them with the resources they need to succeed, you can set them up for success. Additionally, it is important to create a team culture that values high performance. This can be done by setting clear expectations and providing feedback that is both positive and constructive.

Leading a high performing team is not easy, but it is definitely worth it. With the right skills and commitment, you can create a team that is unstoppable.

Courage & Vulnerability

It takes courage to lead a team. You have to be willing to put yourself out there and take risks. A good leader must have the courage to stand up for what they believe in and the vulnerability to have difficult conversations. By being open and honest with your team, you can create a trusting and respectful environment.

Exhibiting both courage and vulnerability is integral to leading high performance teams. When we allow ourselves to be unguarded with the team we lead, we establish deeper relationships that elicit a greater sense of loyalty and comradery. You instill in them the ability to understand one another better. In doing so, teams become more cohesive and able to overcome challenges much more effectively.

Emotional Intelligence

Emotional intelligence is crucial for any leader. This includes being able to understand and manage your own emotions. It also means being able to read other people’s emotions and respond in a way that is helpful. A leader with high emotional intelligence is able to create a positive team environment. They know how to motivate and inspire others. They also know how to resolve conflict effectively.

When it comes to senior leadership development, building a high level of emotional intelligence can make a significant impact on team performance. Recognising the emotions driving your own and others’ actions, means that you are better able to identify when and why performance is being limited or heightened. This also means that you can leverage those insights to improve problem solving capabilities and motivate stronger performance.

“A leader with high emotional intelligence is able to create a positive team environment. They know how to motivate and inspire others.”

Commitment to Developing Others

A good leader is committed to developing others. This means providing team members with the resources and support they need to grow. It also means giving team members opportunities to stretch themselves and develop their skills. Providing training for high performance allows teams to enhance their ability to work and problem solve collaboratively, making them more efficient and capable of achieving better results. 

A leader who is committed to developing others is invested in the long-term success of their team. They know that by helping team members grow, they are also helping the team as a whole. The benefits of leadership development and training programs extend far beyond the individuals taking part. Their direct reports experience improved leadership and as a result, are more successful and understand what it is to be part of a high performance team.

Leading a high performing team requires courage, vulnerability, emotional intelligence, and a commitment to developing others. These are not easy qualities to develop, but they are essential for any leader who wants their team to be successful. Leading teams training will help to create a culture that values high performance, allowing you to set them up for success.

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

How to Lead High Performing Teams

Why Leaders Matter in Teams

Why Leaders Matter in Teams

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

Instil a Culture of Excellence

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

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

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

Inspire High Performance

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


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

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

About the Author: The Leadership Sphere

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

Why Leaders Matter in Teams

How Effective Leaders Manage Teams

How Effective Leaders Manage Teams

The best leaders know that one of the most important aspects of their job is to build trust within their teams. Trust is the glue that holds teams together and allows them to function at their best. Unfortunately, trust can be a difficult thing to create and maintain. It requires constant effort and attention from leaders. But the payoff is worth it. Teams that trust each other are more cohesive, more productive, and more successful.

There are many ways to build trust within a team. Here are a few key strategies:

Be Transparent

Leaders should always be open and honest with their teams. This means sharing information, being clear about expectations, and being consistent in your words and actions. When teams feel like they can trust their leaders, they are more likely to trust each other. This is vital within senior leadership teams not only for how they operate internally, but for setting the standard of behaviour for their direct reports.

Encourage Open Communication

Teams need to be able to communicate openly and freely with each other. This means creating a psychological safe environment where people feel comfortable sharing their thoughts and ideas, without fear of being judged or critiqued. Leaders can encourage open communication by being good listeners and creating opportunities for dialogue. Leadership development training can provide leaders with the tools for facilitating difficult conversations and inclusive discussions. In doing so, you foster greater collaborative efforts that often result in stronger performance.

“Respect is another key ingredient in the trust recipe.”

Show Respect

Respect is another key ingredient in the trust recipe. When team members feel respected by their leaders, they are more likely to trust and respect each other. Leaders can show respect by valuing diversity, listening to different points of view, giving credit where it’s due, and owning your mistakes. As leaders, it is important that we take accountability for our actions, especially when we have made an error. Effective team management occurs when there is mutual respect and understanding between team members and leaders.

Promote Collaboration

Collaboration is essential for trust-building. When team members work together towards a common goal, they learn to trust and rely on each other. Leadership training programs can provide teams with the opportunity to establish collaborative problem solving practices. Teams that are capable of overcoming challenges together, tend to do with more efficiency and stronger levels of success.

Be Dependable

Team members need to know that they can rely on their leaders. This means being there when you say you will, following through on commitments, and keeping your word. When developing leaders of high performance teams, it is important to understand that you don’t need to have direct involvement in daily operations. Making yourself available to support your teams when required however, will demonstrate dedication to achieving the goals set out for them.

Building trust within a team is not an easy task, but it’s one of the most important things a leader can do. Through engaging in leading teams training, you build an arsenal of strategies and skills that each foster an environment of trust within teams. By developing deeper relationships and understanding what motivates your team, you are able to lead more effectively and help them to achieve higher performance. 

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

How Effective Leaders Manage Teams

Developing a Leadership Mindset

Developing a Leadership Mindset

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

Nurture Development

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

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

Ownership and Accountability

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

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

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

Emotional Intelligence

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

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

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

What do you believe contributes to an effective leadership mindset?

About the Author: The Leadership Sphere

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

Developing a Leadership Mindset

The Importance of Assessment for Leading Teams

The Importance of Assessment for Leading Teams

Leadership assessment is one of the most important steps that a leader can take to improve their leadership skills. By taking part in leadership assessments and profiling, leaders can learn more about themselves and how they interact with those around them. This information is invaluable when it comes to developing leadership skills and training senior leadership teams. Leaders who are open to feedback and willing to learn will find that assessment helps them become better and more effective leaders.

Understand What Motivates Them

As a leader, it’s important to understand how to motivate your team.  When you know what makes your team tick, you can better tailor your approach to leading them. This not only leads to a more productive team, but also one that is more motivated and satisfied with their work.

Leaders who participate in leadership profiling gain a better understanding of the team dynamics and how they can improve team productivity. Teams that are able to work together effectively are more productive and achieve better results. Leaders who understand their team’s dynamics and what motivates them will be better equipped to manage and motivate them.

Engage in Training Programs that Will Make a Difference to Your Team

There are many different types of leadership assessment, but they all have the same goal – to help you understand yourself and your team better. The most common approach is to use a combination of self-assessment, feedback from others, and data gathered from team meetings or projects. This gives you a broad spectrum of information to work with. 

Developing team management training programs based on the specific needs of your team and organisation ensure that both you and your team are provided the greatest value. When leadership development programs address areas of need and relevance, participants are more engaged in their learning and are able to implement it with greater ease and efficiency.

It’s important to remember that assessment is not a one-time event. You should revisit it regularly to ensure that it remains relevant. As senior leadership teams change and grow, so too will the areas of strength and weakness. Assessment is an ongoing process that helps you adapt your leadership style to best meet the needs of your team. Leading teams training that includes assessment can help your team to reach its full potential.

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

The Importance of Assessment for Leading Teams

Why High Performers Need Coaching

Why High Performers Need Coaching

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

Maximise their Potential

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

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

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

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

Prevent Burnout and Increase Retention

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

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

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

About the Author: The Leadership Sphere

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

Why High Performers Need Coaching

executive coaching

5 Ways Coaching Drives Performance

5 Ways Coaching Drives Performance

When it comes to high performance teams, coaching is one of the most important factors in driving results. In fact, research has shown that executive coaching is one of the most effective leadership development programs available. Coaching can help individuals and teams achieve their goals, improve communication, and boost productivity.

Increase Self-Awareness

Executive coaching programs can help individuals and teams to develop a greater self-awareness, which is essential for high performance. Teams that are aware of their strengths and weaknesses are able to make adjustments and improvements more easily than those who are not. Leadership development programs can provide an objective perspective, helping teams to identify areas where they may be able to improve.

Build Trusting Relationships

High performance teams are built on a foundation of trust, respect, and communication. This allows for an open exchange of ideas and creates an environment where everyone feels comfortable contributing. Executive coaching can help leaders build these essential relationships by providing a space for open dialogue and feedback.

“Coaching can help individuals and teams achieve their goals, improve communication, and boost productivity.”

Provide Effective Feedback

One of the most important aspects of developing high performance teams is ensuring their leaders are able to provide effective feedback. Feedback is a key ingredient in any successful team or organisation. Leaders who are able to give effective feedback are able to help their team members learn and grow. Feedback also helps to build trust between the leader and the team members.

Navigate Difficult Conversations

Coaching also develops the leader’s ability to have hard conversations. These are the conversations that no one wants to have, but need to be had in order for the team to improve. The coach helps equip the leader with the skills needed to have these tough conversations effectively. Leaders who are able to have difficult conversations with their team members are able to create a more positive and productive work environment.

Create Accountability

When team members are accountable to each other, they are more likely to perform at a higher level. The best high performance team training also helps teams identify and set goals, as well as track progress towards those goals. By working with a coach, teams can become more cohesive and effective, leading to improved performance. If you want your team to reach its full potential, coaching is essential.

If you’re looking for ways to improve your team’s performance, coaching is a great place to start. By investing in your people and creating a space for honest feedback, you can drive performance and help your team reach its full potential.

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

5 Ways Coaching Drives Performance

How to Improve Team Effectiveness

How to Improve Team Effectiveness

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

Prioritise Well-Being

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

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

Encourage Autonomy

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


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

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

Provide Feedback

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


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

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

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

How to Improve Team Effectiveness

5 Ways to Improve Your Team’s Performance

5 Ways to Improve Your Team’s Performance

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

Right People in the Right Role

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

Align Your Values

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

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

Create Accountability

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

Building Competencies

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

Building Effective Goal Setting

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

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

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

5 Ways to Improve Your Team’s Performance

How Coaching Increases Productivity & Performance

How Coaching Increases Productivity & Performance

It goes without saying that high performance teams make productive use of their time. However, it is possible for teams to be highly productive without that translating into high performance. That is because while they may be working efficiently, they are missing those critical elements that make high performance teams exceptional. 

Executive coaching programs can be an integral part of enhancing the performance of your leadership team. Unlike formal leadership training, coaching for high performance places the onus on participants to direct their own development. Coaches offer support and guidance to ensure that teams are engaging deeply with their development, and that what they learn is sustainable and provides value over the long term.

A Safe Environment to Address Sensitive Issues

What often holds teams back from excelling in productivity and performance is the fear of bringing up potentially sensitive issues. Leadership development coaching is a team’s opportunity to have difficult conversations. The coach is able to provide a third-party perspective while helping mediate the discussion and retain focus on the topic at hand while the team works towards finding solutions.

Allocating time and space to address sensitive issues prevents them from causing greater conflict or affecting your team’s performance. High performance teams must be able to work through issues and overcome challenges as a unit. Having tough conversations in an environment where teams feel comfortable means that more effective decisions are being made. More time is then spent on implementing solutions rather than deciding on what needs to be done.

“Teams may have skills or talents that are currently being underutilised, or that they may not realise have been integral to past performance.”

Improves Performance Management

Executive coaching is not only concerned with addressing the difficulties a team faces. Coaching for high performance should also aim to highlight what teams are already excelling at and helping them to leverage those strengths to further their success. Participants experience increased confidence and high levels of motivation that drives performance.

The best high performance team programs instil greater self-awareness of the team’s capabilities. They may have skills or talents that are currently being underutilised, or that they may not realise have been integral to past performance. In harnessing those strengths and developing them to their fullest potential, your team becomes more effective and productivity increases. Making the most of the full range of your team’s abilities will result in stronger performance overall.

How a team utilises their time to be the most effective they can be has a direct impact on their performance. High performance teams understand the importance of time management in everything they do. Dedicating time for overcoming obstacles and further developing strengths increases both productivity and performance.

About the Author: The Leadership Sphere

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

How Coaching Increases Productivity & Performance

3 Characteristics of Effective Leadership Teams

3 Characteristics of Effective Leadership Teams

ParagraExecutive teams are integral to providing strategic and operational leadership to an organisation. They guide their teams towards achieving goals, developing strategies and overseeing their implementation. An effective leadership team is able to do this by modelling behaviours and setting the cultural standard of the company. The collective functionality of executive teams is rarely prioritised over their strategic role. For organisations that get it right, performance increases at every level and provides a significant competitive advantage.

Authentic Interaction

High performance teams are incredibly intentional in how they interact with one another. Their differences are valued and respected, allowing for more effective communication. They often seek feedback from one another and trust in each other’s expertise and capabilities. Establishing clear expectations for how teams handle difficult conversations is critical to developing effective leadership. 


In addition to having strong communication skills, executive team members must be comfortable being honest and vulnerable. When leaders show up with authenticity, they engage with others on a much more personal level. They demonstrate their dedication to the work and loyalty to one another by driving each other to reach their full potential.

“No individual is solely accountable for the success of the whole team. If objectives aren’t met, the team must address the cause and decide how to correct it or prevent it in the future.

Take Accountability

The most effective leadership teams do not shy away from accountability, from both within the team and others in the organisation. They establish clear expectations around what they need to do, communicate them frequently, and review their progress regularly. Each person on a high performance team understands the necessity of taking personal accountability for their role and why that is important for ensuring team accountability.


Participating in leadership training for performance accountability can help teams to build their collective mindset. While each individual has their own responsibilities within the team, understanding how those responsibilities align with the rest of the team drives greater engagement with common objectives. No individual is solely accountable for the success of the whole team. If objectives aren’t met, the team must address the cause and decide how to correct it or prevent it in the future.

Collective Mindset

High performing leaders function collaboratively, taking an enterprise-wide perspective on their operations both individually and as a team. They serve as role models for the entire organisation in terms of breaking down silos and developing solutions to problems the business faces. Individuals on high performing executive teams put the organisation’s interests ahead of their personal gains.


Executive positions represent a new challenge for leaders to continue to learn and grow. The best leadership development programs enable participants to engage in better performance conversations that result in more opportunities for individual and collective growth. When leadership teams maintain this mindset they are able to drive value beyond the expected level of performance.

Effective leadership teams lead by example. They set expectations by demonstrating desired behaviours themselves. Through high performance training programs, they improve their functionality and set the standard for others to follow. When executive teams are operating at their full potential, performance increases throughout the organisation.

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

3 Characteristics of Effective Leadership Teams

Why Diversity is Important for High Performance

Why Diversity is Important for High Performance

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

Encourages Creative Innovation

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

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

Improved Employee Retention

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

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

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

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

About the Author: The Leadership Sphere

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

Why Diversity is Important for High Performance

High Performance in Leadership Teams

High Performance in Leadership Teams

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

Understanding High Performance Leadership

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


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

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

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

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

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

High Performance in Leadership Teams

The Long-Term Impact of Developing High Performance Teams

The Long-Term Impact of Developing High Performance Teams

We often talk about the importance and  benefits of high performance teams for growth and success. In a perpetually changing world, professional development needs to be constantly pursued and prioritised. The impact of developing high performance teams can be both far-reaching and long lasting.

Greater Employee Engagement

Inspired action and ensuring that direct reports can buy into the vision are some of the most important aspects of leading high performance teams. Leaders who are able to capture their team’s collective imagination and motivate them to be more creative problem solvers and innovators, see greater quality output more consistently. Effective leadership development training incorporates the strategy of the business and addresses the limitations that can keep teams from achieving their full potential. By creating leaders who are capable communicators of strategy and motivators, organisations cultivate an environment that drives performance at all levels. 


When employees are engaged with their work and how it aligns with the goals of the organisation, they become more empowered to achieve greater results. Providing opportunities for teams to build upon their strengths and fill skills gaps, allows them to have a more meaningful influence in shaping the processes they use daily. In having a complete understanding of the objectives of the organisation, teams can take ownership of the role they play in reaching those goals.  They establish a personal commitment to them and have an increased dedication to seeing them through.

Deeper Connection and Cooperation

One of the greatest advantages of sustaining high performance teams is that their members experience a larger diversity of knowledge and ideas. They learn to operate cohesively in a highly demanding environment. When there is a lack of cohesion, it causes undue stress and tension between team members and negatively affects performance. There is a necessity of support and cooperation in order to achieve a strong performance and meet targets.

The best leadership development programs include a focus on strengthening the personal relationships within teams. Teams that succeed consistently are respectful of each other’s differences and value the contributions they make. They also tend to be more committed to goals and have a deeper sense of unity that often translates into increased performance. It is this camaraderie that makes high performing teams so attractive to others and why those in them are so unwilling to leave. When a team works well together, particularly when under increased stress, their potential for success is greater.

“When there is a lack of cohesion, it causes undue stress and tension between team members and negatively affects performance.”


Setting teams up for success is a high priority in any development endeavour. The longevity of their success depends on their ability to connect with their objectives and one another. Effective leaders understand the importance of fostering these connections. Inspiring their teams to work collaboratively in service of common goals they’re passionate about, results in higher levels of dedication and performance.

About the Author: The Leadership Sphere

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

The Long-Term Impact of Developing High Performance Teams

The Role of Leaders in High Performance Teams

The Role of Leaders in High Performance Teams

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

Provide Support

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

Mitigate Conflict

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

Future Focused

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

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


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

The Role of Leaders in High Performance Teams

Why Do You Need a High Performing Team in 2022?

WHY DO YOU NEED A HIGH PERFORMING TEAM IN 2022?

Written by Loren Pettigrew, Head of Business Engagement

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

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

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

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

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

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

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

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

https://theleadershipsphere.outgrow.us/highperformanceteamquiz

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

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

Trust

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

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

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

How can you increase trust in your team today? 

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

Alignment 

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

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

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

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

How can you increase alignment in your team today? 

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

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

Why Do You Need a High Performing Team in 2022?

Identifying High Performers

Identifying High Performers

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

Assessment and Profiling

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

Observe Behaviour

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

High performers typically:

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

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

About the Author: The Leadership Sphere

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

Identifying High Performers

5 Benefits of Leadership Team Coaching

5 Benefits of Leadership Team Coaching

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

Individual vs. Team Coaching

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


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

5 Benefits of Leadership Team Coaching

Creates Clarity

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

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

Supportive Environments

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

Builds Emotional Intelligence

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

Improved Performance

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

Instills Trust

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

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

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

5 Benefits of Leadership Team Coaching

What is High Performance Leadership?

What is High Performance Leadership?

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

Provide Teams the Tools to Succeed

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

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

Receptive to New Ideas

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

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

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

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

About the Author: The Leadership Sphere

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

What is High Performance Leadership?

How Healthy Conflict Benefits Teams

How Healthy Conflict Benefits Teams

How Healthy Conflict Benefits Teams

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

Create Space for Conflict

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

Conflict Builds Trust

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

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

Conflict that Matters

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

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

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

How Healthy Conflict Benefits Teams

Why High Performers Leave

Why High Performers Leave

Why High Performers Leave

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

Limited Career Advancement

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

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

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

Disconnected From the Work

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


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

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

About the Author: The Leadership Sphere

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

Why High Performers Leave

5 Factors that Drive High Performance

5 Factors that Drive High Performance

5 Factors that Drive High Performance

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

Focus on Purpose

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

Employee Engagement

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

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

Honest Feedback

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

High Performance Culture

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

Growth Mindset

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

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

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

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

5 Factors that Drive High Performance

The Impact of Executive Coaching

The Impact of Executive Coaching

The Impact of Executive Coaching

Even in good times when businesses are booming and employee engagement is high, senior executives face a lot of pressure. Not only are they tasked with setting the direction of the organisation, but they must also foster commitment to the team so that the organisation can move forward successfully. However, in an era of turbulence or rapid change, leader responsibilities  become  more complex. In such challenging times, inspiring leaders are needed more than ever.

Executive Impact

When a company is experiencing a period of uncertainty, prioritising executive coaching can be an important step in overcoming difficulties. During times of change, the strategic decisions they make affect the direction of the business. Engaging in an executive coaching program  provides leaders the opportunity to better manage stress and their own mental health in the face of uncertainty. This allows them to improve their decision making and effectiveness.

“Prioritising executive coaching can be an important step in overcoming difficulties.”

Executive coaching programs are also an effective means for leaders to grow in their personal development. A newly appointed executive may benefit from being mentored by someone with experience in a similar position, as they are becoming familiar with the role. Coaches offer support to individuals, often resulting in increased confidence,  resilience, and leadership excellence.

Team Impact

Coaching for leadership excellence has a far reaching impact across the entire organisation. Executives who engage in leadership development programs enhance their ability to lead with clarity and better prepare them for overcoming challenges. This extends to their teams, allowing them to regain focus and energy to succeed.

A leadership training program that involves team coaching, can greatly increase their cohesion and productivity. Teams are able to build better relationships and develop innovative solutions. Team coaching mitigates miscommunication and conflict by providing a dedicated space for individuals to share their ideas, thoughts, and experiences. To successfully achieve organisational goals requires a team-focused approach. Coaching allows teams to identify and overcome obstacles as a group.

“Build stronger, more resilient teams that are all to support the goals of the organisation.”

Executive coaching is an investment that benefits far beyond the individual who receives it. Their experience with coaching provides them with the skills to better lead and grow their team’s success. By affording coaching opportunities to teams as well as individuals, you build stronger, more resilient teams that are able to support the goals of the organisation.

About the Author: The Leadership Sphere

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

The Impact of Executive Coaching

The Difference Between Coaching and Managing Teams

The Difference Between Coaching and Managing Teams

The Difference Between Coaching and Managing Teams

Coaching has become the top desired skill of leaders by both employers and direct reports. The ability to motivate and inspire others is a key factor of most effective leadership styles. When successfully applied, coaching can boost intrinsic drive, and encourage teams to take calculated risks and make innovative decisions.

Coaching vs Managing

When it comes to managing teams, emphasis is more often placed on being directive and providing specific instructions. This is useful when certain tasks require a procedural approach, though issues can arise when this is applied to all operations. The expectation for employees becomes one that seeks permission before taking action, even if this has not been the manager’s intention. It is simply inefficient.

“Coaching focuses on collaboration and empowerment.”

Coaching for leadership excellence is a much more effective leadership style as it focuses on collaboration and empowerment, rather than instruction. The leader as coach will guide their teams towards solutions instead of providing answers. When leaders implement executive coaching skills, efficiency increases, resulting in higher levels of productivity and quality.

Key Coaching Skills

Listening
Listening is one of the most powerful tools that many managers often under-utilise. Effective coaches and leaders understand the importance of ensuring that the voices of their team members are being heard. They learn through leadership development training, that by listening to their direct reports, their personal relationships become stronger, they communicate with clarity, and performance and innovation increases.

Motivation
Leaders of successful teams make a conscious effort to provide space for members to operate self-sufficiently. Executive coaching programs help leaders  to unlock the potential in others to drive engagement and improve performance. Great leaders are capable of inspiring passion in others that encourages them to push boundaries and achieve greater results.

“Great leaders are capable of inspiring passion in others that encourages them to push boundaries and achieve greater results.”

Feedback
How a leader provides feedback has a large impact on their team’s receptiveness to it. Clarity in feedback is integral to growth for both individuals and teams. It is one of the most important executive coaching skills for leaders to implement. Providing feedback is a coaching opportunity that equips recipients with a clear basis from which to further develop their skills.

Effective leaders are able to combine their management abilities with their coaching skills. They understand how both skillsets are important to building successful teams and leadership excellence. Doing both will help you make the most of your employees. They will be happier, more engaged, and more productive.

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

The Difference Between Coaching and Managing Teams

The Importance of Performance Management

The Importance of Performance Management

Businesses need effective performance management to align their employees, resources, and systems with their strategic goals. While the components of a good performance management system are straightforward, integrating them into a company’s fundamental operating system can be difficult. Performance management processes, both formal and informal, aid in this effort.

Individual Growth

The perception of performance management is often negative and can be seen as a tool to correct poor performance. While that can be the case, seizing regular performance management as an opportunity to recognise an individual’s achievements increases motivation while enhancing job satisfaction. This is frequently shown to result in further high performance results and employee retention

These discussions can also be an opportunity for individuals to illustrate their contributions, as well as convey their desire for advancement and growth prospects. Leadership development training for individuals is not only an investment in their career, for employers, it also allows them to identify strengths and provide opportunities for them to excel in those areas.

Organisational Growth

High performance team management allows leaders to reinforce alignment with company goals and ensure that key targets are achieved. Conflicts between teams and leaders can be significantly reduced through effective performance evaluation procedures. Beyond performance, roadblocks, strengths, and areas for improvement can be discussed to dissolve frictions. This builds trust and clarity  that fosters a positive workplace environment while contributing to increased performance.

“High performance team management allows leaders to reinforce alignment with company goals.”

Ongoing, organisational success is a direct result of the collective efforts made by high performing teams. By engaging teams in leadership development programs, they are better able to overcome challenges that may be preventing them from achieving their objectives.

High performance development is important at all levels of a business for both individual and organisational growth. Growth strategy that includes the implementation of leadership courses for individuals and teams, increases engagement and performance. This results in sustainable success and consistently high performing results.

About the Author: The Leadership Sphere

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

The Importance of Performance Management

What Makes High Performing Teams Different

What Makes High Performing Teams Different

What Makes High Performing Teams Different

Businesses that cultivate a high performance culture experience consistently higher levels of productivity and success. The teams that perpetuate this culture are made up of highly dedicated, skilled, and hyper-aligned individuals. Communication and connectivity are paramount in their ability to deliver strong results time and again.

Stronger Personal Relationships

High performance teams are often defined by their ability to collaborate effectively in service of common goals. Investing time to foster personal connections among team members has a direct impact on productivity. Team development training can help to increase trust, making it possible for these connections to form. Building authentic relationships within teams allows them to speak openly and honestly about successes and can work through challenges or conflicts without fear of developing animosity.

One of the largest contributors to building strong, trusting relationships is vulnerability. An in-house Dare to Lead™ program provides the opportunity for individuals to share their personal experiences and address the specific challenges they face as a team.

“It takes both vulnerability and courage to be ourselves…”

It takes both vulnerability and courage to be ourselves, often especially in the workplace where the expectation to be ‘professional’ usually means we avoid personal topics of conversation. Industry leading teams know that to be successful, they must be able to trust one another both personally and professionally. Their strong personal relationships support innovation, collaboration, and performance.

Ongoing Development

High performing teams achieve outstanding results consistently because they establish a culture of learning and development. They adapt when faced with challenges, and look for ways to improve practices. Teams become more productive and effective when they are given the opportunity to expand their knowledge. When leading teams of high performance, it is important to provide such opportunities to ensure that your team is prepared with the right skills to overcome them.

The best leadership training your team receives will not be limited to a one-off occurrence. Immersive development that integrates into daily practices, will ensure that newly acquired skills are reinforced. As the business and industry evolve, it will be necessary for teams to further build upon their skillsets in order to continue to produce high performance. The ongoing development of any team is integral to maintaining their high levels of success.

What makes high performance teams stand out is their collective dedication to their goals. Far from indicating a stoic or robotic environment, leaders of high performance teams work hard to encourage personal connection and ongoing development. The success of their team is dependent upon how well they are able to collaborate and solve problems. Engaging in a leadership development program can help individuals build this into their leadership style and create a more positive and productive workplace.

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

What Makes High Performing Teams Different

3 Steps to Build Adaptive Leadership

3 Steps to Build Adaptive Leadership

Adaptive leadership is required in managing the response to any crisis. The pandemic that has affected businesses over the past 2 years has made this clearer than ever. The constantly changing business landscape means that we will continue to be faced with unexpected challenges that can often demand swift resolution. To build an effective adaptive leadership style, there are several skills leaders need to ensure success.

Preparation

When faced with crisis and uncertainty, it is important to consider what the effects on your operations could be. Anticipating what your future needs will be in less than optimum circumstances, allows you to prepare strategies to help you mitigate potential negative impacts. Executive leadership training can help participants develop this aspect of adaptive leadership through real-world and simulated experiences. This also reduces the potential for being caught by surprise and making decisions rapidly that may not be sustainably successful. 

Communication

Effective change management is determined by the support of direct reports and their ability to implement new practices and strategy. It is the responsibility of leaders to ensure that changes are communicated unambiguously to all employees. This may even mean holding frequent discussions to answer questions and provide clarity prior to the initial implementation.  Reiterating strategy as part of day-to-day operations, instills it in actions, making transition smoother and more successful. 

“It is the responsibility of leaders to ensure that changes are communicated unambiguously to all employees.”

Accountability

One of the most difficult challenges of change management is evaluating the progress and success of new initiatives. Incorporating senior leadership development as a part of the change management strategy provides the opportunity to regularly review progress. Necessary adaptations can be made to practices that aren’t achieving the desired results. By holding ourselves and others accountable, the potential damages of ill-fitting strategies can be mitigated and replaced by improved actions.

The ability to adapt as a leader and as a business is one of the most important skills needed to succeed in a constantly shifting business environment. Leadership development programs enable individuals and teams to establish the skills and tools to build their adaptability. Familiarising yourself with a wide range of leadership styles is an important aspect of executive coaching. It allows us to draw on a larger skillset and overcome challenges by assessing them from a variety of perspectives.

About the Author: The Leadership Sphere

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

3 Steps to Build Adaptive Leadership

3 Leadership Trends to Take into 2022

With the year’s end now just weeks away, many of us are reflecting on how a second year amidst a pandemic has affected business, and how we can further build our best leadership practices within this new status quo. Which trends have proven most effective? What changes are we still struggling with? How will we cope with future challenges?

Adaptive Leadership

What were once unprecedented challenges, are now something we now consider an everyday part of life. An adaptive leadership style has been a key factor in reaching this stage. The ability to overcome unexpected challenges is one of the most important skills for leaders to develop. When teams and businesses are met with unfamiliar difficulties, they turn to their leaders to provide stability. Learning to drive change management can help leaders to navigate through periods of uncertainty.


Positive Company Culture

Remote and hybrid working will continue to disrupt workplace operations, even as we adjust to our ‘new normal.’ Reinforcing a positive workplace environment is one of the most important actions we can take to ensure that remote team members do not become isolated or ostracised from the rest of the group. Senior leadership development provides participants with the tools required for combating the specific challenges of leading virtual teams. As leaders, we must be particularly cognisant of incorporating emotional support for all team members as the business landscape is reshaped.


Succession Planning

Executive leadership development is becoming a higher priority for many businesses as a means for ensuring organisational success. Leaders who coach other individuals in leadership, and companies that offer leadership training programs to their high potential talent, see an increase in both employee retention and productivity. This allows businesses to build their vision for the future into current practices, making them much more successful.


The impact of COVID-19 has greatly altered the way in which we operate and lead businesses. This is sure to continue as we once again begin to disrupt the practices we have gotten used to. The prevalence of change within all industries is the driving force behind innovation and growth. As we’ve seen, the pandemic has highlighted the importance of adaptive, cultural, and developmental leadership trends for enduring uncertainty, as well as laying the foundation for success in the future.

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

3 Leadership Trends to Take into 2022