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Why Leadership Assessments Matter in Teams

Why Leadership Assessments Matter in Teams

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

Leverage Strengths and Mitigate Weaknesses

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

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

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

Provide a Measurement of Success

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

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

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

About the Author: The Leadership Sphere

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

Why Leadership Assessments Matter in Teams

Leadership Assessment Tools for Teams

Leadership Assessment Tools for Teams

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

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

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

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

What are Hogan Assessments?

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

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

What is the Leadership Circle Profile™?

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

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

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

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

Leadership Assessment Tools for Teams

Why 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

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

How to Improve Team Effectiveness

How to Improve Team Effectiveness

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

Prioritise Well-Being

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

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

Encourage Autonomy

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


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

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

Provide Feedback

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


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

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

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

How to Improve Team Effectiveness

Should You Measure Individual or Team Performance?

Should You Measure Individual or Team Performance?

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

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

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

Individual vs Team Performance

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


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

Create a Team of High Performers

Drive Engagement

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

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

Express Genuine Gratitude

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


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

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

About the Author: The Leadership Sphere

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

Should You Measure Individual or Team Performance?

5 Ways to Improve Your Team’s Performance

5 Ways to Improve Your Team’s Performance

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

Right People in the Right Role

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

Align Your Values

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

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

Create Accountability

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

Building Competencies

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

Building Effective Goal Setting

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

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

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

5 Ways to Improve Your Team’s Performance

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

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

Getting the Most Out of Performance Assessments

Getting the Most Out of Performance Assessments

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

Develop Self-Awareness

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

Build Adapatability

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

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

Greater Effectiveness

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

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

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

Getting the Most Out of Performance Assessments

How Team Coaching Improves Performance

How Team Coaching Improves Performance

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

Leveraging Relationships

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

Assessment and Feedback

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

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

Provides Direction

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

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

About the Author: The Leadership Sphere

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

How Team Coaching Improves Performance

5 Benefits of Leadership Team Coaching

5 Benefits of Leadership Team Coaching

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

Individual vs. Team Coaching

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


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

5 Benefits of Leadership Team Coaching

Creates Clarity

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

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

Supportive Environments

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

Builds Emotional Intelligence

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

Improved Performance

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

Instills Trust

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

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

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

5 Benefits of Leadership Team Coaching

What is High Performance Leadership?

What is High Performance Leadership?

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

Provide Teams the Tools to Succeed

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

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

Receptive to New Ideas

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

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

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

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

About the Author: The Leadership Sphere

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

What is High Performance Leadership?

How Healthy Conflict Benefits Teams

How Healthy Conflict Benefits Teams

How Healthy Conflict Benefits Teams

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

Create Space for Conflict

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

Conflict Builds Trust

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

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

Conflict that Matters

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

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

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

How Healthy Conflict Benefits Teams

Why High Performers Leave

Why High Performers Leave

Why High Performers Leave

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

Limited Career Advancement

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

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

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

Disconnected From the Work

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


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

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

About the Author: The Leadership Sphere

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

Why High Performers Leave

5 Factors that Drive High Performance

5 Factors that Drive High Performance

5 Factors that Drive High Performance

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

Focus on Purpose

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

Employee Engagement

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

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

Honest Feedback

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

High Performance Culture

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

Growth Mindset

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

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

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

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

5 Factors that Drive High Performance

The Importance of Understanding your Personal Values

The Importance of Understanding your Personal Values

For many individuals today, fulfillment in their work is a driving factor in their decision to take on a leadership role. The same is true of those in existing leadership positions. We often hear directors and hiring managers discuss a person being the ‘right fit’ for a role. What we hear discussed less often, is whether or not a role is the right fit for the individual. You may have the talent and capability to perform well in a leadership role however, when the company’s values do not align with your own, it can be difficult to engage with not only the work, but also your team.


Understanding your Personal Values

Getting clear about what your personal values are can help to provide guidance in what it is that you are looking for in a company that you want to work with. Our values indicate what is most important to us and what motivates us to achieve greatness. A personal values assessment helps to identify our most strongly held beliefs. This understanding will give you a greater insight into whether or not you would feel satisfied working for a particular company. When their values do not align with yours, you may face resistance in attempting to implement strategies. While the company you work for defines policies and certain rules, it is your own values and priorities that determine your personal leadership strategy and how it will be achieved. 

Better Working Relationships

People who share the same values as those they work with are much more successful in achieving results compared to those with conflicting values. Having shared values doesn’t necessarily mean that you will share the same opinions as others, but it does mean that you share similar goals and intentions. Discovering your team and personal leadership values helps to build more effective working relationships. Sharing connected values enables individuals to more easily relate to one another, communicate ideas more effectively, and overcome difficulties much faster.

More Committed Employees

When an individual’s personal values are aligned with those of the company, their motivation and engagement with the work increases. They know that their contributions are important to the overall success of the organisation, and so are more dedicated to performing at their highest potential. Senior leadership assessment can be a useful part of the hiring process to determine how an individual will support the company’s vision and values. The alignment of individual and company values leads to greater success for both parties because their priorities are each focused on achieving the same end result. 

Better Decision Making

Our values are what contribute most to the decisions we make. Developing leadership excellence teaches us that it is important to draw on our personal experiences and beliefs in order to lead more effectively. A clear understanding of our values allows us to make better decisions in the face of uncertainty. When faced with difficult choices, asking ourselves which option most aligns with our values and what we are striving to achieve can be a guide towards the choice with the greatest chance at success.

Leadership assessment tools are integral when training for leadership excellence. They afford us the opportunity to reflect on the things that matter most to us and how they affect the way we lead. For individuals, understanding your personal values lets you know that the decisions you make are in service of your goals. Organisations also need to have an understanding of the personal values of their employees to ensure that overall growth and success can occur. 

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 Understanding your Personal Values

How Coaching Leads to Excellence

Executives have understood the benefits of coaching in achieving personal goals for decades, and we are now seeing these benefits extend towards teams as well. Coaching as a leadership style can be much more effective with today’s workforce than traditionally authoritarian leadership. The value of coaching has become increasingly important to individuals and organisations as a whole for enhancing team performance and achieving success. 

Develop a Strategic Plan

To successfully reach the goals you set out to achieve, you need to develop a strategic plan. This is true both of personal, team, and organisational goals. The strategic plan is your road-map that guides you towards specific targets and milestones. Senior leadership training and coaching can be useful tools for identifying those targets, as well as the skills you and your team will need to achieve them.

The path to achieving success may rely on the integration of a leadership development program to mitigate challenges caused by potential skills gaps. Team coaching for leadership excellence can help to embed new skills to drive change as well as provide a safe space to discuss real-time results and conflict. This ensures that difficult conversations are constructive, allowing for problems to be resolved sooner, and performance to increase.

Coaching Leadership

In high performance teams, the role of the leader is more often one that supports rather than manages. The leader as coach is responsible for maintaining team focus on goals and outcomes, while individuals ensure day-to-day tasks are completed. A leadership excellence program enables executives to better coach, grow and develop people within their team while simultaneously improving performance. This allows for more manageable accountability for both leaders and direct reports.

Executive leadership training improves organisational performance when delivered across all levels of a company. The skills you embed in current teams and existing leaders does not only result in increased short-term performance. High potential talent and individuals who will become future leaders gain integral skills needed for elevated positions, contributing to their personal, as well as company growth.

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 Leads to Excellence

5 Reasons to Consider Executive Coaching

5 Reasons to Consider Executive Coaching

The business landscape of today has seen a significant shift in focus towards company values and workplace culture. In order to be seen as an employer of choice for current and potential employees, leaders must take up the challenge to create such environments. High potential talent are striving to build their careers with organisations and leaders who center people development in their business growth. Senior leadership training can play an integral role in developing the traits that skilled employees are looking for.

Improve Interpersonal Relationships

Workplace culture is defined by the people within them. The culture is only as strong or impactful as the personal connections between individuals. It is particularly affected by the relationship between leaders and their direct reports. Leaders who engage in executive leadership coaching often discover that their self-awareness, emotional intelligence, and emotional literacy improve alongside the tactical skills they set out to achieve. These ‘soft-skills’ are some of the most important for building strong interpersonal relationships. 

Leading Change

These connections become increasingly important during times of change or transition. The benefits of executive coaching allow leaders to develop more effective change-management capabilities. When faced with uncertainty, employees require support, communication, and consistency. Meeting those needs through implementing coaching skills has many trickle-down benefits as executives, leadership teams, and their direct reports build stronger roadmaps through change that not only preserve, but enhance performance.

Gain a Competitive Advantage

Establishing a coaching culture within your organisation creates space for growth and innovation that attracts clients and employees alike. Supported development of high potential employees is desirable for individuals building their careers, while reducing turnover and retaining top talent. 

Improve Goal Orientation

Individuals often seek an executive coaching program to help them better define and achieve their career goals. The coach’s role is to assist the individual in identifying what is preventing them from reaching those goals. Strategies are then created to work towards overcoming obstacles and filling any skills gaps that may be contributing to their stagnation. In building these skills, participants can considerably reduce the time taken to achieve success.

Become a more Effective Leader

Effective leadership is the result of strong working relationships and the ability to inspire and influence behaviour. Developing leadership excellence helps leaders to connect teams to their vision, that then translates into successful action and performance. For this to occur, long-term goals must be clearly defined and regularly communicated. Consistent focus on the larger objectives mitigates delineation, allowing for continual progress to be made.

The most successful organisations utilise coaching for leadership excellence to motivate high performance at every level. Personal connections, as well as a connectedness to business strategy, creates an environment that allows innovation and people to flourish. Top performers are retained who will go on to lead future high potential talent, and propel the business forward.

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

5 Reasons to Consider Executive Coaching

3 Steps to Building High Performance

3 Steps to Building High Performance

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

Understand your Leadership Style

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


Advocate for Innovation

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

Engage Learning with Experience

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

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

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

3 Steps to Building High Performance

Spheres of Influence Explained

Spheres of Influence Explained

Spheres of Influence Explained

A person’s ability to influence the beliefs and behaviors of others is fundamental to the success of their leadership. There are countless factors that contribute to the specific areas in which we wield any influence. We will each naturally have certain areas in which our influence will be stronger than others. The Spheres of Influence demonstrate this at three core levels – Control (at the centre), Influence, and Concern. The further from the centre we get, the less precisely we are able to affect other people and systems.

Sphere of Control

The Sphere of Control is the smallest of the three and contains everything that we can have a direct impact upon. Often as leaders, we are put in a position that seemingly affords us a great amount of control over the people and environment around us. This is simply untrue. Each of us can only control and be responsible for one thing –  ourselves. The Sphere of Control contains only what we think, what we say, and what we do. In training for leadership excellence, we develop the ability to recognise that which falls within our control with more certainty and greater clarity. When we learn to take control over only that which we can, we become more effective leaders.

Sphere of Influence

Next is the Sphere of Influence. It contains all that we are able to affect but not directly control, including the actions of some people and systems you operate with. Effective leaders are careful to build influence with trusted colleagues and direct reports in order to successfully implement their vision. Developing leadership excellence allows leaders to understand the importance of the relationships they have with their team for their collective success. It is about using your position of authority to inspire passion and drive in others to achieve shared objectives and goals.

Sphere of Concern

Finally, the Sphere of Concern is the largest and contains everything that you might be concerned about yet cannot control or influence. This includes individuals in other departments or teams, systems we cannot affect, or even the weather. It does little good for us to spend time and energy focusing on these things, particularly when we do not possess the ability to alter them. Effective leaders will, of course, need to be mindful of how external factors impact their performance, but their focus will be on the work they are doing and the actions they are taking. 

An important component of leadership excellence is our ability to identify which elements in our lives belong to each of the Spheres of Influence. The leadership excellence program discusses this framework to help participants balance their focus on each sphere and develop more effective leadership. Current and aspiring leaders who undergo this type of executive leadership training will have a stronger impact on the performance of their team. Great leaders understand the importance of focusing their efforts and resources on the things they can directly Control and Influence will lead to greater long term 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.

Spheres of Influence Explained