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The Benefits of Senior Leadership Coaching

The Benefits of Senior Leadership Coaching

Executive leadership coaching can help leaders learn how to more effectively communicate their vision and goals to their team, and make better decisions that take into account the needs of all stakeholders. In addition, leadership coaching can help leaders learn how to delegate tasks more effectively and build trusting relationships with their team members. This can lead to increased productivity and morale within an organisation. Executive coaching helps to improve team dynamics by helping leaders create a more positive and cohesive team environment.

Improves Decision Making

In order to be a high performance team, members must be able to work well together and make better decisions. Senior leadership team training helps team members understand how to work together more effectively. It does so by giving them the skills to better communicate and resolve conflict, which are essential skills for any team. Developing strong competencies in these areas in teams can make better decisions and achieve their goals more efficiently.

Creates Stronger Relationships

Team coaching can improve employee relationships by helping them to understand each other’s strengths and weaknesses, and to appreciate the value of diversity within the team. By developing a greater understanding of one another, teams build trust and mutual respect that contributes to a more productive working environment. This in turn, means that team members are able to identify and focus on the team’s common goal, and to work together more effectively towards that goal

“By developing a greater understanding of one another, teams build trust and mutual respect that contributes to a more productive working environment.”

Establish a Positive Environment

A strong sense of morale is key to maintaining team cohesion and keeping everyone motivated. There are a few different ways to build morale in the workplace. One is to focus on creating a positive environment. This means being supportive and encouraging, and making sure that everyone feels like they are part of the team. This could involve offering training and development programs, or giving employees the chance to take on new responsibilities. By providing opportunities for growth and demonstrating an investment in your team’s career journeys, they become more engaged in their work and more driven to succeed.

Coaching can have a huge impact on how leaders communicate with their team and make decisions. It also helps them build trusting relationships within an organisation, leading to increased productivity among co-workers as well as higher morale levels for everyone involved. Have you tried executive leadership coaching? What were your results?

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 Benefits of Senior Leadership Coaching

How to Lead a Successful Team

How to Lead a Successful Team

Organisations are driven to success through the support of high performance teams. Likewise, those teams are able to achieve such strong results by leveraging the support of their leaders. Great leaders understand the importance of creating a culture of honesty and trust within their teams that allows them to perform at consistently high standards.

Honesty

When it comes to leading a successful team, training for high performance is essential. However, what’s even more important than training is honesty. Without honesty, training will only get you so far. In order to be a successful leader, you must be honest with yourself and your team. This means being transparent about your goals, your expectations, and your feedback. Honesty builds trust and respect, both of which are essential for any successful team. If you’re looking to lead a successful team, start by being honest with yourself and your team members.

Build Trust

Trust is essential for any successful team. Without trust, team members will be hesitant to take risks, try new things, or speak up when they have a great idea. Therefore, it’s important for leaders to build trust within their team. One way to do this is by being transparent and honest with your team members. Another way to build trust is by showing that you have faith in your team’s ability to succeed. Leading teams training can be an effective talent development tool that encourages leaders to provide opportunities for team members to showcase their abilities and take initiatives. When you show that you trust your team, they’ll be more likely to trust you and their fellow team members.

“If you want to lead a successful team, start by being honest with yourself and your team members. “

Set Clear Expectations

Setting clear expectations is another important element of successful team leadership. Your team members need to know what is expected of them, both in terms of their individual roles and in terms of the team’s overall goals. If you’re not clear about your expectations, your team will likely become frustrated and eventually give up. So it’s important to set the tone from the start by being clear about what you expect from your team. Engaging in high performance team programs can help to establish a clear understanding of expectations while providing teams with the tools and skills needed to meet them. Once you’ve set clear expectations, it’s much easier to hold your team members accountable and ensure that everyone is working towards the same goal.

One of the key benefits of senior leadership training is that it helps to develop honesty, trust, and clarity within an organisation. If you want to lead a successful team, start by being honest with yourself and your team members. Set clear expectations and give feedback regularly. And finally, build trust within your team by showing that you have faith in their ability to succeed. By following these simple steps, you can develop a strong and cohesive team that is capable of achieving great things.

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 to Lead a Successful Team

How Effective Leaders Get the Most Out of Their Team

How Effective Leaders Get the Most Out of Their Team

Effective leaders know how to get the most out of their team. By setting goals, providing support, and establishing an environment of trust, leaders can create a productive and successful team dynamic. In order to be an effective leader, it’s important to understand what motivates your team and how to best communicate with them.

Build Trust

The most effective leaders know that trust is the foundation of any successful team. Without trust, team members will be unwilling to take risks or put their full effort into achieving goals. To build trust, effective leaders need to be transparent and honest with their team. They should also create an environment where team members feel safe to openly share their ideas and concerns. 

Ensuring psychological safety is one of the most important factors in effective team management. If team members fear negative repercussions for raising concerns, the issue won’t be resolved and you de-incentivise individuals to perform well. However, when you demonstrate that their concerns are as important to you as your own and work to resolve them together, you establish a culture of trust. When there is reciprocity of trust, teams are able to problem solve more effectively and performance increases.

Delegate Tasks and Encourage Autonomy

Effective leaders know that they can’t do everything themselves and that it’s important to delegate tasks to their team members. But they also know that simply delegating tasks isn’t enough – they need to give team members the autonomy to complete those tasks in their own way.

By giving team members autonomy, leaders show that they trust them to get the job done. This, in turn, motivates team members to do their best work and take ownership of their projects. This is of particular importance to developing leaders and those in the early stages of their leadership development journey.

“One of the most important things that effective leaders do is ensure that their goals are aligned with their organisation’s values.”

Goal and Value Alignment

One of the most important things that effective leaders do is ensure that their goals are aligned with their organisation’s values. By doing this, they create a strong sense of purpose within their team that motivates them to work towards the common goal.

Achieving this alignment can be difficult, but it’s worth the effort. Leading teams training can help you to integrate organisational values into the goals of your team. Discussing your values and how they connect to team goals regularly, ensures your team has a complete understanding of their importance. When your team knows that their work is contributing to something larger than themselves, they’ll be more engaged and committed to seeing the project through to completion.

Provide Effective Feedback

Feedback is essential for any team’s success. Effective senior leadership teams know that they need to give both positive and negative feedback to their team members in order to help them improve.

Positive feedback reinforces good behaviour and lets team members know when they’re doing a good job. Negative feedback, on the other hand, is necessary for helping team members correct mistakes and learn from their errors. Leadership training programs provide leaders with the skills needed to have crucial conversations with their teams and give more effective feedback. 

Effective leaders understand that developing a strong team is essential to the success of their business. By building trust, delegating tasks, aligning team goals with organisational values, and giving feedback, they create an environment where team members can do their best work and reach their full potential.

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 Effective Leaders Get the Most Out of Their Team

Why High Performance Teams are Critical for Success

Why High Performance Teams are Critical for Success

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

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

Shared Values and Vision

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

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

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

Open and Clear Communication

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

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

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

About the Author: The Leadership Sphere

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

Why High Performance Teams are Critical for Success

How to Lead High Performing Teams

How to Lead High Performing Teams

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

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

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

Courage & Vulnerability

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

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

Emotional Intelligence

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

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

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

Commitment to Developing Others

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

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

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

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

How to Lead High Performing Teams

Why Leaders Matter in Teams

Why Leaders Matter in Teams

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

Instil a Culture of Excellence

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

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

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

Inspire High Performance

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


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

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

About the Author: The Leadership Sphere

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

Why Leaders Matter in Teams

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

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

High Performance in Leadership Teams

High Performance in Leadership Teams

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

Understanding High Performance Leadership

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


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

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

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

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

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

High Performance in Leadership Teams

The Role of Leaders in High Performance Teams

The Role of Leaders in High Performance Teams

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

Provide Support

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

Mitigate Conflict

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

Future Focused

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

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


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

The Role of Leaders in High Performance Teams

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

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

5 Benefits of Leadership Self-Assessment

5 Benefits of Leadership Self-Assessment

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

Increase Self-Awareness

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


Create Goals

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

Progress Tracking

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

Clarify Development Plans

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


Improve Working Relationships

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

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

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

5 Benefits of Leadership Self-Assessment

What is the GROW Model?

What is the GROW Model?

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

Goal 

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

Examples of Goal questions a coach might ask are:

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

Reality

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

Some useful Reality questions are:

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

Options

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

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

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

Will

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

Examples of Will questions are:

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

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

About the Author: The Leadership Sphere

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

What is the GROW Model?

The Importance of Building Good Habits

The Importance of Building Good Habits

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

Turn Goals into Habits

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

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

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

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

Amplify Motivation

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

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

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

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

The Importance of Building Good Habits

Overcoming the 5 Dysfunctions of Teams

Overcoming the 5 Dysfunctions of Teams

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

Dysfunction 1: Lack of Trust

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

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


Dysfunction 2: Fear of Conflict

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

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

Dysfunction 3: Lack of Commitment

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

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

Dysfunction 4: Avoidance of Accountability

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

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

Dysfunction 5: Inattention to Results

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

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

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

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

Overcoming the 5 Dysfunctions of Teams

Actionable Conversations Explained

Actionable Conversations Explained

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

Three Levels of Actionable Conversations™


SUSTAIN

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

SCALE

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

SYSTEM-WIDE

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

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

About the Author: The Leadership Sphere

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

Actionable Conversations Explained

The Positive Impacts of Leadership Excellence

The Positive Impacts of Leadership Excellence

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

Coach, Grow, Develop Others

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

Values Driven Leadership

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

Create Meaningful Change

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


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

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

The Positive Impacts of Leadership Excellence

Measuring Leadership Excellence

Measuring Leadership Excellence

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

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

Character

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

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


Influence

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

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

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

What characteristics are most important for you as a leader?

About the Author: The Leadership Sphere

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

Measuring Leadership Excellence

The Advantages of Leadership Excellence

The Advantages of Leadership Excellence

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

Leaves Room for Improvement

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

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

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

Become a Role Model of Leadership Excellence

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

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

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

How do you demonstrate excellence in your workplace?

About the Author: The Leadership Sphere

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

The Advantages of Leadership Excellence

How Leadership Excellence Benefits Others

How Leadership Excellence Benefits Others

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

Leaves Room for Improvement

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

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

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


Become a Role Model of Leadership Excellence

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

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

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

How do you demonstrate excellence in your workplace?

About the Author: The Leadership Sphere

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

How Leadership Excellence Benefits Others

Defining Leadership Excellence

Defining Leadership Excellence

It is easy to recognise leadership excellence when we see it, but when asked to define what that looks like many people struggle to identify specific characteristics. The truth is that leadership excellence looks different to everyone. However there are two key areas which, if intentionally cultivated, help to bring us closer to defining leadership excellence. Training programs that focus on these two aspects of excellence should form the basis of your executive leadership development.

Practical Excellence

There is no escaping the necessity for leaders to see to the practical day-to-day operations of running a team or organisation. Ensuring that tasks are completed on time and are of high quality is an important aspect of successful leadership. Demanding excellence from your team is not enough to guarantee that their resulting work will meet high performance standards. It is the role of a great leader to set, and then help them to achieve goals for your team that will push them beyond their perceived limitations. 

To do this, you must be clear with your team about what these goals are and why they are important. Providing them with motivation to reach their goals will result in more success and stronger performance overall. Developing leadership excellence in a practical manner does require that your team has access to the resources they need to achieve the goals you set out for them. This demonstrates to them your own dedication reaching those same goals with excellent results. 

Interpersonal Excellence

Establishing strong interpersonal relationships with the individuals you work with is pivotal to building a high performing team. Developing senior leaders must understand this and strive to create these connections early in the formation of their teams. 

Leadership development programs like Dare to Lead™, teach participants how to form these deeper connections within their workplace in order to build trusting and honest relationships. Gaining a personal understanding of the individuals on your team can have lasting mutual benefits. Learning the personal values and goals of your team allows you to offer support and opportunities for them to develop their skills while they are contributing to a greater vision.

Training for leadership excellence should include a focus on both practical and interpersonal excellence. Individuals who have strong personal connections with their leaders are far more likely to be motivated to perform at a higher standard and aim to reach their goals. Executive leadership programs that teach participants to establish and sustain trusting relationships are the foundation to developing leadership excellence. 

What is the most important aspect of leadership excellence for you?

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.

Defining Leadership Excellence

6 Skills Needed for Leadership Excellence

6 Skills Needed for Leadership Excellence

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

Integrity

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


Recognition

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

Honesty

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

Delegation

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


Vision

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

Learning

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

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

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

6 Skills Needed for Leadership Excellence

Building Effective Leaders

Building Effective Leaders

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

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

Assessing Potential Leaders

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

Developing Potential Leaders

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

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

About the Author: The Leadership Sphere

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

Building Effective Leaders

7 Reasons to Consider a Leadership Assessment

7 Reasons to Consider a Leadership Assessment

Leadership strategies and methodologies get much attention particularly during times of uncertainty and change. It can be difficult to determine where individual and organisational leadership capabilities rank amongst industry peers, or what is the best method to understand this. That is why a leadership assessment tool can be a useful way to evaluate your current performance and help understand what leadership development activities will be most suitable for your organisation. The benefits of using leadership assessment tools extend far beyond the individual level. The feedback you gain from such assessments can impact on the development of high performing teams and with the culture of your organisation.

Establish Leadership Profiles

One of the benefits of leadership profiling is that it allows you to form a complete picture of an individual’s capabilities as well as their potential for development. Effective leaders are aware of both their strengths and actively seek to improve in areas they may not be as successful. Establishing leadership profiles allows executives access to a resource that informs them about those high potential employees who are just beginning their development.

Develop High Potential Employees

When we are looking to fill leadership positions internally, the most obvious choice may not be the right one. Using a data based approach, we are able to assess potential leaders in order to determine the best fit. Completing leadership assessment tools for individuals gives current leaders an unbiased look into the capabilities of high potential employees. Even those who may not be right for leadership roles just yet, may have development plans created in order to support their advancement and career goals.

Filling Skills Gaps

Before embarking on a development program, participants and executives should be aware of what gaps exist within their skillset or organisation. Leadership assessment tools provide insight into exactly this. An executive coaching survey will outline an individual’s particular strengths as well as areas for improvement. Completing a leadership assessment prior to any training programs allows both the individual and the organisation to reap the highest benefits.

Remain Competitive with Industry Standards

For those who have been in positions of executive leadership for several years, it can be easy to believe that you don’t need as much feedback as you did earlier in your career. This is simply not true in industries that are constantly innovating and expanding. The best leadership assessment tools will help you to understand how your skills match up against the current industry standards. You may be surprised to discover that there are some competencies you need to build upon so that you and your organisation can stay ahead of the competition. 

Track Development Progress

Many leadership assessment and development tools are used simply to track an individual’s development processes. The Hogan 360º Report can be re-done at regular intervals to get an external perspective. Actionable Habit Builder is a fantastic tool for self-reflective assessment of progress towards specific goals. No matter how it is done, individuals looking to develop their leadership skills should utilise assessment tools to track their progress in a tangible way. This demonstrates a commitment to the role and the organisation that executives will look at when considering prospective leaders.

Motivate Performance

Continually assessing a team or individual’s skills development allows them to not only track their progress, but the improvements in their overall performance as well. Being able to look back on past performance instils a sense of accomplishment that motivates further improvement. By assessing performance as goals are achieved, you can look for methods that worked well and identify ones that hindered success. In doing so, you have a ready made benchmark from which to set new goals and further optimise performance.

Improve Company Culture

Leaders who participate in assessments set an example of commitment to growth within an organisation. A willingness to have your own leadership assessed demonstrates what is expected and supported across all levels. It promotes a culture of growth, education, and development. Organisations with a culture that places value in these areas foster a positive workplace environment where morale and performance flourish. Leadership assessments encourage frequent communication that establishes deeper levels of trust between leaders and their teams. 

The development of those who participate in a leadership training program is predominantly determined by their own willingness to grow. Undertaking a leadership assessment prior to a training course helps to set the basis of their learning. The best tools for leadership development will reveal both the strengths and shortcomings of potential leaders, giving them a measurable starting point from which they can begin their leadership journey. Building an organisational culture of growth and development can have a significant and positive impact on performance both now and in the future.

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

7 Reasons to Consider a Leadership Assessment

Developing a Coaching Culture

Developing a Coaching Culture

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

Coaching vs. Managing

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

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

Coaching to Lead

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

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

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

What coaching strategies do you employ to promote skills development?

About the Author: The Leadership Sphere

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

Developing a Coaching Culture