GREAT LEADERSHIP IS A GAME CHANGER
Leadership Development
Leadership is not about being perfect or always in control. Leaders are not heroes with unique characteristics. They are human beings with strengths and weaknesses. And great leadership is about being yourself skilfully.
Being a leader is an amazing job. It offers the opportunity to influence business and grow people. It’s also a demanding job. Leaders face ambiguity, great accountability, and high pressure. Adapting to unforeseen challenges, leading the team, managing conflicts, and navigating the expectations of various stakeholders.
Leadership is a shared discipline. The leadership team is accountable for setting the strategic direction, building culture, driving performance, and ensuring the organization is well-equipped to meet current and future challenges. An inefficient leadership team not only impacts the members of the team. It spreads and impacts the whole organization negatively.
Explore how I may help you build strong leadership.
Team Development
- Situation: A newly formed leadership team has not yet found an efficient form. Team members don't trust each other, and they are hesitant to openly discuss underlying disagreements on direction and priorities.
- Action: Team workshops on shared purpose and priorities. Assessment of the leadership team's strengths, weaknesses, and dynamics. Development of team vision and development plan.
- Result: Shared commitment on purpose and priorities. Team members communicate more openly and engage in healthy conflicts. Vision and plan for building a high-performing leadership team.
Leadership Training
- Situation: To efficiently execute strategy and deliver on business goals there is a need for seamless cross-functional collaboration and stronger individual leaders.
- Action: Individual assessment to build insight. Shared training modules on authentic leadership, people leadership and change leadership. Personal development plan and coaching to continue and anchor learning.
- Result: Leadership community with strong relationships and a shared language for leadership. Improved cross-functional alignment and collaboration. Individual leaders are better equipped to lead successfully.
Collaborative Leadership
- Situation: The leadership team consists of experienced leaders who manage their unit successfully. The leaders coordinate their efforts but in practice, they lead in silos.
The lack of alignment, accountability, and collaboration spread throughout the organization.
- Action: Individual Hogan Assessment feedback
followed by team workshops with the sharing of life stories and Hogan takeaways, feedback, and teambuilding. Definition of shared purpose and agreement on what requires collective decision and effort. Definition of team operating model and action plan to ensure implementation.
- Result: A team that leads and executes strategy in
an aligned and collaborative way. Clear direction for
people across the organization, a collaborative culture,
and a stronger value chain.
The Sweet Spot
- Situation: A leader manages his job well but experiences a loss of energy and inspiration. He is so busy and attuned to the needs of the external world that he has lost touch with himself – his passion, values, and skills.
- Action: Coaching to discover his Sweet Spot and work on shaping his life towards being more in the Sweet Spot. More on Executive Coaching here.
- Result: The Sweet Spot serves as a constant reference point in the pursuit of authenticity, energy, and sustainable worklife.
Leadership Audit
- Situation: Strong leadership is key to realizing business growth. Top management wants to invest in engaging and building strong leaders, but investment must be targeted to realize future needs and address current pain points.
- Action: Identification of required leadership capabilities based on business needs and best practices. Analysis of leadership strengths and weaknesses, variances, and growth opportunities.
- Result: Leadership vision and gap analysis that identifies strengths and focus areas to enhance future leadership effectiveness.
Building Change Champions
- Situation: An organization faces a major change that requires full alignment and strong change leadership to succeed. The track record on executing change is not convincing.
- Action: Initial work with the top management team to fully align on the case for change, roles, and plan. Followed by two seminars with all leaders to build commitment and change leadership capability. Continuous communication and follow-up to ensure traction.
- Result: Stronger change execution and enhanced change leadership capabilities.