Inspired and engaged staff is essential for any business to grow and compete in today’s business climate. So ask yourself – do you inspire people? Are people responding to your style of leadership? Can you improve the quality of leadership within your organisation?
Inspirational leaders are those who create an environment where people can grow and feel great about themselves. They inspire confidence and a ‘can-do’ attitude into the organisation. They unlock potential and move people to achieve outstanding results
Using research-based neuroscience tools and skills can help leaders work in a way that is more consistent with how the brain operates. How the brain responds and works in key areas such as decision making, change, team engagement and individual performance.
Clients often struggle with this question. Most senior executives have reached their level through a series of promotions, past success and adopted behaviours. They often don’t feel the need to learn new skills or even to change their existing approach.
We believe there are three levels of leadership and work with our clients to review their leadership styles and help their executives to develop new skills and competencies to increase their leadership effectiveness:
Leadership can be learned. Using practical, effective actions based on neuroscience, leaders can significantly improve how they engage with and motivate others.
Good performance management is the key to employee motivation and organisational success.
Organisations tend to react to poor performance by changing their existing performance management systems. However, a far better response is to try to change the behaviour of individuals and the culture and management behind it.
Employees don’t only need to be equipped with the necessary tools. They must also be encouraged to view performance management as an equal partnership between employee and manager that opens up communication channels to maximise effectiveness.
We have successfully worked with organisations to develop and facilitate the roll-out of their performance management processes. – see our Case Studies.
We work with them to focus on and develop employees in:
All of the above areas can be provided as part of bespoke interventions we design for you or as ‘bite-size’ sessions we can facilitate at appropriate times during the performance management cycle.
Too often people are promoted into management positions with little or no development. Because a person is ‘technically’ proficient at their job does not mean that they will make a good manager. They must also show an aptitude for a completely different skill set – that of managing people.
Investment in management training is critical in enabling organisations to get the best out of their greatest asset – their people. Even extremely well-paid employees often leave organisations because of bad management or the lack of faith in management. To retain talent, organisations must explore and improve such non-financial elements as managerial attitudes and organisation culture.
Developing a portfolio of skills and achievements with the aim of becoming an effective manager is essential, not only for your own success and fulfilment but also to enable you to manage your team so that they can meet their own objectives and those of the business.
Research has shown that self-fulfilment, a sense of accomplishment, fun and enjoyment are all key to employees remaining within an organisation.
To manage people successfully, you need the correct development and support. Ask yourself these questions:
We work with organisations to help them assess the talent they have coming through and to devise bespoke programmes to develop and/or enhance management skills. These programmes can take the form of workshops focussing on practical management skills and with follow up coaching sessions. In addition, we can work with you on mentoring programmes.
Teams can be tough to manage in the best of circumstances – so talent and chemistry have to mix. Teams progress naturally through relatively predictable phases of development. If teams understand these different phases they find it easier to cope with inevitable setbacks and take advantage of the good results they achieve.
Teams should foster involvement, cooperation, creativity, fun and dialogue – critical elements for success.
A team is an identified group of people who together wish to achieve a well-defined goal and have a shared understanding of the roles of each individual as they work towards that goal. In the best teams, everybody takes responsibility regardless of their position.
Teamwork requires different attitudes and different communication skills. The attitude of ‘me first’ does not fit with the notion of shared purposes and shared responsibility for achieving results.
Teams provide both the cross-fertilisation of ideas and the opportunity to blend high energy and experience.
If you are responsible for producing results and developing team members they will need to work collaboratively to address organisational challenges and deliver high impact results.
We can work with you and your teams to analyse why they may not be working as well as expected. Is the leadership effective? Have the team dynamics changed? Are there interpersonal conflicts? Are team members aware of different individual styles of working?
We are licensed to use the Personal Coaching Styles Inventory® (PCSI), a proven self-assessment tool for managers and employees that helps to hone their communication skills and the ways that they approach others.
Research has shown that unsuccessful change initiatives often had one thing in common: they had been managed as discrete projects, not as combined efforts. However, by helping people to alter their behaviour, you can contribute to changing organisation culture.
Humans bring their inherent inclinations into the workplace, and it is human nature to resist change. Complacency and fear often result when employees are taken out of their comfort zones.
We help organisations and individuals cope with change by providing tailored programmes that involve personnel in the change process and in building on the outcome. We ensure that the concept of continuing change and the management of it are included in this process.
In reality, there are certain times and situations which mean, as leaders, it is crucial to overcome loss of confidence, energise your teams and lead with conviction to realise potential. Our partnership opportunity is designed to help you to enable this performance.
Working in partnership with you we will create thinking space for you and facilitate a workshop to enable you to focus on:
To further support you and to capitalise on the workshop, we are able to work with you in targeted one-to-one performance coaching sessions.
These sessions will enable individual key challenges and leadership priorities to be explored and objectives realised. This will support maximum impact and transform leadership performance in the work place.
As leaders, you will have the strength to positively influence how your people re-engage with the organisational values and vision in the current climate and environment in which you operate.