1. Liberating your authentic best
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Everyone has a unique, authentic way to lead - natural strengths and weaknesses, experiences and perspectives, interpersonal style and impact. We partner leaders to 'step back' and find the courage to grow, confident that you have what it takes, supported by expert support and challenge to become even more effective at achieving results in your context.
How would you rate yourself as a leader against these qualities from Jim Collin's 'Level 5' leader?
1. A personal sense of humility
2. A deep personal understanding of one's strengths and weaknesses
3. A laser-like focus on the organisation's purpose
4. A passionate commitment to continuous learning
5. A relentless determination to do what is right, not what is easy
2. Adapting to situational needs
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As well as understanding our natural style and strengths, we also need to stay attentive to our rapidly changing context - people, purpose, stakeholder needs.
- What does our team need at this moment in its life-cycle?
- What is the impact of our presence upon group dynamics and team processes?
- How can we continuously focus our efforts and attention on the most high impact activities, and support and challenge those around us to step into more of their potential with confidence and creativity?
However self-aware and intentional we try to be, working with an external thinking partner helps us gain new insights and overcome biases and blindspots that inevitably inhibit our effectiveness.
3. Equipping others to succeed
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Numerous research studies have shown that 'the ability to coach' is a key differentiator for highly effective leaders. (See Goleman, 2002; Google, 2008). The need for leadership evolution is more obvious now than ever, with today's new hires having far higher expectations for a) personal and professional development, b) to find meaning and purpose in their work, and c) to express themselves more creatively in the work they do.
'Coaching' is a leadership style that maximises autonomy and accountability, aligning individual and organisational goals, and unlocking the motivation for high performance. As Daniel Pink puts it, 'we all have a desire for autonomy (self-direction), mastery (becoming skilled at things that matter), and purpose (contributing to something bigger than ourselves)'. Coaching is the scaffolding that helps people get there.