High performing leadership teams adhere to a number of key behavioural expectations; ways of working together that differentiate organisational from functional leadership. In essence, there are three behaviours that put the collective goals of the team ahead of individual functional goals.
Implementing a competency framework empowers organisations to measure the impact of their talent strategy, and build the kind of dynamic workforce that holds its value even when deluged by new challenges.
The Leadership Circle assessment has been completed by more than 460,000 leaders globally. It has the potential for a leader to not only develop exemplary leadership skills, but also to embody leadership that can create an envisioned cultural change for which organisations often strive.
What is optimism? According to Seth Godin, author, entrepreneur and teacher, it is both an attitude and a choice that involves context and focus. Simon Sinek speaks about the importance of leading with optimism, especially during uncertain times.
Leadership development journeys generally begin with learners developing some self-awareness which helps them to focus on development opportunities that are going to make a real difference to their leadership practice.
Leadership starts with yourself – making sure that you’re personally well-equipped for the job and in tune with the demands, needs and issues of those you are leading and of the work that is expected of them.
Nowadays, leading people well trumps expertly managing tasks. A new leadership style is needed for business success – distributed, inclusive and collaborative leadership that invites and supports the team to participate in decisions, planning and actions.
Science shows that feelings precede thoughts and behaviours, so the more adept we are at managing our feelings, the more effective we'll be in work and all facets of our lives. Essentially, EI is how someone manages their personality to be both personally and interpersonally effective.
The results are finally in, and, YES, leadership development programmes really do work... Not only that, but the drivers that make for successful leadership development programmes have now been identified.
The success of an organisation depends on the people who work for it. Motivated, engaged employees are the foundation for success, with highly engaged employees producing better business outputs, more loyal customers, fewer ‘problems’ and superior financial performance.
If you're investing in leadership development, you’ll want to know you’re going to see some real benefits at work. We’ve put together eight tips that will help to ensure your programme is robust and will produce results for your business.
Changing your own leadership practices at work is central to increasing your impact on the practices of your team. And it is how you make an impact on the wider organisational culture; leading your organisation towards a universal leadership culture.
Organisations exists to achieve pre-determined business outcomes; leadership exists to ensure the organisation can achieve those outcomes. Today, leadership can be characterised as having four hierarchical facets.
As a leader, you are out of a job if there are no followers prepared and willing to follow you. That is self-evident at the extreme end of the spectrum - when your team resolutely turn its back on you and follows another leader - but it is at least…
Leadership training programmes will fail if they do not incorporate clarity about the leadership behaviours needed to improve organisation results, support for application at work, and measurement.