Leadership.
Leadership development should not be generic. These programs can be delivered individually or combined to build the leadership mindsets, behaviours and capabilities your people need now.
LEADERSHIP MINDSET MATURITY DIAGNOSTIC
How future-fit is your leadership mindset?
The Leadership Mindset Maturity Diagnostic is a practical reflection tool that helps leaders understand how consistently they are demonstrating the behaviours needed to lead in a changing world.
Participants receive a personalised PDF report highlighting their overall leadership profile, key strength, priority growth area, and practical next steps.
The diagnostic can be completed individually or used with leadership teams and cohorts to identify collective strengths and development themes.
Complete the diagnostic individually, or get in touch to discuss a team or cohort version.
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LEARN TO UNLEARN: THE NEW LEADERSHIP MINDSET
What got us here won’t get us there. In this mindset-changing workshop, Karen shares why leaders must let go of legacy thinking and adopt a mindset of continuous unlearning and relearning to stay relevant in a rapidly changing world.
It challenges outdated thinking and explores why we need to let go of outdated leadership models.
Participants will learn the six dimensions of the new leadership mindset and how to develop them.
Leaders learn how to embed learning agility into the organisational culture.
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LEADING THE DISTRIBUTED TEAM
The world of work has changed, and so must leadership. What got leaders where they were in 2020 will not get them to where they need to be today.
Leaders must learn to be empathetic and emotionally intelligent. They must create a sense of belonging in which everyone feels respected and valued for their contribution. They must leverage employees' enthusiasm for learning new skills and work with them to ensure they have the right tools to succeed. They must provide both flexibility and autonomy for employees to determine where they will do their best work. And above all, there must be trust.
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ACCOUNTABILITY
A lack of accountability weakens culture, performance and trust. It can lead to low morale, poor-quality work, slow decision-making and unresolved issues that grow into bigger problems.
This program helps leaders and teams understand what accountability really means: taking ownership, delivering on commitments, addressing issues early, and creating a culture where people step up rather than shift blame.
Participants explore the behaviours, conversations and leadership practices that build accountability across the organisation.
“It is not only what we do, but also what we do not do, for which we are accountable.” ~ Moliere
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ADAPTIVE LEADERSHIP APPLIED
Adaptive leaders acknowledge that we now live in a volatile, uncertain, complex, and ambiguous world.
When change is uncertain, leaders need to read the right signals and act on them.
Adaptive leaders learn through experimentation; they manage the context, not the instruction set. They cultivate a diversity of views to generate a multiplicity of options.
Adaptive leaders know what to do when they don't know what to do. They adapt and thrive, regardless of the turbulence they face.
Adaptive Leadership Applied recognises that there is no one-size-fits-all approach to developing adaptive leaders. We are all starting from different positions of capability.
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FROM COMMAND AND CONTROL TO EMPOWERMENT AND TRUST
Leaders need to let go of control. Organisations can only be responsive when they flatten the structure, remove the bureaucracy that slows them down, and give employees autonomy.
Autonomy means decision-making is distributed and communication flows easily throughout the organisation. Employee innovation, creativity, and experimentation are embraced. Employees can self-manage, deciding what to work on, how, and when.
One of the biggest challenges in creating this autonomous workplace is getting managers out of the way. Managers need to become true leaders and surrender control.
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EFFECTIVE COMMUNICATION
Organisational success is now reliant on extensive collaboration, engagement, problem-solving, creativity, experimentation and innovation.
All are enabled through effective communication.
Everyone needs to communicate appropriately, given the context in which they operate and with whom they are engaging.
They need to be able to determine the effectiveness of their communication.
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PEOPLE SKILLS
The most sought-after skills in the business world are self-awareness, listening, empathy, communication, trust, and emotional regulation.
These are essential people skills. Soft skills are hard skills.
Regardless of your position in an organisation, people skills are vital for individual and organisational success.
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