If you want to go fast, go alone.
If you want to go further, go together
Leadership is one of the biggest drivers of organisational culture and effectiveness.
It can mean the difference between an engaged, happy, and productive team, and a disengaged, unhappy, and unproductive one.
Have you ever developed your leaders?
The most common pathway to leadership, especially in New Zealand organisations, is by being great at your job. You get promoted because of your skills and experience.
But technical expertise is no guarantee of leadership success. Doing the work, and leading people who do the work, are completely different skillsets.
If your organisation has promoted people to leadership roles based on their technical competence, they may not have had the chance to develop their leadership skills.
Does your organisation need leadership development?
Signs that your organisation could benefit from leadership development:
- Your front-line staff are confused about what’s really important
- You know that your people aren’t achieving their potential
- Your leaders are busy doing the work, rather than leading their people
- Time, resources and effort are wasted on the wrong things
- Your customers are unhappy with the products or services they receive
- Individuals or teams are “stuck” and not moving forward
- Patterns of unhelpful behaviours go unaddressed
- Some of your best people are leaving the organisation
- Your leaders and managers lack confidence
- People are reactive rather than proactive
- There is a culture of blame and siloed thinking
- You just know that things could be so much better
Benefits of leadership development
The benefits of leadership development are wide-reaching. Some of the key results my client see are:
- Increased staff engagement
- Improved leadership effectiveness
- Reduced staff turnover
- Improved morale
- Better productivity
- More teamwork
- Enhanced loyalty
- Happier customers
- Improved service/product quality
- Better communication
- Everyone focused on the right things
- Proactive problem-solving
- Increased collaboration
Unlike a recipe book, there’s no one right way to do leadership development. But there are some common threads. You’ll need to:
- Invest time, money, and energy in upskilling your leaders
- Provide your people with useful feedback (both affirming and constructive)
- Create opportunities for your people to try new ways of leading
- Establish new cultural norms that support effective leadership practices
A "typical" leadership development programme
I offer tailored leadership development programmes for individuals, teams, and organisations. These can be coaching-only, training-only, or a blended model of training and coaching.
While every client requires something a bit different, some of the most common elements of the programmes I deliver are:
- Defining leadership
- Emotional Intelligence (EQ)
- Conflict management
Leadership development costs
A programme can range from one or two workshops or coaching sessions over a few weeks through to multiple workshops across a year, supported by coaching.
The design of the programme is based on your context (time, budget, capacity) and understanding where you want to get to, where you are today, and what will help you bridge the gap.
It’s a point of pride for me that I only recommend what I think is necessary for you and your context. You’re not going to be sold a grand 3-year plan if all you need is a few workshops or a couple of coaching sessions.
You may be eligible for funding
I offer a complimentary, no-obligation 30-minute discovery call to talk about your goals and what you need to get you there.
Just click on the button to make your booking in less than a minute. I look forward to speaking with you soon.