Bespoke leadership development.
Upskill your leaders to meet the organisation’s challenges
Doing leadership development differently
We’ve developed and delivered leadership programmes in New Zealand, Australia, Europe, and North America. We’ve also supported and coached leaders throughout our careers and held senior leadership roles. So we know the challenges and opportunities that come with being a leader.
Even so, we’re a little skeptical about leadership development programmes. Experience and research show it doesn’t necessarily achieve the changes organisations are looking for. Businesses invest thousands of dollars, but many leaders go back to their desk and find it hard to implement their new or developed approaches.
Because of that, we do leadership development differently. We’re big on understanding your organisation’s strategy and context, what you’re wanting to achieve, where your leadership capability gaps are, and what’s worked (and hasn’t) before. We then develop a programme that matches your context and needs, and shifts the ‘leadership system’ as a whole.
When designed well, leadership development pays off
Organisations that excel have a clear purpose, values and goals, and share a common language. A high performance culture starts with evolving your leaders.
Evolve your Culture
Sometimes leaders promoted without formal leadership development struggle because they don't have the skills they need. Give these leaders the tools to lead well.
Upskill New Leaders
Organisational change brings many challenges, from communicating in a way that resonates, to managing change resistance. Equip your leaders to bring people on the journey.
Prepare for Change
Lifting leaders’ capabilities in an effective way, will result in a high performing, resilient business with more engaged teams.
Improve Performance
Top performers are motivated by professional development. Grow your talent pipeline, improve succession planning and bolster employee loyalty.
Retain Top Talent
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Our leadership development programmes are tailored to your needs, so we start with a conversation. We’ll ask about your business strategy and context, your key challenges, why you want leadership development, what you have done before, and what leadership capabilities your context needs.
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We can do a needs analysis if required. We interview a selection of people about what your leaders need to do a great job, review engagement survey, 360-degree survey data, and other relevant information before making recommendations on an approach. Or we can work in partnership, where you do the needs analysis and we help you assess the results.
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Next, we develop your programme. Our leadership development programmes are never off the peg, but, we don’t always develop them from scratch. We want to know what leadership development you’ve already done because often it’s possible to refresh relevant components for your current context, so you get greater ROI from existing investments. We also have a suite of Evolutio programmes that we can pull from, to keep the design costs down.
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A psychological approach to leadership development sets your leaders up for success, so they’re able to change their behaviour, grow and evolve. Our methods are research and evidence based. Years of experience working with high performing organisations and acting as senior leaders ourselves help us combine science and practice.
Each programme is bespoke to your needs, but typical elements we cover include leadership purpose and resilience, self-awareness, working with others, leading others and developing a high performance team.
Self-awareness
We help each leader understand what they're great at, and where they could improve. This can include a 360-degree appraisal or a best self-feedback process, along with psychometric assessments.
One of the key predictors of staff wellbeing is their leader's wellbeing. Leaders are contagious. So, we also examine individual purpose, resilience, wellbeing, mindset and behaviour.
Working with others
Working well with others requires strong self-awareness and empathy. Here we look at empathy as a leader, how leaders come across to others, their communication skills, and their adaptability to engage with a wide range of stakeholders.
Leading others
Leaders assess the level they’re operating at and we help them work out if it's right, or if they need to shift their focus. And at this stage, we equip them with helpful leadership tools, such as the ability to set a shared vision, and coach and motivate each and every team member.
Developing a high performance team
Areas we cover here depend on your organisational context. We give leaders a roadmap for developing a high performing team, the chance to assess where their team is at, and tools specific to their situation to lift team functioning and results.
Business skills
We also partner with you to identify technical business skills your team need to perform and reach your organisational goals. Often organisations roll out this section of the programme themselves, but work with us to make a plan so it ties into the rest of the programme.
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Finally, we help you embed your learning investment throughout your organisation. This can mean helping you identify key components of the leadership development programme to roll out further, and how to do this.
Leadership development process
Leadership development is just the start
Off-the-peg leadership development courses are based on the belief people are going to change their behaviour after a few workshops. Evidence suggests that's not the case. Often leadership development workshops highlight organisational challenges, and those challenges can be barriers to leadership growth.
As a result, effective leadership development often flows into organisational development. Organisations serious about developing leaders look at the big picture and provide the right circumstances for change to take place.