Leadership Development initiatives take point of departure in your business strategy and need for building leadership capabilities in your organization. Development initiatives are most effective when design is based on your specific purpose, values and strategic objectives – and when embedded in your organization and daily leadership activities.
Examples of organizational development activities include:
Strategic Leadership: strengths-based approach for understanding how to leverage key personal competences, personal values and values-based leadership, exploring triggers and one’s ability to move from a reactive to creative leadership response. Takes point of departure in the belief that you as a leader cast a wide shadow on your team and thereby can increase your ability to be conscious about desired impact, how to develop yourself and your employees, and feel inspired to make a difference. Concludes with reflection on one’s own unique value proposition as a leader.
Driving performance: understanding motivation, focus on giving and receiving developing feedback, strengthening the 4 levels of listening, learning to address difficult/courageous conversations, building trust, understanding your impact on others, and managing conflicts.
Change leadership: focusing on what it takes to change behavior, psychological impact related to change, dealing with resistance to change, busting myths about what really works, techniques for successful change communication strategies and approaches.
Talent development: design and delivery of a talent development approach, can include individual development of talents (coaching) as well as building organizational capabilities and culture to work effectively with identifying and developing talent (by working in collaboration with HR or senior leadership teams). Specific development methodologies can be leveraged such as an apprenticeship model for key talents.
Leadership seminar – engaging in discussion and reflection
Inclusive Culture & Diversity
Effectively working with diversity is about creating a culture of compassion and developing inclusive leadership capabilities, not just about counting the numbers. It’s about challenging one’s own assumptions and appreciating that things can be done differently. It is about seeing the potential in someone different from yourself.
Inclusive Culture and Diversity development focuses on defining strategy, building inclusive leadership capabilities, embedding inclusion in existing people processes, and strengthening a diverse talent pipeline. Unconscious bias/conscious inclusion training for leaders focuses on building awareness and shared language for addressing unintentional ways that we exclude others and discovering ways leaders can learn to consciously include their diverse workforce to get the best out of their people.
Women & Leadership
Many organizations are challenged to develop and maintain a robust pipeline of female leaders. In addition to building a more inclusive culture with focus on developing all leaders, increased focus can be given to identifying and mitigating potential organizational/cultural barriers for women as well as creating impactful opportunities for female talents which include customized leadership and talent development initiatives.
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