Despite constant changes in how we work, all businesses remain people businesses.  While we still employ people in meaningful work, there will always be a place for leaders and always a place for leadership development to prepare future leaders and address important issues as they arise.  Leaders have an outsized influence on the lives of the people they lead and organisations recognise the value in good management and leadership training.  Somehow, however, attempts at implementing leadership training can fall short.  

One reason is that the skills required to lead a team are different than those needed for the technical specialist. How often do we promote people only to see them struggle with people leadership? When we attend a leadership course, is there a clear link to what I do when I return to my desk, or plan my next team meeting? 

Organisational frameworks - what we might call mental maps - are the visual roadmaps that provide the guideposts necessary for aligning leadership action across an enterprise.  You promote your staff because you are confident in their technical ability to achieve your goals and facilitate the perfomance of their team.  When designing leadership course, the following 5 Principles may provide a good starting point for your thinking.  

Effective leadership development relies on a number of key principles:

1. Organisational support - Sponsorship by owners and/or boards is essential to demonstrate that the program is valued by the organisation;

2. Clear roadmap - Content is clearly defined and linked directly to organisational frameworks;

3. Practical - This is the "so what?".  Participants should be able to identify situations where the learning can be applied almost immediately;

4. Tailored to the individual - Behavioural Preference, personality and EI tools are very effective in tailoring leadership training for individuals;  

5. Relationship with trainer/coach - Last but not least, the personal credibility of the coach and building a strong working relationship are essential.




18 Aug 2022

First...the latest employment figures are out today...

The ABC today reports a further drop in unemployment to 3.5% and predicts that the headline unemployment rate will fall to as low as 3.2%. This looks like good news but 40,000 jobs have also been lost to the Australian economy (aka "lower participation").

The reasons for the lower participation rate may be the subject of a future post, but first the reasons you might refer your senior leadership team or emerging leaders to us.

Theme 1 - Preparing my emerging leaders for higher roles

When organisations decide to spend their training budgets on development programs for emerging staff, they are making a strong cultural statement of support to their existing workforce. It means "if I stay here, I will be developed as a person, as a worker, as a leader. It is good for my career to stay with this business". As I am being supported and developed, I will be able to handle a bigger role and get the support I need.

As organisational psychologists, this is music to our ears. We know that delivery of evidence-based, practical training and development pays off with demonstrated EOI. The immediate benefit is the development of the participants in the key areas of:

1. Wellbeing
2. Self-management
3. Executive presence
4. Strategy execution*

*The catch is, that the organisation may need to wait to see the payoff in strategy execution. We do know, however, that good staff can sometimes leave in search of an organisation that will develop their capabilities.

Theme 2 - Helping new leaders handle new roles

The fact is that some referrals come to us after the person has assumed their new role. In fact, organisations often make a referral when unforeseen issues arise for the new Executive, General Manager or Team Leader.

Recognising the need for the support and making the decision to provide qualified and professional external support can be a very effective way to support the learning and onboarding of the new leader.

This second type of referral demands that the coach meet the executive (and the organisation) "where it is at" and leads to quick wins as the executive gains the support of an experienced and supportive advisor. While the support is provided by us, it supports the organisation's value proposition by providing valuable skill development to the individual and signals that they are valued.

The 7 main reasons to refer your staff are in the grid below. and we thought that might resonate better if we engage you in a fun way.



Anecdotally, our clients are telling us that they recognise the need to invest in their people development programs and of course the Australian government is also offering accelerated tax relief for business investment in training.