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We appreciate leaders for the results they create with their people or for the inspiration they provide. In calm waters, this seems easy to do, but in murky waters, like in change management projects or business transformation, it becomes a challenge. In changes and transformations there is a lot of work for leaders and their teams: create a strategy in a PowerPoint presentation and/or a business case for change, translated into Power Point. Town hall meetings/kick off meetings are organized, employees are told to change their behaviour, balanced scorecards are reformulated, and budgets are set aside to support initiatives that fit the new strategy. And then nothing happens. Nothing in the direction of the desired change. People are doing things the way they used to do things, inertia creates a continuum – they continue to work as if nothing has happened. Maybe some of them were inspired or touched by the change but they don’t know what to do, how to implement in their day to day activities. In my practice, I have observed that interrupting the day-by-day routine is a key obstacle in implementing the change.

  • What are some small changes that a team can implement day-by-day?
  • How does a space where change can happen in a safe way look like?
  • How can people support each other in implementing small changes, day-by-day?
  • What if the team is a good lab for learning and practicing change? What results are possible for a team when they create a learning environment?

This workshop focuses on approaching change management initiatives from global to local – how can we translate the global thinking, the strategy for change into local actions, into spaces and interfaces were people are co-creating the results they really want. Team coaching can be a good tool for team’s collective learning and change.

The evolution of leadership happened relatively fast – in fact, leadership is the result of the evolution of management to answer to the changing needs in human values and business requirements. This has led to a blurry understanding of the term ‘leadership’ despite being considered the compass that puts the organisation and its people on the right track and purpose. The world we currently live in is becoming increasingly complex, unpredictable, dynamic, and demanding.

  1. Businesses can no longer operate in silos; they are forced to consider and even attempt to address global challenges in their day-to-day operations as well as short and long-term visions (Lockwood, 2009, p. xiii)
  2. Organisations are required to quickly respond to constantly changing and evolving customer needs and requirements in order to achieve competitive advantage in a highly aggressive challenging market, while still having to maintain a strong core, both on the human and corporate level inside the organisation.
  3. Organisations are finding it impossible to keep up with the changes in people’s values. Employees no longer stuck with organisations their whole lives and instead job-hoping is increasing and people are demanding better and more meaningful workplaces.
  4. In the past, and for the longest time, this meant we ignored the basics of human needs, the neuroscience of the human mind, and how our belief systems defines our behaviours – and this is because we had priorities to focus on.

With all of these transformations, both people and organisational management is becoming challenging yet increasingly relevant for today’s businesses. It also raises the question on how are we putting all the responsibility on one single leadership to lead and direct organisational and human processes? There is no wonder then that despite the numerous interventions and investments aimed at improving leadership in organisations, these same ones are still struggling to achieve productivity, wellbeing, and success.

During this workshop, we will explore the truth behind perceptions and discuss a freeing alternative where leadership is no longer a one man’s job but rather becomes a collective responsibility and how coaching transforms from being just a skill to becoming a culture, a mind-set, and a capability that ensures a strong inner resilience against the world’s biggest challenges.

As a manager/leader/coach you want to give your group what the group needs instead of what the group says it wants, to work efficiently. The trick is to make them work in the same direction for the same goal with passion. Tricky? Can be. We usually see groups become passive and don’t take initiative and speak out because they don’t have the opportunity to access their full potential. Maybe management is stuck in one way to lead the group which leads to a frustrated group with a lot of conflicts under the surface and a toxic environment. We see that a lot of managers automatically keep their people on a short leash and act “bossy” and people might even leave or, in worst cases, the group revolts against the manager.

As human beings we naturally want to develop and take responsibility. That makes us feel good. A healthy psychological environment makes people happy. Happy people deliver good results. To understand better where a group is in terms of its maturity to be able to manage the group correct, we are going to get acquainted ith the FIRO Model by Will Schutz and The Propeller method by Christina Lagnelius.

The workshop will be a thought provoking exploration of self-leadership and leading others.

We will explore how to:

  • lead accountability in ourselves and others.
  • bring up difficult issues and approach conflicts as leaders.
  • manage progress and ROI on leadership development

By the end of the workshop, you will:

  1. Have new insights your personal approach to accountability, how to lead accountability and how to notice the signs of avoidance.
  2. Become aware of own assumptions, patterns and beliefs on conflict and get practical tips on how to bring up difficult issues.
  3. Get new ideas on how to manage progress and impact of leadership development actions.

Why coaching? Why today’s leaders should shift from giving solutions to trusitng that their teams could come up with solution? Why today’s leaders should look to new approach in building and transforming business – more in empowering people, creating followers, showing courige, trust and passion? Why building a coaching culture is an investment in sustainable business success?

Together, we will focus on sharing business cases on how coaching could partner companies in achieving outstanding business results, building delighted customer experiences and also in developing next generation leaders.

In addition,  you will be introduced to a series of coaching tools which you can put in practice and easily implement in areas such as managing change, decision making, strategic thinking and leadership development.

Leading through perspective shiftings

The impossible dream: “everyone should be a leader”
The reality: everyone already is! 😀 but… in what?

While everybody agrees that leadership makes or breaks individual performance, team results and companies’ success, despite the 3,070,000,000 references on Google and the wealth of information on leadership, courses, workshops, dedicated schools, programs, specialized coaches, consultants and trainers, somehow leadership continues to eludes us.

It is no wonder that we think that somehow it is something you are either born with or not. So why does leadership continue to elude us? Why sometimes we are drawn to a cause and are participating fully while most of the time we are left cold even though the cause may be good for the organization or company? Why we do what we do and don’t do what we don’t’ do?

What if the legacy approach to leadership is wrong? (since it didn’t change leadership much) What then? What if the answer lies somewhere else, and is a kind of “Cirque du Soleil”, a “LeaderShift”? In this workshop, we will explore an unconventional approach to leadership through the art and science of coaching. We will be taking on some key approaches from coaching to cause immediate breakthroughs in leadership.

Participants will have the opportunity to participate actively and contribute directly from their smart phone, tablet, or laptop connected to the Internet by using MentiMeter a web application that takes input and aggregates results in real time from audience that doesn’t require any installation.

A few questions we’ll be exploring:

  1. What is the current strategy for leadership development?
  2. Where doe we keep failing at?
  3. How can we approach leadership development differently?
  4. What kind of results can we expect from the new approach?
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