Confidence & Clarity
With the demands of today’s ever increasing responsibilities within the workplace comes that dreaded (for many) task of having to present to your peers, subordinates and for even more pressure, your stake holders and clients.
Throughout your career, you have worked so hard and gained the recognition you deserve by seizing that promotion and all of a sudden, you now find yourself expected to be able to present ideas and concepts seamlessly, powerfully and professionally but there’s a but right?
Don’t worry, you’re not alone. You are among 70% of the world’s population who share a fear of speaking in public and the fear outweighs the fears of flying, heights and spiders.
Cultural Intelligence
In today’s ever increasing global and diverse environments (inside and outside of the workplace) it is vital to be aware of Cultural Intelligence (CQ). This includes awareness of your own cultural intelligence and awareness of the cultural intelligence of others around you.
CQ is recognized internationally as a way of assessing and improving effectiveness for culturally diverse situations. It’s embedded through meticulous, academic research conducted by global scholars. Principal organizations in business, education, government, and healthcare are adopting CQ as a key component of personnel development within their employees giving them competitive advantage.
Executive Coaching
Possibly the greatest challenge to the executive coach is to engage the client in focussed dialogue. Rapport is vital and the chemistry between the two must quickly form in to a relationship that demonstrates trust and credibility.
Good listening skills on the part of the coach, together with the ability to deliver honest feedback, are crucial to keeping the dialogue grounded in what is important to the client. The strategic power of any coaching dialogue lies primarily in the coach’s ability to question.
High-potential individuals and those needing to improve their leadership or management skills are often asked to seek out the services of an Executive Coach. The coach, the client and a company sponsor (usually a senior executive or VP) would initially meet to have an open discussion on the desired outcome for Executive Coaching.
We recommended that the client undergoes an assessment in order to provide a validated analysis of information before real coaching can begin. This is used to identify strengths, management style, personal desires, etc.
High Performance Teams
Finding a way to get different teams to work together, to achieve the same goal can sometimes prove challenging in itself.
When you take in to consideration the team members, team leadership and team dynamics, it’s no wonder that misalignment can arise.
Through our process we, diagnose each team member’s unique talents and contributions. We offer personal feedback of the results ensuring that everyone understands What key attributes they bring to the team along with How and Why they choose to use them.
Team coaching is used to connect the personal feedback to the team dynamics in order to build trust and understanding.
The result leads to greater degrees of commitment, accountability and an enhanced emphasis on results as the team advance as an aligned single unit.
Leadership Development
If effective leadership is lacking in the organisation, the impact is immense with detrimental outcomes regarding implementation of the strategic plans and priorities.
In the absence of leadership, an organisation moves slowly and in an unsystematic manner.
If people are not led in a way that fulfils their personal needs, desires and goals as well as the organisations goals, disengagement ensues, turnover increases as do costs and organisational learning decreases.
Working alongside the Center for Leadership Studies and utilising a wide variety of innovative and engaging leadership development programs, we offer Situational Leadership™ training for leaders to teach how to effectively and repeatedly deal with any task, situation or challenge.
Our advanced approach offers training for leaders that is proven, effective and has benefited over 14 million leaders worldwide.
Developed by Dr. Paul Hersey at The Center for Leadership Studies, the Situational Leadership® Model is a powerful, yet flexible tool that enables leaders to diagnose the variables of any given situation and adapt their management styles to the behavioural needs of the individual or group they are trying to influence.
For more than 40 years, Situational Leadership® has been the driving force in building both tactical and strategic leaders in thousands of companies around the world and is currently being deployed in 70 percent of Fortune 500 companies
Succession planning
is very important to both the individual as well as the organisation when it comes to performance.
Coming up with a strategy is not usually the area that causes concern in organisations. In our experience, we find the difficulties lie in the execution phase.
No matter how effective you are, how well you perform or how great your people are, if all that talent doesn’t know where it’s going then you’re destined for disappointment.
We can evaluate where the priorities lie within the organisation through our Organisational Health Check-up. We then explore three key areas of strategic planning where the execution is supported with quarterly reviews.
Talent Management
With the demands of today’s ever increasing responsibilities within the workplace comes that dreaded (for many) task of having to present to your peers, subordinates and for even more pressure, your stake holders and clients.
Throughout your career, you have worked so hard and gained the recognition you deserve by seizing that promotion and all of a sudden, you now find yourself expected to be able to present ideas and concepts seamlessly, powerfully and professionally but there’s a but right?
Don’t worry, you’re not alone. You are among 70% of the world’s population who share a fear of speaking in public and the fear outweighs the fears of flying, heights and spiders.
