Whilst this requires great flexibility, it needs to be combined with authenticity. It requires the humility to admit that we cannot be and do everything.
Our work builds on the ideas of Will Schutz (Leader as Completer), Jim Collins (Level 5 Leadership), Daniel Goleman (Emotional Intelligence) Michael Schluter (Relational Proximity) and many more. We have an integrated approach which allows many starting points that lead to the same goal – sustainable, authentic and impactful leadership.
An under-performing manager had been sent on the company’s favourite leadership programme – which involves three weeks and more than 30,000 Euros. The manager found it extremely beneficial but six months later his staff reported very little change. The question of how to get personal development to change work-based practice is a perennial issue.
The manager was offered a series of six coaching sessions with the aim of exploring his issues and motivation. Initially his aim was to focus on what he needed to do to become more effective. The first two sessions concerned his stated aim to ‘be a more effective manager.’ He wanted to focus heavily on the experience of the leadership programme where he felt he had learnt a great deal but that it was not working because ‘the organisation was not ready’. However, in the third session it became clear that his frustration went beyond what seemed warranted by the objective situation and he agreed to explore this further. He acknowledged that he needed to become more self-aware and should control his need to find an immediate solution – his mantra had been ‘what do I need to do to make things better?’
To help with this more reflective agenda he completed a number of PfS questionnaires over the next few weeks (and he extended the number of coaching sessions to be able to cover the ground). Some of the highlights were:
After nine sessions and a team event with his team the climate changed considerably. He is now seen as one of the better managers in the company.Discuss your organisation's needs