As we said on our home page, we focus on the practical in leadership, because leadership is a practice, not a theory!
Our focus is on the attitudes, behaviours, actions and conversations that is leadership at its best.
Watch the 7 minute video depicting our very successful Leadership Development program, (depending upon your internet speed there may be a short delay in loading, please be patient, it's worth it!)
We deliver training and coaching on leading effectively through the actual difficulties in your workplace – because leadership is most challenging during difficult situations, issues and behaviours, and we make them directly relevant to your organization.
We will show you how you can achieve a tenfold return on investment through our training and coaching, using your key performance indicators.
The ”secret” ingredient we succeed with is Unconditional Respect – we know how to deal with any situation effectively by using Unconditional Respect – and we know best how to transfer that skill.
Frankly, most leaders have become high end project managers - with little or no time to reflect, experiment, dream, learn, innovate, explore, encourage and foster new leaders, to grow and their people to develop.
Most leaders in business are promoted for technical, operational or administrative competence, not leadership skills. They are behind the game and only those who are fortunate to obtain the right training and mentors, and have the inherent attributes and values, become great leaders. Most of the rest are serial re-organisers and people-churners.
Most leaders in business are not great in engaging with their people, resulting in personal disconnection. Most leaders don't train with their people - they don't train their people - they don't know how to coach or mentor. Sadly, too many leaders focus only on enforcing and measuring compliance, production and profit – and that’s just management at its least.
These important issues may be affecting your organization - if you are serious about addressing them contact me to discover how we can help you.
For a more detailed report discussing the challenges facing leadership today and the solution, learn more.
Please be aware that unless you are an existing client, we will work first with your senior leaders (board of directors and CEO and direct reports) not middle and front-line management.
"Why?" I hear you ask.
Because unless senior leaders are aligned and genuinely engaged in the intervention, working first with middle and front-line managers is a waste of your time and money.
If you can't speak their language or align on behaviours, the really good and courageous will leave and the rest will revert.
Furthermore, your people will be more willing to undertake change if they see their leaders go first.
Besides, it’s a key ingredient in getting your tenfold return on investment!
And, respectfully, we choose to work only with leaders who go first.
My call to action is “Do you want a tenfold return on leadership development for your organization?” If so contact me now
Great Leadership Behaviour
We have distilled the core elements of great leadership behaviour as being "the 12 C's"
These behaviours, if they are not all present personally in the leader, regardless of seniority of leadership, will cause people to not want them as leaders, and they will not readily follow them except through fear or force.
These behaviours and how to achieve them are described in a forthcoming book by David Deane-Spread, and should be available early in 2010. Return here to stay tuned to the release date, or email David and notify him of your interest.
In summary, here are the 12 C's: -
Candour – Be respectful yet direct and truthful.
Care – Show respect and compassion.
Challenge – Habits, standards, processes, bureaucracy, status quo.
Clarity – Of values, vision, purpose, outcomes, what, who, why, when, how (if necessary).
Collaboration – It’s time to get together!
Commitment – To vision, values, outcomes, people, role of leadership.
Competence – In function, communication, conceptualising, people skills.
Confidence - In your role, in your people, in your purpose.
Connection – Ability to relate to all your stakeholders, all your possibilities.
Consistency – In your decisions and behaviour.
Convincing – Ability to persuade and influence
Courage – Despite your fear – to be your best, to set the example, to champion your values, vision, purpose and your people
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Ask or Tell
The Power of Asking or the Force of Telling
The popular e-book (in pdf) our clients really appreciate.
Packed with over 200 insightful questions that leaders can ask, categorised according to leadership function.
It also describes how and when to ask or tell; how to listen effectively; how to deliver clear precise instructions; how to easily coach and more...
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