Leading Together

Leadership – at its best – is not an individual activity. 

The world is too complex to have an individual ‘hero’ leader to save the day. It takes a team, an organisation, and community of leaders, each taking the lead in unique ways at different times with their talents. 

The most powerful, high performing teams and organisations know that each person brings something unique to the table and creates the space for them to contribute. It takes awareness and skill to build such a collaborative leadership culture. 

‘Leading together’ programs are designed to engage directly with leaders to confront the current reality, design the desired future, and make small changes that have the potential to have large impacts. 

The approaches used to engage leaders include: 

Develop leaders and leadership teams who unlock collective intelligence by learning to build a listening culture. Leaders grow in curiosity, humility, and courage to listen to a variety of people – enabling them to make informed decisions, solve complex problems, inspire innovation, and manage risks. 

Leaders who Listen concepts are introduced through: 

  • Organisational leadership programs, where leaders gain skills to create space, listen, build trust and safety through experience.  
  • Executive team workshops, for senior teams to unlock the collective intelligence by adopting teaming skills for and addressing barriers to cohesion and productive conversations. 
  • Individual, team, and organisational LwL assessment tools and coaching, to gain insights into what is helping or hindering listening and open communication. These insights can be incorporated in discussions in the leadership programs or team workshops. 

Strengthen leadership team dynamics so that the whole team is greater than the sum of individuals. Learn the unique contributions of each member, explore the core purpose of the leadership team, and how to build strong relationships that enables both cohesion and productive disagreements. 

Accelerated teaming is offered as a combination of: 

  • Pre-workshop inquiry interviews, to uncover team strengths and leverage points for enhanced team dynamics. 
  • Facet5 profiling survey and team debrief, to enable deeper conversations about differences in the team, how they can be harnessed, and how to avoid or manage tensions. 
  • Leadership team workshops, incorporating a range of processes to unlock the team’s highest performance potential. The workshops are tailored specifically to the team’s objectives and the current state. 

Shape your organisation’s culture to deliver your strategic vision and goals. 

Organisational culture shaping involves a number of steps, depending on where your organisations is at, as below. Engagement with the executive team is essential throughout. 

  • Discovering how people experience the organisational culture and how it is or isn’t supporting the strategy. 
  • Defining the culture and behaviours that are most needed to deliver your strategic goals. 
  • Measuring the current culture relative to the desired culture. 
  • Engaging with leaders and teams to co-create changes. 
  • Reinforcing the desired culture with systems and symbols and celebrating progress.