Reimagining Leadership Effectiveness
True leadership remains a rare and valuable commodity. Fail to nurture it and you risk losing it. Successful organisations need leaders to create a real impact on both teams and individuals, but it must be focused and in the right areas. Change is constant, but human behaviour is relatively stable and enduring. If you want to change behaviour, correct diagnosis is essential.
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Understanding Leadership Impact
As recently featured in Company Director Magazine June Issue, our latest research argues for a model of leadership performance which acknowledges the impact of leaders in the achievement of organisational outcomes, while also recognising that the behaviour of individual leaders matters.
Identify, select and develop leaders who will have the required impact, in line with your organisation’s strategic requirements.
Understanding Leadership Risk
Go beyond individual derailers to spotlight the risks leaders can bring to the organisation, its culture and themselves. Find out how ‘too much of a good thing‘ can create a negative impact on leadership effectiveness.
Impact Area: Service & Product Delivery
Places emphasis on the finer details and tries to ensure all work meets high standards.
A tendency to expend effort on perfecting details could be inefficient and may result in missing critical elements of the bigger picture.
Impact Area: Managed Risk
Takes a considered approach to leadership and prefers to follow established procedures.
A preference for rigorously following the rules and being cautious about taking decisions could result in opportunities being missed.
Impact Area: Expert Reputation
Takes an analytical approach to work and looks to spot potential pitfalls or problems.
A focus on problems may be perceived as negative and could discourage important contributions.
Impact Area: Organisational Commitment
Favours an accommodating approach to leadership and is likely to seek the approval of others for decisions.
A focus on accommodating the wishes of others could result in agreeing to actions which are not in the best interests of the organisation.
Impact Area: Successful Teams
Works more individually and is likely to do things without feeling a regular need to consult or involve others.
A preference for less interaction with others while working could lead to actions which take little account of other parts of the organisation.
Impact Area: Communication
Prefers to interact regularly with others and is likely to be more dominant in social situations.
A tendency to be socially dominant can result in others’ views being overshadowed.
Impact Area: New Products/Markets
Comes up with alternative ideas and approaches, and seeks to do things differently.
A focus on ideas and unconventional approaches could disrupt ongoing work and waste time on unproductive activities.
Impact Area: Organisational Transformation
Takes action to effect change and prefers not to feel constrained by set timescales.
A preference for action and change could lead to a reactive work environment which is in a constant state of flux.
Impact Area: Organisational Growth
Seeks challenging new opportunities for the organisation and is willing to take some risks.
A preference for the pursuit of new opportunities and a willingness to push the boundaries could lead to unnecessary risk.
Lead the Change
Bringing both Impact and Risk into leadership development activities can drive extremely powerful development conversations. It’s crucial that leaders start to think of their personal development in line with organisational values and outcomes, and that as an organisation you ensure that you give them the tools to create impact and avoid risk where it really matters.
Helping you make an impact
Understand where you currently are
Recognise what is required to get where you need to be
Implement the strategy to get you there
Early Potential Identification
Identify who you should be investing in
Proactively identify talent for development opportunities
Create development opportunities earlier for high potentials and consistent performers
M&A and Transformation
Understand the collective potential of a new team
Recognise who can shape the new future of the organisation
Develop individuals & teams in line with the new strategy
Identify who is ready and who can be made ready
Understand what matters most when moving levels
Minimise the opportunity for bias
Strategically Identify Emerging Leaders
Strategically identify and develop emerging talent and leaders with our new way of measuring potential.
Break free from the traditional definitions of potential and include the nuance that is unique to your organisation
Create opportunities for a wider and more diverse talent pool
Review a broader spectrum of paths for progression
Significantly reduce the risk of making the wrong decisions with the most powerful predictor of workplace potential
Benchmark the calibre of your talent pool for a wider view of ‘what good looks like’
Dive deeper into an individual’s behaviours as well as group trends with our dynamic dashboard
Featured in Company Director Magazine Volume 39 Issue 06
Powered by our Wave® Professional Styles personality questionnaire, these reports bridge the critical gap between leadership behaviours and organisational outcomes and enhance individual self-awareness to drive powerful leadership development.
Leadership Impact Report
Identify, select and develop exceptional leaders
Gain a greater depth of insight with the unique Wave ‘deep dives’
Deliver relevant, positive and impactful performance feedback
Bridge the gap between behaviours and outcomes
Improve self-reflection and leadership performance
Leadership Risk Report
Understand where your leaders may incur risk individually
Identify your team and organisational risk factors
Review overplayed strengths and understand their potential consequences
Spotlight possible leadership-derailing behaviours
Online Dynamic Dashboards
Gain valuable insight into your leaders and ensure that they make a real difference to the organisation.
Bridge the crucial gap between leadership behaviours and organisational outcomes
Spotlight the potential risk leaders can bring to themselves, their organisation and its culture
Illustrate the collective impact of your C-Suite
Maximise the chance of making the right key strategic appointments
Transform leadership development activity
Take the Test
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