Leading in change

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“Do as I say, not as I do.” 

Does that sound familiar? What may have been effective for leaders of baby boomers is surely not now.

Effective change requires an impetus.

How long a change takes is not a function of time, but rather of the experiences good leaders create.

According to High-Impact Leadership Development, a Bersin by Deloitte report, organizations with stronger “leadership maturity” are 11 times more likely to have a high number of leaders who can build talent for competitive advantage. And they’re seven times more likely to have a high number of leaders who can inspire people to follow them.

Unfortunately, the report found that capable leadership talent is very rare. Only 60% of leaders in organizations show commercial acumen and business judgment. 48% are seen as driving change and innovation. Only 44% build talent for competitive advantage.

If you genuinely want to change/improve yourself — let alone inspire the same for those you lead — you need a process. You need a common language. You need this method to be taught to your own people, who you can then rely on to teach it to others.

There are many leadership programs available today that explore all facets of leadership. Like all programs, they train and educate, but like most they will fail unless anchored in pragmatic, actionable, focused outcomes. We provide specific tools to equip leaders to lead, navigate and manage through change, allowing leaders to operationalise their inherent abilities.

What are you training your leaders for?

When you lead change do you imagine yourself facing forwards leading the charge or backwards beckoning your team to follow?

How do you lead?
What do you mean?
Do you lead by example?
Yes I lead by example
Ok, great.
Can you tell me how I can change?

We demand authenticity
We develop accountability
We do it now