DEVELOP A LEADERFUL ORGANIZATION

Suspect your organization isn’t getting what it needs out of your current approach to leadership development? You’re almost certainly right. Performance management and training plans can too easily become routine bureaucracy or slide off the radar entirely — but when used well they are a crucial system to help staff move into greater leadership, commitment and efficacy. Drawing on Dan Pink’s research on motivation, I focus on designing leadership development systems that create mastery, autonomy and purpose through clarified expectations and 360 degree communication.

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Enabling lateral communication reduces pressure on managers to be the single point of accountability, and helps them tap the wisdom of their entire team to highlight where staff need support and greater attention to succeed. Leadership development plans can also help highlight when it is time for a team member to move on, and initiate that process in a fair and healthy way.

Most conflicts at work are boundary disputes - disagreements about who is responsible for what. This engagement starts with ensuring that the boundaries between roles are clear, which can by itself be a transformative process. Contact me for our first exploratory conversation.