Organisational leadership

Organisational leadership receives much less attention than personal leadership. 

There is a tendency for organisations to look to celebrity leaders for inspiration. The problem with that is that when they move on—as they inevitably must—they can leave a big gap behind. Such an approach can prove disruptive when what’s really required is continuity.

Research shows that those organisations that deliver consistent value to stakeholders in the long term have leadership teams focused on passing the organisation on to the next generation of leaders in good health. In which leadership is focused on the leadership team rather than on individuals.

In such organisations, individual leadership actions and styles reflect, support and reinforce the values held by the leadership team.

RobinsonHenry has helped many leadership teams fully understand the culture of their organisation and how to shape it in their image. We’ve helped them recognise that taking the organisation forward means respecting what they have inherited as well as having confidence in their plans for the future. 

Because we bring a fresh perspective to the job, we can help leadership teams take a view of the overall balance of leadership styles, the opportunities for development and the impact of all of this on the culture of the organisation

And our experience of the latest techniques for developing leadership teams and planning and executing culture change, means that all this can happen a lot quicker than you might think.