Improving the skills and effectiveness of individual leaders is widely recognised as one of the key ways in which organisations can invest in their future.
The things leaders do and the way they do them are the main shapers of organisational culture. And this culture, in turn, drives results.
The problem is that it is often mistakenly assumed that leaders are born rather than made, that it’s a matter of personality rather than choice, that you can either do it or you can’t.
The truth is that the most effective leaders are able to adopt a leadership style that matches the situation they are faced with rather than relying solely on the style that best suits their personality.
Excellent leaders regularly switch styles depending upon the context and people involved, picking from the range of styles in their “leadership kitbag”.
At RobinsonHenry we like to kick off personal leadership development programmes by working through a number of diagnostic tools. This enables participants to identify their key styles, rate their strengths and identify areas for improvement.
We follow this up by helping them identify personal development goals. Improvement opportunities range from sharpening specific skills such as self-confidence, adaptability, empathy and conflict management, through to completing personal coaching and mentoring programmes, and creating team development plans.
In such ways we can help you discover the directions in which you wish to develop.