Archetypes in Leadership

Being a leader in today’s business environment is a tough job. If you’re like a lot of the leaders I work with, they’re seeking solutions to questions like:-

-       How can I ensure stability in the business so we have a solid platform for growth?

-       How can I build a team and a workplace where everyone is highly motivated, engaged and feels like they belong?

-       How can we increase the results we’re getting, making us more productive and profitable?

-       How can I increase my resourcefulness and resilience as the leader?

-       How can I operate from my full potential and be of more service to my staff and our clients?

For me as the leader of a business it’s important that I don’t become the rate limiting factor to the performance of the business and the people within it.  Consequently investing in my development and growth isn’t a luxury; it’s a necessity, one that has over the years paid dividends.  More to the point as a leadership expert, when I find something that really works I share this with my clients.

Archetypes in Leadership are one such thing.  In fact I would say that understanding archetypes has made the single biggest impact to my effectiveness, and that this leadership development course is one that has made a significant difference to the clients I have shared this with.

In June we’ll be running a 3 month programme that let’s you uncover how archetypes are directing your leadership and the results you’re achieving both in your career and for the business.  This programme is practical and personal so you’ll leave with specific knowledge and actions that will make a significant difference, plus our programme has our 100% money back guarentee.  For full details go here  Archetypal Leadership Programme 2011

Corporate Culture – Less talk, more action

Corporate culture and it’s effect on performance is a rising issue.  However it can be overwhelming and sometimes it helps to look around to see what others have done.  Have they moved from talking about it, and acting all cool and trendy to actually doing something and getting their hands dirty?  Every once in a while I get a bit annoyed by those who just want to talk.  Values blah blah… culture blah blah.  And should you ask them about their leadership in all of this – well – can I not see I’m in the presence of perfection.  Err no, but I’ve certainly met your ego.  What I can tell at that point is, I’m not in the presence of a new client.  One of the things our clients have in common is a strong desire to actually do something and an awareness that no matter how good they are as a leader ( and they are), they know it’s not enough, they want to be a great leader.  Then of course they know that it’s a continual journey.  They are the lid on the performance of the unit/team/section/business.

So if you’re wondering what to do about the impact your current culture is having on the performance of your business you could drop us a line and we can suggest some specific sources that will help you.

Alternatively here is a presentation from Netflix.  OK it’s 128 slides long, but if you’re interested in the what and some how around others companies embracing and working with their culture and values, then get clicking, it’s worth it.

Continuous Learning & Leadership

A leader takes people where they want to go. A great leader takes people where they don’t necessarily want to go, but ought to be.

Rosalynn Carter

Our life is a learning process. Learning does not come to an abrupt halt after the completion of school or college, but it continues throughout our lives.  Leadership should provide everybody the scope to learn. Most of the time, staff are worried to reinvent or innovate themselves as they are afraid of the fact that they might make mistakes in the process and it will not be appreciated by their leaders.  The leaders on the other hand, should not criticize the workers for their mistakes but use this person’s willingness to continuously improve.  Constructive feedback done well points out the areas where further improvement can be made but doesn’t have any negative impact on the morale of the worker.

A good leader is conscious about all the quintessential ingredients which make a great leader.  This means they invest not only in the development of their staff but also themselves.  This allows the leader to provide proper guidance at every stage to all employees so that they do not lose their focus or direction.  Leadership isn’t just about striving for the growth of the organization but it also exerts equal preference for the growth of people.  It doesn’t have to be training courses, in somecases an active mentoring or coaching role (yes they are different) can provide the framework for the growth and development required.

If your staff are not asking for development then look to the culture of your organisation.  Is continous learning and improvement important?  Perhaps it’s important to the product or service you provide but you’ve never made the link to staff development explicit.  Where do you and your employees need to be in order for your business to grow and thrive?  And if growth is a stretch then where do you need to be in order to handle the uncertain business market?