What great leadership looks and feels like within your organisation
There are hundreds, if not thousands, of definitions of what great leadership looks and feels like. But the danger of using someone else’s definition is that you end up trying to shoe-horn someone else’s model or definition or idea of great leadership into your own organisation and it isn’t likely to fit.
It is very much like building your house with someone else’s bricks!
The reality is that:
Great leadership doesn’t happen by accident.
Great leadership is not a ‘one size fits all’.
What great leadership looks and feels like within organisation A is likely to be very different to what great leadership looks and feels like within organisation B.
Defining what great leadership looks and feels like within your organisation can:
Identify the role that your leaders play in achieving your strategic organisational goals.
Set clear expectations for leaders at all levels of your organisation.
Clarify what great leadership looks and feels like now in your organisation and for the future-rather than how leadership may have been demonstrated in the past.
Align leadership standards across different teams, functions, directorates and business areas.
Provide a useful structure for succession planning conversations.
Underpin your approach to performance management.
Provide a different perspective for your organisational values.
Help retain talent within your organisation.
Inform the culture that you desire in your organisation.
Create a leadership framework on which you can display your leadership development options.
How we will work with you:
Step 1) We work alongside you, your teams, your suppliers and partners and your customers to identify what great leadership looks and feels like in order for you to achieve your strategic goals and engage your customers and your workforce (which may include staff and volunteers).
Step 2) We review your existing systems and processes to identify which ones are supporting great leadership to flourish and which ones might be tripping your leaders up or getting in their way. This could include where decision making authority sits within your organisation and how teams work together most effectively.
Step 3) We share our findings and recommendations with you and, together, we co-create a practical implementation plan.
Client testimonial:
“One of Sharon’s greatest strengths is her personal style, including an ability to listen well. Sharon works with stakeholders at all levels and has been brilliant at getting understanding and buy-in for change. Without Sharon we would not be confident, engaged and positioned for success in the future – we owe her a great deal and I have no hesitation in recommending her”