Where performance, engagement and strengths collide.
In the last 13 years the dials of complexity and uncertainty have been dialled up to maximum.
It is quite shocking to realise that it’s only been circa 13 years since mobile phone technology and platforms like Facebook have given us infinite access to the world's information (and each other). Brain science is letting us know that these new connections and relationships powered by technology are literally changing the structure of our brains.
What has the shift towards near instantaneous reward and the quiet explosion of choice had on the way we show up at work? How has it impacted our ability to feel plugged into our work? What impact has this had on our ability to create rich relationships with our clients and colleagues?
How then has this shifted the way leaders must lead in post-internet organisations?
Leaders must grow in self-awareness, their ability to express themselves (about themselves) and then balance what they have become aware of towards thinking strategically about the future, building relationships, influencing others and executing on their plans.
Leaders must then foster this within their teams, finding new levels of team awareness, team expression (clear purpose & values are a great start) and source an innate way of balancing the way objectives are achieved within their team dynamic.
How on earth can we open ourselves up to this complexity in leadership and come out not just surviving but with the ability to thrive?
In my private practice I integrate the best parts of psychotherapy and strengths based coaching to support leaders to thrive in the new normal of leadership. We explore how the past has shaped the present and from a ‘here and now’ perspective we start to explore the future.
In work with teams I support leaders and their teams to unpack how their natural patterns of thinking, feeling and behaviour support them to achieve their version of success. We use CliftonStrengths and Gallup’s leadership principles to explore how leaders must transform themselves first before they can help develop their teams.
Gallup introduces us to an integrated approach towards leadership in their white paper titled “Reengineering Performance Management”. What we find in unpacking this white paper is an integrated approach that has the potential to shift the way we all lead in our faster future. This transformational model for leadership in organisations covers:
The Future of Work: A movement from ‘Paycheck to Purpose’, ‘Boss to Coach’ & ‘Weaknesses to Strengths’
Engagement: The 12 steps towards engagement that support teams to show up and actively participate in their work and in building a culture that can withstand change, uncertainty and complexity
CliftonStrengths: Supports the unpacking of how patterns of thought, feeling and behaviour (your natural talents) support individual and team performance
The Four Needs of Followers: Trust, Stability, Compassion and Hope
How we activate these needs and deactivate these through our leadership styles
How our best talents help to curate a culture that enables our ability to cultivate trust, stability, compassion and hope
A post-internet ‘Performance Management Model’ - skill development in the ‘how’ of leadership which covers:
Establish Expectations - Collaboratively, aligned to the organisations picture of success and integrated with talents in action
Continually Coaching - Focused attention, individualised support and focused on the future pathway towards achievement
Creating Accountability - Focused on achievement, fair & accurate and development of the team member seen just as important as achievement of result
Leadership in our faster future is asking of us to become more self-aware so we can create a space where we might find room for more questions than answers so that we can truly elevate our teams to do what they do best everyday.