Q&A: An Interview with Antonia Clissa

1. Describe your strengths as a Consultant and Executive Coach?

It is always challenging to speak about oneself. So here we go. I believe that my strengths lie in my capacity to connect with a wide range of people. I have a genuine curiosity about people that enables me to find a point of connection. I think that being able to listen deeply to people helps me enormously in my work as a coach and facilitator. In terms of my approach as a Consultant and Executive Coach I believe that I am collaborative and appropriately challenging and endeavour to walk alongside people as they work towards their goals. I find that doing this work is an enormous privilege and I learn a great deal in the process.

2. What’s your most memorable workshop you’ve conducted and why?

Each workshop holds some memorable element of learning for me. However the most recent workshop I conducted that was most memorable involved facilitating a team in conflict. The reasons it was memorable for me was that it reinforced the absolute importance of creating a safe space for people to be heard and validated as the first step towards healing differences and resolving conflict.

3. What are your thoughts on Leadership for the future?

In my view responsibility for Leadership for the future lies with each one of us. I believe it is incumbent on each one of us to take responsibility to exercise leadership in our own lives and in whatever situation or … Continue reading →

Change Is Inevitable, Be Prepared For It

One thing that is constant is change! Businesses the world over continually need to change and transform to stay competitive. Apple, originally a computer company, now makes most of its revenue from iTunes, mobile phones and application downloads. Hewlett Packard was a scientific equipment company and is now one of the biggest providers of quality printers.

With the economic turnaround, W. A. businesses have to once again attract and retain staff. They also have to understand Asian markets and business practices. The challenge for today’s leader is to ensure that their business remains agile enough to meet the challenges while also remaining consistent enough to deliver the day-to-day customer demands.

Many organisations implement change and hope that managers and employees will get it right with little training or coaching. Research, however, indicates that one to two thirds of major change initiatives are either failures or have made the situation worse. A sign over an employee’s desk summarises this; below a picture of Clint Eastwood holding a Magnum 45 revolver were the words: “Go ahead, make one more change!” With organisational stakes so high it is imperative that change is managed as effectively as possible.

Two factors that contribute to successful change are 1) a planned approach to change and 2) leaders who are skilled in implementing change.

Using an ‘Integral Change Management’ planning model has led to successful implementation of change in private organisations, local and state governments. These changes have dealt with IT, downsizing, restructuring and moving to central … Continue reading →