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leadership-skills

Top Seven Essential Leadership Skills

We feel that our Integral Leadership Program is one of the best leadership development programs, not only in Perth, but in all of Australia. We use the four quadrants of Integral Theory, as created by Ken Wilber, to develop leaders holistically. We help leaders develop themselves personally, professionally and spiritually while teaching the best of contemporary business techniques. Recently, we found a study that is very much in alignment with what we teach.

An article in Harvard Business Review cited data from 332,860 “bosses, peers and subordinates,” as compiled by authors Jack Zenger and Joseph Folkman. They listed sixteen skills and had each person “vote” for four of them. The top six skills were identical whether the voters were in middle management, senior management or were supervisors. For top executives, six of the top seven were selected.

Inspires and Motivates Others: 38%

This is not surprising. It is the biggest challenge and most essential skill for any true leader.

Displays High Integrity and Honesty: 37%

People will not follow someone they don’t trust; organisations that require honesty and integrity usually run more efficiently.

Solves Problems and Analyses Issues: 37%

This may be the skill that helps an executive “move up the ladder” more than any other.

Drives for Results: 36%

Most organisations are results-driven.

Communicates Powerfully and Prolifically: 35%

Communication skills are important to ensuring that people understand what their leaders require of them.

Collaborates and Promotes Teamwork: 33%

We think this is an underrated skill. A team is … Continue reading

organisation-culture

Does Your Organisation Have a Creative Culture?

In the course of performing management consulting in the Perth area, we often discuss whether or not an organisation has a creative culture. Peter Drucker, who was born in 1909 in Austria, moved to the US and would eventually be known as “the man who invented management,” once said, “Business has only two functions—marketing and innovation.”

Innovation creates the business model and the products, while marketing finds people to purchase those products. It takes creativity to market and to innovate. Ironically, even though creativity is mandatory to compete in today’s business climate, it is becoming more and more difficult to foster a creative culture in the workplace.

Employees often feel that they are rewarded more for “staying the course” than opening new pathways to success. This severely hinders creativity.

Understanding Organisational Culture

In the 1980’s a professor at the prestigious Sloan School of Management in the US developed a three-part model for understanding the culture of an organisation, breaking it into three areas: artifacts, espoused values and shared basic assumptions.

Artifacts are the outer or superficial characteristics of an organisation. They include the building, furniture, logo, dress norms and common memes. They can be mistaken for a company’s entire culture, but it goes deeper.

Espoused values are found in an organisation’s mission statement and often in mottoes or slogans. They reflect how employees and management represent the organisation, both in public and within the workplace.

Shared basic assumptions are the beliefs and behaviours that define an organisation. For example, … Continue reading

leadership-traits

Research Indicates that Leadership Traits Make People More Attractive

We have always considered ourselves ahead of the curve for leadership development in Perth. Most people who complete our Integral Leadership Program or any of our other courses report greater success, performance and happiness at work when they are asked on our follow-up surveys.

Our leadership development programs are based on Integral Theory as created by Ken Wilber. They use the four-quadrant approach of Integral Theory to develop leaders professionally, personally, intellectually and philosophically. This development of the whole person or “Integral Leader” is the most effective way we know to enhance leadership skills.

Leadership and Attractiveness

Recently, we happened upon a new study indicating that leaders are judged as being “more attractive” than those who don’t lead. It has been known for a long time, both anecdotally and from studies, that people who are seen as attractive tend to be more successful and make more money than those who aren’t seen as attractive.

A popular study conducted in 2011 by Daniel S Hamermesh, professor at the University of Texas in Austin, was published in a book called, “Beauty Pays.” Among the study’s highlights were conclusions that the average person will make between 3% and 4% more money in their career than one who isn’t attractive.

Luckily for those who weren’t born attractive, a recent study by Kevin Kniffin, PhD, a professor at Cornell University in the US, indicates that one can become more attractive by developing leadership traits. While it was conducted within the US two-party … Continue reading

employee-engagement

Three Steps to Increasing Employee Engagement

We have provided a lot of management consulting in Perth. Invariably, when we ask about what problems executives would like to solve, the subject of employee engagement is mentioned. While there are a lot of techniques that can be used, there is an underlying ethic involved. Simply stated, if a workplace treats their employees as disposable pieces doing a job, employees are going to treat their jobs as disposable pieces providing revenue.

In other words, the fastest way to ensuring that employees show a high level of engagement in the workplace is for the workplace to show a high level of engagement with its employees.

Here are three steps to creating employee engagement in your workplace.

Help Your Employees Enhance Their Careers

What are your employees interested in? How could their skills help their growth path in your organisation? How would they be most fulfilled within your organisation? If you don’t know the answers to these questions, it’s time to start finding them out. Once you find out the answers, give them opportunities to develop.

Turn Rote and Routine into Choices

Offer some flexibility in scheduling. If there are some facets of the job they can perform at home, let them. Allow for more family leave or vacation time. You may want to look at options such as occasional office lunches paid by the company or “massage days.” Keep it fresh and your employees will find it easier to stay engaged.

Make Your Employees “Part of the Plan”

If … Continue reading

drive-away-employees

Behaviours that Drive Away Potentially Great Employees

One of the most important facets of leadership development, especially in a competitive environment such as Perth, is to do whatever it takes to keep employees with leadership potential.

In 2012, a US Human Resources giant called the “Saratoga Institute” conducted exit interviews with 19,000 employees who were leaving their respective organisations. The results were surprising. The majority of employees didn’t disagree with the directions of their respective organisations.

Instead, most left because they felt unappreciated or mistreated by their immediate supervisors. Here are five reasons why.

Failure to Challenge Employees

Future leaders want opportunities to prove their worth now. They don’t want to wait for years to be challenged or given projects that allow them to display their value to the organisation. If they perceive no opportunity for growth, they will find it elsewhere.

Entitlement

Supervisors who act like they are entitled to lead simply because of their position in the organisation don’t gain the respect of their employees. Respect is earned: not given. The best way to earn respect is to show respect.

Lack of Feedback

Great employees constantly want to know if what they are doing is providing value to the organisation. Failure to give feedback alienates employees, especially those with leadership potential. Let them know what they are doing right and what they are doing wrong.

Avoiding “Dirty Work”

The best ways to make an employee want to stay are to never ask them to do something you would not do or have not … Continue reading

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