Leadership Development Programmes

Development requires a shift in perspective:

  • a capacity to cope with more complexity
  • to remain steady in the face of increasing challenge
  • to engage multiple and diverse stakeholders
  • to motivate others in the face of resistance
  • to be able to stand back and to view tasks from an enlarged strategic context.

To foster such developmental transitions, leaders and managers need learning spaces that encourage self-inquiry, curiosity about others, courage, and a playful willingness to try new things.

Whether the development input is a short half-day event, or a full programme spread over several days or months, the emphasis is on linking personal and relational awareness to practical and enduring changes in behaviour.

Integrated project work or specific tasks that require participants to experiment with new behaviours very soon after development inputs provides the immediacy and impetus for testing and applying new learning.  Individual coaching is also sometimes used to tailor the learning and to further reinforce the momentum for change

Here is a flavor of some of the key development challenges our clients have asked us to address. Enabling leaders to:

  • stand back from their day-to-day challenges and to develop their strategic thinking
  • inspire individuals and teams
  • cultivate influential relationships with internal and external stakeholders
  • develop greater presence, resilience and impact
  • engender a climate of creativity and innovation
  • manage and harness the energy of conflict
  • develop as an authentic leader
  • manage change through effective collaboration and decision-making
  • enhance their confidence and the courage to lead
  • understand adaptive challenges and the inherent dangers of true leadership
  • motivate  a team, drawing out  and harnessing a diverse blend of talents
  • deliver results in the context of clear timelines and budgets.

Our programmes typically combine substantial experiential elements with: expert inputs, psychometric or questionnaire feedback, small or large group dialogue, ongoing reflection and journaling, attention skills training, action planning, and follow-through reviews.  These programmes are also often shaped around the focused sponsorship of executives or other senior managers, preparation activities in advance of group inputs, and where appropriate, coaching and follow-up 3-way meetings with a manager.


“the emphasis is on linking personal and relational awareness to practical and enduring changes in behaviour”