Helping leaders thrive in today’s volatile, uncertain, complex, ambiguous business environment, takes more than the technical knowledge.
Leadership is not easy. It demands courage, determination, flexibility, honesty, and a generous dose of humility. While gaining knowledge can be described as a foundation for leadership, the leader’s interpersonal skills and ability to influence others are capabilities that contribute to leadership effectiveness.
Our approach to leadership development covers three main elements.
- Learning experiences.
Includes experiential learning events, self-directed learning, and on-the-job experiences. - Formal/Informal training.
Covers University level programs and short courses in strategy, finance, marketing, human resource management, operations, and other areas. Formal or informal training programs are developed with the line manager to address specific short and long-term needs. - Supporting learning.
Follow-up is essential to embed new knowledge and/or make behavioural change. Options include:
* Internal mentoring with a senior executive – helps develop a leader’s capability within the context of an organisation’s culture and operational dynamics.
* External coaching – this may follow a leadership development event, address specific challenges or opportunities. External coaching provides a short-term focus to implement an agreed action plan.
* Supervision or peer support – provides an additional process to lock-in the benefits of leadership development initiatives.
Leadership development programs can be customised for individual leaders or designed as part of an organisational development strategy. For further information or to discuss your specific requirements contact Mike Armour on 027 9397373 or email info@optimagroup.co.nz.
optimagroup.co.nz 