Lead To Inspire Self
In workplaces around the world, we see increased demands on employees to perform and often so, with less and fewer resources in shorter amounts of time. This trend is perhaps one of the main reasons why we also see more employees at all levels who have stress or at least clear signs of stress.
The demand for more with less, also means that the leaders of the organization have less time to lead while the environment they lead in becomes more and more complex with more and more requirements and information that they have to deal with.
In this increasingly demanding climate, there is a need for more self-leadership at all levels. Even where culture may traditionally prescribe less self-leadership there is a clear trend of employees being expected to perform more on their own, and taking responsibility for their own actions in terms of safety and quality without losing the focus on performance.
Even where culture may traditionally prescribe less self-leadership there is a clear trend of employees being expected to perform more on their own, and taking responsibility for their own actions in terms of safety and quality without losing the focus on performance.
Traditionally, self-leadership has focused on the workers and not so much on the managers and there seems to be a belief that managers automatically do self-leadership themselves.
Yet, when we look at what self-leadership means, there are clear indicators that if managers and employees were properly trained and empowered to do so, they could achieve a lot more.
In other words, by starting out making sure the managers of the organization are self-leaders, we can then create role models for the rest of the organization and build a culture that supports this kind of behavior, to the benefit of the individual and the organization!
Having people who are self-leaders allows the organization to:
- Create a stimulating and motivating work environment
- Reduce stress and fatigue
- Inoculate against human factors that can harm safety, quality and performance
- Develop flexible mindsets that can contribute to innovation and development
- Retain employees and reduce absence
- Build Performance without losing sight of safety and quality
Lead To Inspire Individuals
Generating performance is for many leaders the biggest daily task of them all. Organizational, employee, authority and customer demands and requirements to quality and safety and risk management are forever increasing.
With these growing demands comes increased pressure on the leader to be able to cope with expectations.
More must happen sooner and if it does not, people become demotivated and start to deviate in their performance, in their safety behavior and the quality of their work.
For today’s leader, it is, therefore, crucial that they understand how to keep their employees motivated to do the job right. Much of doing the job right has to do with having the right competencies to solve the task, but also understanding that there is a difference in what motivates the individual and how the individual should be treated.
The demand for real leadership is growing. The title means less and less.
Without motivation and real trust from the employees, the manager will be the manager and not the leader. The real leader inspires the employees to do their best and create the desired results in a safe and qualitative way.
Having leaders who can inspire and generate motivation in the employees to do the job right allows the organization to:
- Meet their objectives in regard to performance and safety/quality standards
- Increase employee satisfaction
- Increase productivity
- Increase retention
- Decrease absence and sick leave
- Utilize their resources better
- Minimize waste of human resources
- Work more efficiently
Lead To Inspire Teams
Leading a team of people requires other skills than those needed to lead an individual! In a team group dynamics, conformity and groupthink are common factors that can prevent the team from succeeding.
In a team group dynamics, conformity and groupthink are common factors that can prevent the team from succeeding.
Group dynamics are powerful mechanisms that can promote excellence or create disasters. It is the job of the team leader to work with these natural forces and channel the team’s efforts and energy towards the objectives of the team and the organization.
If the team is inspired to work together towards common purposes and objectives, a team can be very successful. On the other hand, if mismanaged, the group dynamics can also be very harmful to performance, safety, and quality. The human factors at stake in the team are not to be underestimated. These make the difference in the outcomes on performance, safety, and quality.
Daily tasks, such as meetings (team-meetings, toolbox talks etc.) and decision-making can be done in much more engaging and involving ways that can produce ownership and accountability if done the right way.
Successful team leaders can build teams that support, develop and challenge each other to behaviors that can create sustainable performance, safety, and quality.
Having team leaders who can inspire and motivate the team to work together with productive processes allows the organization to have:
- Effective high-performance teams
- Teams that continuously focuses on the safety and quality of their work
- Processes that can support the flow of communication
- Effective ways of utilizing team resources
- A more productive work environment
- Productive meeting practices
- Higher employee satisfaction
- Best practice generation
Lead To Inspire Transformation
Transformation is the process of change and when we challenge people to transform, we very often meet with resistance.
The natural fear of the unknown, that governs a lot of human behavior, is a major obstacle to the continued development of the organization.
Traditionally, talk about Change Management or Transformation is focused on the process and not so much on the people, it will affect and who they are. Perhaps that is one of the reasons why so many mergers and acquisitions go wrong or do not end up with the expected results.
Whether the transformation is related to processes, products, safety or quality does not matter. We need to understand the human nature involved in the process of change and we need to see the changes from their perspective to fully understand their position on the change.
Often change management is driven by people who embrace change and then the uncertainties and the reluctance to change by the people of the organization is considered obstinate.
Lead To Inspire Transformation is a unique workshop that will teach the participants to develop transformations aligned with the organization and to better understand the people who are the target group of their intended change.
With the knowledge and the understanding of this, we can then shape the communication to address their needs and preferences, thus creating a bigger buy in on the change we want to implement.
Having leaders who can inspire, involve and motivate the employees to transformation allows the organization to:
- Continue their quest for process and product development
- Embrace and absorb the changing environment we live in
- Have a workforce engaged in its development
- Make adjustments at all levels when necessary
- Implement learnings throughout the organization
- Become resilient
Lead To Inspire Strategy & Innovation
If we consider strategy, the act of making a plan for how to achieve long-term goals and Innovation, the act or process of introducing new ideas, devices, or methods, the combination of these two become the art of creating the future.
The trend today is that organizations and leaders, both in private and public sectors, are becoming increasingly more operational in their thinking and processes. As a consequence, leaders do not have sufficient time to think about or to plan the future.
This operational mindset spreads through the organizational layers and the missing focus on the future, creates a hotbed for things that potentially can or will go wrong, due to lack of pro-active thinking and action.
The consequence is, that many organizations today, spend increasing amounts of time on “fire-fighting”, which in turn, takes away valuable time from the focus on creating and preparing for the future.
Having leaders trained in how to think and work with strategy and innovation will allow your organization to:
- Embrace the future
- Be more creative in the design of the future
- Become more resilient
- Use far less time on “fire-fighting”
- Secure outcomes with higher quality by using a holistic approach to strategy and innovation
- Improve the company’s competitiveness
Lead To Inspire Organizational Culture
In most companies, the organizational culture is something that just has evolved over time and has become a reflection of how the founder was thinking and acting, thus not a consciously and deliberate action, but rather an act of fate.
With today’s globalization, mergers and acquisitions, often we see culture clashes, caused by geographical or corporate reasons.
In fact, according to research, less than 30% of all mergers and acquisitions succeed, primarily because of clashes of culture and lack of integration.
When companies want to be more conscious and structured in their approach to the corporate culture, they often think this is the task of the HR department, but it’s not, it’s a leadership task, starting from the top — cascading to each and every leader in the organization and not just one department.
Having leaders trained in how to build and support a strong conscious corporate culture will allow your organization to:
- Become more process (what) driven rather than only procedure (how) driven
- Have a sustainable future with embedded culture inherited by future employees
- Become more resilient
- Embrace differences
- Have employees who intuitively knows what’s right and wrong
- Have loyal employees with a strong sense of belonging
- Improve the company’s competitiveness
Lead To Inspire Implementation
When an organization makes the decision to have a leadership development program, often these are designed so that it addresses only one level (typically middle management or new/supervisor level, and sometimes with very different content and/or providers.
This leaves the whole program very vulnerable as successful implementation depends on how people see the level above as role models on the new behaviors they are asked to display and support for implementation becomes dependent on whether the boss has actually ever learned the same tools and techniques.
In fact, most training never really gets implemented and stays “inside the classroom”, no matter how good the training was.
The reason is a lack of focus on implementation.
We have Return On Investment (ROI) for our clients as a core value, so we have taken every step and measure to help our clients succeed.
We believe that successful implementation depends on the following factors:
- Good trainnig
- Integration with on-line
- Pre- and post-work
- Involvement of the manager the participant reports to
- Uniform language of leadership attained by having leaders at all levels do the same training (adjusted to fit level relevant challenges)
- Setting KPIs on leadership’s ability to support the implementation.
As part of that philosophy, we have created a special 3-day training for executive leadership, taking them through the key learning points of the three programs Lead to Inspire Self, Lead to Inspire Individuals and Lead to Inspire Teams.
The advantage for executive leaders of doing this program, is apart from knowing what their leadership team is being trained in, that it also works as a refresher on basic leadership skills, sometimes forgotten in the daily running of the business.
Having leaders trained so that they speak the same language of leadership and support each other in implementation, will allow your organization to:
- Achieve maximum ROI
- Improve employee satisfaction
- Increase efficiency and productivity
- Create real leaders for the future