Leadership is the ability to mobilise the various talents within a group or organisation in order to achieve ambitious, but real results. To a degree, good leadership entails good management, but should not be confused with it. A manager focuses on control; a leader, on the other hand, promotes change by engaging a group, an enterprise, sometimes an entire society. Changes within an organisation come about under the impetus of inspiring leaders.
Strong leaders are skilled in building strong guiding coalitions. Building a core team with a balanced mix of both managerial and leadership competences.
Leadership is a team competence but the nucleus lies within the individual. Because leadership is built on personal courage. The courage needed to pursue a dream and to lead in the most honorable way. The courage also to aspire a vision which is powerful to align the different stakeholders in an organisation.
Effective leadership can be developed. Experience has taught us that the strength of (individual) leaders is the result of their interaction with the team, the environment, the context and the culture. We develop and train (potential) leaders to act as change agents in specific organizational challenges
- The leader as the driving force behind a broad-based corporate vision: development of a vision, mission and values & Authentic leadership
- Leadership and Lean transformation: identification of "standard work for leaders", promoting a lean culture
- New organisational structures and leadership: Servant leadership, Distributed leadership
By …
- Providing the right tools to assess current leadership strengths with the use of the BFR profile (Belgard, Fisher and Rayner)
- Providing a roadmap for the development of leadership skills (the Spiral of Leadership)
- Coaching and acting as a sounding-board
- Submitting an analysis of the organisational and team culture (TAO assessment)
- Adopting a Lean and Agile approach to organisations
… and we believe in leaders who are able to create the necessary commitment in 6 clusters of leadership behavior
- Being honest and indicating what is involved, by informing employees, by sharing the vision and context, by transparently and continuously explaining the need for change;
- Giving every employee the required time and space to make the “what” and “why” of change personally meaningful;
- Inviting everyone to work together to develop a concrete, tangible project;
- Effectively helping and supporting employees, by identifying and addressing needs, by creating opportunities to check things, to experiment;
- Expressing explicit appreciation for efforts and results and endorsing them;
- Making results visible, by giving feedback, by celebrating.