Building Trusted and Relationally Competent Leaders is one of the most important pillars to building a Culture of Trust. Trust is the foundational ingredient to solving business challenges.
Nurturing a Culture of Trust helps leaders create the environment and practices needed to address business challenges. Trust is an enabler of a culture of excellence, innovation, learning/growth and more, which promote positive business outcomes.
In our consultancy practice, we have observed among our clients that their business needs and leadership challenges are primarily people-related.
In fact, as a leader advances in seniority, the people side of his responsibilities correspondingly increases. The people issues they handle also become more complex.
Before top performers and high potentials are given leadership roles, relational competencies need be developed to complement their existing functional skills. This sets them up for success.
We designed 4 Relational Leadership tracks that will help achieve specific leadership goals for each level of leadership.
Emerging
Leaders
Emerging Leaders
Hi-potential or high performing individual contributors who are not yet people managers
New
Managers
New Managers
Newly promoted leaders who have been in a leadership role for one to two years
Experienced
Managers
Experienced Managers
Individuals who have been leading people for more than 3 years
Senior
Leaders
Senior Leaders
Individuals who are in the C-Suite or senior management team
Understanding that practice and feedback are essential to the learning process, we have designed our leadership tracks to be learning journeys that incorporate experiential programmes, facilitation sessions and executive coaching.
