Leadership Development

    Developing trusted and relationally competent leaders

    The Relational Leader

    What are relational competencies?

    Relational competency refers to an individual’s ability to acquire, develop and maintain relationships.
    There are three levels of relational competence:

     

    Conflict
    Resolution

    Relationship
    Building

    Sociability

    Conflict
    Resolution

    Able to handle and resolve relational conflict issues among people, and restore trust.

    Relationship
    Building

    Able to build strong and deep relationships with people; Able to earn respect & trust of others; Able to influence relationships towards a particular direction.

    Sociability

    Friendly and able to get along with people. Able to make acquaintances easily and make people feel at ease.

    How a relationally competent leader contributes to

    Engagement

    Driving Engagement

     

    When leaders are trusted and relationally competent, they understand and empathise with their staff. They can discern motivations, and are able to relate better with each staff and address issues they uncover. This ability to care requires vulnerability and courage from the leader, and builds trust with the staff.

    A leader who cares deeply and listens empathetically, makes employees feel valued, supported and involved, and this leads to increased engagement and loyalty.
    leading & managing change

    Leading and managing change

     

    Leaders need to recognise and respond to the thoughts and emotions of their employees and gain their trust in order to lead them through change. To achieve this, they must:

    Take a people-centred approach to change management

    People skills are needed to build trust and relationships.

    Create a safe environment for learning and innovation

    This is possible when staff are not chastised for failures, but encouraged to take risks and try new approaches.

    Empathise with staff’s responses to change

    Listen to staff feedback and understand what they are experiencing.

    This approach helps address the fear and resistance to change and encourages buy-in and adoption from the staff.

    A people-centred approach helps address the anxiety and resistance to change.
    Building Trusted Team

    Building a trusted and cohesive leadership team

     

    Relational competencies are needed to resolve conflicts, people issues and restore trust within the C-Suite team.

    When senior leaders practise the Real8Ability factors, they are able to deepen trust and relationships. Setting personal issues and differences aside, they can find common ground and land on a shared vision.

    A Culture of Trust is crucial at the C-Suite level to effectively reconcile differences and have the tough but necessary conversations to resolve deep conflicts.

    A Culture of Trust is crucial at the C-Suite level to reconcile differences and resolve conflicts.

    Our Philosophy & Approach

    How you can build a robust organisation with strong, trusted and relational leaders