Leadership Development

    Developing trusted and relationally competent leaders

    Our Philosophy & Approach

    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.

    Today’s leadership is more burdened than ever to meet prevalent business challenges in this volatile environment. Among the top business challenges today identified by AESC in 2018 are: business growth, disruption and talent retention.

    Nurturing a Culture of Trust helps leaders create the environment and practices needed to address these business challenges. A culture of trust is an enabler of culture of excellence, innovation, learning/growth and more, which promote positive business outcomes.

    Our Philosophy & Approach
    A Culture of Trust helps leaders create the environment which promote positive business outcomes

    Relational Leadership competencies are crucial for all leadership levels

    In our 11 years as a training consultancy, 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. His ability to motivate his staff and resolve conflicts becomes even more crucial.

    As a leader advances in seniority, the people side of his responsibilities correspondingly increases. The people issues they handle also become more complex.

    For this reason, relational awareness needs to be a prerequisite to taking on a supervisory role. Before top performers and high potentials are given leadership roles, relational competencies need to be developed to complement their existing functional skills. This sets them up for success.

     

    Relational Leadership Tracks

    We designed three Relational Leadership tracks that will help achieve the leadership goals of each level of leadership.

    Emerging Leaders

    Hi-potential or high performing individual contributors who do not have direct reports

    People Managers

    Individuals who are new or experienced in leading people and/or teams

    Senior Leaders

    Individuals who are in the C-Suite or senior management team

     

    The leadership goals for the three levels of leaders:

     

    Emerging Leaders

    Hi-potential or high performing individual contributors with no direct reports

    Leadership Goal: To be Credible Influencers

    • Be a capable individual and contributing team player
    • Develop credibility
    • Develop reliability
    • Resolve inner conflict

    People Managers

    Individuals who are new or experienced in leading people and/or teams

    Leadership Goal: To be Relational Managers

    • Develop Reliability
    • Develop Safety so others will share information
    • Resolve Relational Conflicts between self and others, and between departments based on principles not position 
    • Develop others-centredness over self-interest 

     

     

    Senior Leaders

    Individuals who are in the C-Suite or senior management team

    Leadership Goal: To be Trusted Mentors

    • Develop trustworthy leaders who will shape a culture
    • Resolve conflicts with stakeholders—the board, customers, suppliers, government entities
    • Demonstrate bold and collaborative leadership
    • Unleash the power of people to grow the organisation
    • Co-own ‘Great Place To Work’ with CHRO

     

    What does a leadership track look like?

    Practice and feedback are essential to the learning process. That is why we have designed our leadership tracks to be learning journeys that incorporate experiential programmes, facilitation sessions and executive coaching. Customised assessment tools will also be used to gain insight to each leaders’ individual approach to leadership.

    Learners acquire skills in contextualised programmes, immediately followed by a period of application back at the workplace which is supported by executive coaching. This way, the learning is immediately applied with the goal of making it practically useful for each person in their specific work roles.

     

    An example of what a learning journey could look like:

     

    Learning Journey

     

    What a Programme looks like

    Individual first go through a programme where they acquire relational leadership skills as a group. Depending on the group’s needs, the programme could either be a two-day workshop or a facilitation session.

    What Executive Coaching looks like

    After which, we will provide executive coaching to the individuals, to support them in applying the skills into their personal and work lives.

    Workshop

    Workshop

    Facilitation

    Facilitation

    Executive Coaching

    Executive Coaching

    How we help our clients

    Singapore Regulatory Authority

    Singapore Regulatory Authority

    We helped the leadership team of a Singapore regulatory authority build relational competence to increase engagement and performance.

    Non-Profit Organisation

    Non-Profit Organisation

    We helped a non-profit organisation's senior leadership to address high attrition by building trust and relational competence in their leaders to create a safe environment.

    Global Electronics Manufacturer

    Global Electronics Manufacturer

    We helped the global head to restore and build trust with his senior leadership team, allowing for reconciliation, and mitigating the attrition of key members.

    Now that we’ve been back in the office for a couple of days, I’m already seeing instances where my officers are applying the lessons learnt at ROHEI both by initiating conversations on difficult issues, and by responding with empathy and a genuine desire to understand the other person’s perspective and feelings.  I’m so heartened to see this shift and I am confident that the ROHEI programme will make us an even stronger team.  Thank you for this amazing gift.

    Executive Director
    Singapore Regulatory Authority

    Now that we’ve been back in the office for a couple of days, I’m already seeing instances where my officers are applying the lessons learnt at ROHEI both by initiating conversations on difficult issues, and by responding with empathy and a genuine desire to understand the other person’s perspective and feelings.  I’m so heartened to see this shift and I am confident that the ROHEI programme will make us an even stronger team.  Thank you for this amazing gift.

    Executive Director
    Singapore Regulatory Authority