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Leadership Development

Developing trusted and relationally competent leaders

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Our Philosophy & Approach

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

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

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

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 people-centred approach helps address the anxiety and resistance to 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:

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

People skills are needed to build trust and relationships.

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

Listen to staff feedback and understand what they are experiencing.

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

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.

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