We're here because of our expertise in helping leaders do four things:
1. Regain Clarity and Wellbeing
We’re living at a time of unprecedented rates of change. This brings with it more volatility, uncertainty, complexity and ambiguity - or “VUCA” as it’s sometimes called. In some cases this creates pressures.
The data show if we're not off work with stress, more of us feel it whilst at work as we struggle to concentrate, juggle tasks, solve problems and make decisions. They also suggest we’re becoming less patient with each other. If you've ever observed a downturn in productivity due to silo mentalities you're not alone!
When people understand why this downward spiral happens they see how it can be interrupted and reversed. As they restore wellbeing – by which we mean they notice how their in-built capacity to maintain an emotional equilibrium works when challenged - clarity becomes less elusive and resilience more available.
2. Make Transformation Succeed
Too many transformation projects only deliver incremental change. Along with many leadership development initiatives they fail to meet expectations 70% of the time according to research. Under-estimating mindsets is cited as one of the primary reasons why.
Transformation has permanent quality to it: people tend not to 'change back' when circumstances alter or pressure mounts for example. Einstein said “You can’t resolve problems using the same level of thinking that created them.”
We agree. That's why we help you unlock new thinking of your own when solving the challenges before you. By realising what held old thinking habits in places and what dissolves them, you create new ways of operating that serve you well now and in the future.
3. Build Strong Relationships
In a “VUCA” world relationships are often strained. The statistics show 51% of people don’t trust their CEO, managers or peers. Lies, half-truths, omissions, late information and being frightened of the truth are often cited as the main reasons.
But the statistics don’t portray what you and others intuitively know to be at the centre of low trust: a lack of understanding on both sides.
In complex and uncertain times the quality of people’s listening and dialogue drops. Inevitably so to some extent, when we're in survival mode doing either of these things well is hard. But realising how this happens makes it easier to walk in others’ shoes, have meaningful conversations, build better relationships and get things done.
4. Create an engaging, high-performing culture
Approximately 70% of people feel disengaged at work and about half are looking for jobs elsewhere. To boot these statistics are showing little sign of improvement year on year. You may not be surprised to know VUCA affects leaders and managers too: their practices are cited as the main cause of low engagement.
Engagement reflects our in-built capacity to care about what we do and our desire to do a good job. In team cultures where people feel safe, where vulnerability is seen as a strength and purpose is clear, engagement is seldom a problem. Nor is performance, because people are willingly 'engaged' in doing the best job they can for those who depend on them.
Knowing how mindsets shape cultures and the high-performing, engaging 'vibe' teams give off, makes a big difference.