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We’ve used this phrase since Enabling Development was formed. Here is an article on humane leadership from Fast Company which proves the case.
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Joyce Liddle, our public sector expert, is speaking on “Transforming Leadership” to Chief Fire Officers and Senior Fire Authority members from around the UK on March 7th.
One of the interesting aspects mentioned is that the differences between masculine and feminine traits are becoming less polarised. Maybe to do with emotional intelligence becoming more mainstream as many of the previous ways of operating are perceived less effective in today’s business world?
The article links to corporate culture and talks about values and beliefs as well. Perhaps it is the values and beliefs that can cause problems for people moving into new leadership positions and the evidence shows that executive coaching is an effective way of addressing this.
So have a read of the article and you might like to consider how the way we think about modern transformational leadership mean it is worth us having a conversation.
The survey suggests that managers get in the way and hamper performance by excessive bureaucracy and slow decision making.
Sirota Survey Intelligence finds that “workers want to know what is expected of them, have competent bosses and better cooperation across the firm.”
As we read the press release, deja vu was seen again! This key move from administration to management to leadership is a crtical step for organisational performance, and we find, in terms of the individual senior manager’s aspirations, a frequent outcome for their coaching programmes.
This also links directly with a clear business strategy where a surprising number of organisations have yet to appreciate the difference between a short term operation plan and a meaningful, holistic strategy which allows them to create that vital performance difference.
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Whilst set in the US context - you might like to translate it to your environment. Our view is that the themes are as relevant to the public sector as the private sector. From these themes the question arises - how to change behaviour around the leadership mindset in a proactive way? Two immediately spring to mind - a focus on emotional intelligence and a focus on people - themes which Enabling Development passionately believes in and incorporates in all its Executive Coaching programmes.
I met with Alistair Baker, Microsoft UK MD last night and asked him what keeps him awake at night.
In terms of business - his immediate response and number one issue is “Leadership Development - how to attract retain and develop people” - in other words how to develop the next generation of leaders for MS UK given the changes towards a more customer focussed rather than technology focussed company which is the move he says they are making. Microsoft uk
Of course it is not only Microsoft that have such issues - most organisations have enough problems in terms of management development, never mind leadership development. Even where basic management training/development has happened - the quantum leap to leadership is sometimes a stretch too far.
Enabling Development is biased in this regard - and that is why our focus is on helping you become inspirational and transformational leaders primarily through executive coaching
Why not use the comment facility to consider what the key issues are for your organisation?
According to HR Magazine’s weekly bulletin of 31 March:
“Two-thirds of UK organisations have a shortage of decent leaders, according to a CIPD survey of UK training managers. However, it also found that, in spite of these complaints, nearly half claimed that leadership development is not an essential business activity. Almost 40% said this was because they could not prove that leadership development had an impact on business activities.”Which leads us to muse that this might say more about their organisations’ focus on performance or the lack of it. We would expect all our clients to define specific measurable outcomes to prove the ROI of any executive coaching or other development activity – otherwise how do we demonstrate the value?