'Inspiring People to Make a Difference'
In an ever more competitive, global, information age, the only real competitive advantage for any business is its people. The catalyst for outstanding performance and success lies directly within the reach of the company's leadership team. It therefore follows that the only real strategic advantage remaining to any business is to hone and develop its leadership capability.
The Leader of the past Told people what to do . . . . .The Leader of the future Asks!
Traditional leadership was based upon the 'Apprentice' model where a person learnt by doing what they were told. Once they had learnt what they needed to know, they were then (potentially) promoted into a leadership role, where they then told others what to do, and so it perpetuated...
Today, leaders find themselves managing real 'knowledge workers' who often know a great deal more about their subject matter than the leader. The leader now needs to 'ask', or indeed 'talk-with' their people in order to stimulate and develop any particular thinking; and through a 'coaching' discussion, encourage a range of perspectives which potentially will enable each individual to grow and develop further.
Inspirational Leadership
There is a proven connection between 'inspirational leadership' behaviour and their follower's direct performance. Research has shown that 'Inspired' people pursue far more challenging goals and objectives, which in turn, leads to greater organisational success. Inspirational leaders are those who are seen by their reports as highly 'intuitive', 'credible' and 'trustworthy'.
Intelligent Leadership
The leadership of tomorrow will need to become more emotionally and globally intelligent! They will need to develop specific capabilities around:
. Self-Mastery - where leaders demonstrate self-confidence, self- assessment, self-control and overall emotional awareness, together with encompassing the trustworthiness of others.
. Business Management - where leaders demonstrate high levels of drive, commitment, optimism, motivation, political awareness, cross-cultural diversity skills, combined with far deeper team building and team management capabilities.
. Stakeholder Engagement - where leaders demonstrate wide reaching stakeholder perceptions, they are able to orientate and fulfil the actual needs of each of their stakeholders through in-depth knowledge and complete understanding of their requirements.
. Developing Others - where leaders demonstrate that people development is about the complete understanding of the individual's overall needs, and then coaching, growing and developing them towards their individual success.
. Empathy - where leaders consistently demonstrate high levels of respect, rapport and positive behaviours towards others.
. Credibility - where leaders consistently demonstrate high levels of integrity, capability and knowledge.
. Advanced Communications - where leaders demonstrate a well-defined and well-refined delivery/communications style. They 'ask' open questions, they listen attentively to the answers, they Influence effectively and they resolve conflict elegantly.
. Leadership Agility - where leaders will ultimately demonstrate high levels of intuition, inspiration, flexibility and adaptability.
. Collaboration - where leaders demonstrate that they can develop stronger alliances and partnerships through extensive internal & external (international) networks.
. Innovation & Creativity - where leaders consistently demonstrate resourcefulness, initiative and spontaneity.
Leadership Development
After extensive research with over 500 potential leaders from across the world, we identified that not only is leadership changing, but also the way that potential leaders want to be developed has been changed.
Middle to senior level management no longer want to sit around in classrooms being told what to do. They want to be inspired and challenged by credible 'thought-leaders'. They want to be coached and grown through thought-provoking, interactive, stimulating and relevant exercise.
The leaders of tomorrow want individual (personalised) leadership development plans, which work alongside their existing roles and which support their overall continuous professional development. They want to learn more about people management and engagement rather than systems and process management. They want to become more 'emotionally intelligent' and they want it all now!
Leadership Emotional Intelligence
Since Daniel Coleman's book 'Working with Emotional Intelligence' was first published in Great Britain in1998, there has been a significant increase in the interest in the subject of Emotional Intelligence generally across the whole HR community.
One of the key questions that has been discussed most since 2000 is: 'How can we accurately assess Emotional Intelligence in a way that makes direct sense to organisations and consequently to individual leadership development?'
The concept and theory of emotional intelligence as a personality trait, "trait emotional intelligence" has been developed through nearly 10 years of painstaking international research to establish measurable characteristics. It has been psychometrically validated and thus meets rigorous standards expected of world-class contemporary personality instruments.
The Trait Emotional Intelligence Questionnaire (TEIQueâ„¢) measures 15 Traits, "Facets". These Facets are clustered together to focus on key "factors" of emotional intelligence. These main factors help to indicate an individual's key strengths and development needs. Through an ongoing programme of research and development at the University College London and other countries around the world, the TEIQueâ„¢ is set to become the industry leader.
The Trait Emotional Intelligence Questionnaire has a number of key features:
• A psychometrically validated measure of trait emotional intelligence
• Correlated with the Five Factor model and other world-class personality instruments
• Supported by a world-class research programme based at University College London
• UK normed
• No invasive or intrusive items
• No adverse impact
• Fully Internet enabled
• Available in multiple languages
• User-friendly reports available
• Organisational level reports available
Using our expertise in leadership and team development we are then able to deliver targeted development programmes which can be individual coaching based, interactive, modular, workshop based, or indeed a combination of both.
Further Information
If you would like any further information on my views on emotionally intelligent leadership or if you would like to find out more about TEIQueâ„¢ I shall be delighted to hear from you at any time.
Warmest wishes,
Yasmin Dewan
