How We Work

While at the same time, overcoming reactive patterns : 

  • uncovering underlying patterns of self-limiting thinking, beliefs, feelings and physiology that contribute to underperformance and status quo
  • understanding and building competence at managing defensive triggers and responses when they arise
  • learning how to keep one’s reactivity in check
  • understanding the sources and nature of unproductive ‘conflict’
  • recognising work avoidance and unhealthy political dynamics in the wider system.

Our solutions are longitudinal because we know transformation is a result of experimentation and practice over time.

We incorporate all three components of the 70/20/10 model of leadership development:

  • 10%: formal leadership program
  • 20%: structured peer coaching, consultation and other peer experiential work
  • 70%: on-the-job action learning projects and personal leadership challenges.

 Our solutions:

  • work in real time with the current challenges that are most relevant to the organisation now
  • are behaviourally transformative, going beyond new insights and good intentions
  • build relational capability so that leaders learn with colleagues
  • involve real stakeholder perspectives through interaction and engagement during the program
  • address reactive and limiting assumptions, mindsets, mental models and habits that may have helped success to date, but are now hindering progress
  • are integrated and holistic, rather than a collection of distinct, stand-alone components
  • are demanding, confronting, results oriented, supportive and life changing experiences.

Outcomes — As a result of our work, participants:

  • ‘get it’ experientially, not just know it intellectually (critical for smart already-successful people)
  • feel invigorated and refreshed to tackle the tough challenges they thought were improbable or impossible.
  • know what to do—even when the path is unclear—how to do it, and are supported to make real changes
  • are able to hold steady in the face of organisational challenges and resistance
  • have a high capacity to engage in courageous conversation and a better understanding of impact on others
  • better understand critical group and organisation dynamics and how to make a difference
  • go beyond their comfort zone to their tolerable a safe, confidential, respectful, and compassionate environment.
  • encounter a variety of novel learning modes and experiences

Leaders are made, not born.  "At bottom, becoming a leader is synonymous with becoming yourself...a fully integrated person.  It’s precisely that simple…and also that difficult." (W. Bennis)

We work with smart, motivated, successful senior leaders recognised for their expertise, drive, certainty, and control.
While these are strengths, they can also become obstacles to enterprise leadership.  

Our work supports the shift from being the expert to asking the right questions and achieving results through others…starting with building greater awareness and capacity within oneself. 

Our work is grounded in applied theory and methods in the fields of:  adult and leadership development, adaptive leadership, complex systems, psychodynamics, positive psychology, mindfulness, and energetics.

Leaders develop increased capacities in:

  • seeing the potential in any problem
  • setting powerful purpose and intent
  • acting courageously, in alignment with intent
  • facing current reality head on, with honesty and humility
  • being fully present
  • engaging authentically and connecting others with higher purpose
  • listening deeply and questioning insightfully
  • talking straight with respect and compassion
  • optimising creative tension and tolerable uncertainty
  • observing, interpreting and intervening in complex adaptive systems.

Developing Leadership Power

Leadership Power is the ability to engage, align and empower self and others to achieve outcomes that matter.