Positively transform and drive sustainable improvements in performance and results

None of the six leadership styles by Daniel Goleman are right or wrong – each may be appropriate depending on the specific context. Whilst one of the more empathetic styles is most likely to be needed to build long-term commitment, there will be occasions when a commanding style may need to be called upon, for example, when a rapid and

Below are our 10 reasons for resistance to change. Can you relate to these within your organisation? Misunderstanding about the need for change/when the reason for the change is unclear — If people do not understand the need for change you can expect resistance. Especially from those who strongly believe the current way of doing things works well … and

This weekend, I got a text from a Chief Executive who attended one of our leadership programmes a number of years ago: I also spoke to the Managing Director of a manufacturer we helped during the teeth of the recession … they’ve just recorded a £3.8 million profit in their most recent fiscal year. Before we started working with them

Here’s our 5 crucial skills to help you be successful at work. 1. The ability to relate to others Having the ability to relate to others and their position or viewpoint is crucial in business. By having a well-rounded personality and set of experiences, it’s usually possible to relate to almost anyone. Sometimes being able to relate to others simply

1. The inspiring leadership and communication skills required to ignite a passion and urgency to make critical changes stick are missing How can leaders lead if they don’t know where they’re going themselves … and how can followers follow? 2. Executing strategies well Most companies think they do this well … THEY DON’T! 3. Clarity is crucial to executing strategies

As a leader responsible for producing great results … year in, year out … you need to be aware that results are inextricably linked to your culture. In fact, your results can only be as good as your culture allows them to be. Why? Because your culture seeps into the DNA of your people – the ones who produce the

Our research is telling us that holding on to good people is going to be a key strategic deliverable to create profitable growth in 2014. Our research is also telling us that good people will leave bad bosses, who say and do bad things, IN A HEARTBEAT. If any of the following have become a regular part of your bosses’

We’ve just concluded a meeting with a client we started work with last year … we ran a “How to be a Great Manager” programme for them. Sales this year over last year are up more than 60%, and profits are up by over 110%. The market hasn’t changed, the competitors are as ferocious as ever, the people in the