Leadership development courses and Practices are being tested by unprecedented technology induced change.

  • Fact: Leadership is a critical success factor for sustained adaptability,  organisational excellence, financial performance and staff satisfaction.
  • Fact: Conventional business leadership practices are failing many of today’s organisations.1
  • Fact: Leadership development courses are often seen as expensive because the investment has a questionable Return On Investment. 2, 3 & 4

YOU WILL BENEFIT BY DEVELOPING

  • Insights as to the critical success factors that underpin effective and resilient strategic leadership capabilities.
  • Improved effectiveness in leading teams facing rapid change.
  • A capability to become a high performing, confident and trustworthy leader who delivers sustained results while maximising staff engagement and productivity.
  • Skills at identifying the systemic costs, risks and value associated with IT and digital technologies.

YOUR ORGANISATION WILL BENEFIT BY YOU BEING ABLE TO

  • drive sustainable value by unlocking and focussing the collective knowledge, expertise and insights of your leadership teams, staff and suppliers on your business’ value drivers.
  • improve team collaboration and alignment of effort in achieving organisational goals.

EACH COURSE IS……

  • Relevant: Each course is customised for your organisation or industry’s specific context.
  • Current:  Course content is based on the latest research, industry knowledge and best practice.
  • High Impact: Emphasises practice-oriented approach.
  • Practical: We work through specific, real world challenges to ensure outcomes that are immediately relevant and applicable on completion of the program.
  • Integrated: Explores contemporary, interrelated real-world factors that all leaders have to face in dealing with accelerating change. This includes factors such as globalisation, market shifts, digital disruption, economic fluctuations, innovation or increased competition.

1 Bersin, J., (2015), “Global Human Capital Trends 2015”, Deloitte University Press (Identifi ed a 36% gap between leadership’s importance and readiness rating.)
2 Gurdjian, P., et.al., (2014), “Why leadership-development programs fail.”, McKinsey Quarterly, January 2014.
3 Jodlbauer, S., et.al. (2011), “The relationship between job dissatisfaction and training transfer”, International Journal of Training and Development, Vol. 16 No. 1, pp. 39-53.
4 Rahman, A., et.al., (2013),”Training and organizational effectiveness: moderating role of knowledge management process”, European Journal of Training and Development, Vol.37 Iss 5.