Lead is an Executive Coaching program aimed at future and current Executives who want to create extraordinary relationships in the workplace. To qualify for this program you need to be a “manager of managers”.

Senior leaders in organisations face tremendous pressure in meeting their targets when relationships at work are at odds. Elements like understanding a VUCA world, different generations within the work place, digital advancements, the Fourth Industrial Revolution and globalisation all contribute to relationships becoming really complex. The strategies and tactics that worked up until a few years ago, are just not cutting it anymore.

How do we create extraordinary relationships?

A recent study by The Boston Consulting Group found that, overall, workers continue to be more focused on intrinsic workplace rewards, such as those provided by good interpersonal office relationships, than on compensation.

In addition to the shifts in the world’s willingness to work abroad, the survey also highlights another reality for companies: the emphasis that workers globally put on good relationships with colleagues and superiors and on issues surrounding work-life balance. The emphasis on these “softer” job elements—versus financial compensation, which ranks a relatively low eighth among all job satisfaction factors in the world—hasn’t dissipated since our 2014 survey. And it will force companies to make changes if they are to continue to amass the skills and attract the types of talent they will need in the future, the report’s authors say.

The top three job preferences cited in the survey are a good relationship with peers, a good work-life balance, and a good relationship with one’s superior. The top workplace satisfaction factors, which also ranked high in 2014, all have to do with the feelings that people have about what they do every day. That is also true of appreciation for one’s work: the gratification one feels when one’s ideas, approaches to problem solving, or project management skills are singled out for praise by colleagues or a boss. New behaviors won’t start until employers change the organizational context that drives behaviors. This means adjusting the goals, resources, and constraints that shape how managers and employees work and interact.

Structure of the program

This program is facilitated over 5 months and includes the following:

  • 7 coaching sessions (a blend of Zoom/Skype sessions and in person meetings)
  • Comprehensive assessment of emotional intelligence, personality, communication skills and conflict management style.
  • Feedback to relevant Executive/CEO/Board members
  • Intensive practical implementation of learning on real world situations.

Schedule a conversation here