IS YOUR ORGANISATION'S LEADERSHIP CHALLENGED?
The Partnership Delivers Leadership Development for Organisations
Why? Because our times demand it! We need leadership to create new futures...
Many organisations pride themselves on their good leadership capacity – but what they have is good management - that's necessary but not sufficient. We understand leadership to be the capacity to liberate the best from people everyday and engage them on a journey of development and change – both personally and organisationally.
Based in Adelaide, South Australia, Josie McLean of The Partnership, has been working with CEOs, senior managers and organisational development departments from a diverse range of clients, including publicly listed blue chip companies and government organisations (local, state and federal). The areas of commonality are not so much in what they do, but the way they chose to do it. They all recognise that they must find a new way to access the best their people have to offer, to help them address problems that are becoming increasingly more complex.
The major challenges our organisational clients are facing always include one or more of the following:
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Being stuck in the huge volume of day-to-day operational work that prevents them from even thinking about, let alone achieving, the larger aims of the organisation and the needs of the future.
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Adhering to the old patterns and habitual ways of doing things that not only slows things down and leads to poor productivity and performance – but blinds them from seeing new possibilities.
- Not knowing how to create a work environment that truly sets people up for success and releases their best efforts, performance and importantly, their creativity.
At the core, these are challenges of leadership. These organisations all face the challenge of developing the depth of leadership capacity that is able to lead their teams to step up and adapt, almost continuously, to the ongoing waves of social, technical, environmental, and legislative changes that are shifting the external environment so rapidly.
This means our clients are seeking a leadership capacity that inspires:
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Improved organisational performance and outcomes because they are focused upon what is really important and understand how to deal with complex problems, without creating new crises! We help develop leaders who can think systemically and be open to learning and new possibilities.
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Creativity and innovation to go on changing and adapting with joy. When leaders effectively engage others in change, rather than focus upon changing others, they are surprised by the innovative solutions that flow from the different perspectives – and they encounter virtually zero implementation problems due to ‘resistance’. They create teams that embrace change as a new way to have fun.
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People to offer their best and develops them to deliver their best. Telling people to do their best is not enough. Those with excellent leadership capacity know how to take people on a journey. They know how to optimise the personal sense of satisfaction their team members experience. Such work environments retain and attract people.
What this requires, and what we are able to deliver, is a deep understanding and appreciation of both people and the nature and dynamic of change – this develops leadership that is flexible, responsive and more effective.
To gain an appreciation of the principles that underpin our successful work, please feel free to download "Exposing five key myths in developing leadership capacity"
5 myths of leadership development (354 KB)
You can read case studies about how we apply these principles by clicking through to the "Case Studies" page.
The Partnership's services and programs are designed to achieve high-priority organisational outcomes through breakthroughs in leadership. Josie is internationally recognised for her own leadership within the coaching industry, by the International Coach Federation, with the 2009 ICF President’s Award.
We invite you to stay awhile and view the full range of services by clicking though to view Our Offerings. This range is both supporting and evolving as Josie's PhD research, into the dynamics between emergent change, adaptive leadership and the paradigm shift to sustainability, is uncovering more that she will share with you.
Or stay in touch by signing up to Josie's monthly newsletter (top right hand corner of the page) - its short, easy to read and has at least one practical tip for you to improve your leadership each month.
Thank you for visiting The Partnership.
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Testimonials from Leadership for Success Cycle 2 Participants
Why I joinedI requested to join the program, which was only being offered to ‘people mangers’, but I felt there was a need for me to learn more about how to exercise leadership both within our organisation and with the community to support the changes needed to become more environmentally sustainable.
The program came at a good time for me as I was taking on another team in an ‘acting’ position in areas less familiar to me.
Learnings
I understand the complexity of the organisation and that leadership can come from all levels in the organisation regardless of organisational position. (I had heard this before – but now I have experienced it.)
Changes I have made
I take the time to think about the deeper aspects of my staff and how to interact and utilise their strengths better.
Trying to see the team as a whole, incorporating all of the strengths and learning to delegate towards these strengths.
I think more actively now about mental models and particularly trying to make links to people’s underlying values.
I am attempting to take a broader perspective before launching into ideas, behaviours and actions.
Listening to staff and getting out of the way!!
I have learned to have conversations with team members about what they need to do their work and achieve more towards their own goals and the team goals.
Encouraging team members to think about their own areas of leadership in the team and organisation.
I’m delegating more with greater confidence and I am coaching team members to achieve that work.
Listening more to my staff and other staff trying to understand more about what motivates them.
I am trying to be more aware of how other people are sitting with situations and not let me perception have to be the ‘right’ one.
I can see that I can get positive energy from dropping my inhibitions and being a bit ‘silly’ sometimes!
I am now willing to start on a project without knowing all the steps beforehand… And encourage others to do the same.
Understanding of inner strength and change.
Involving the team in conversations about an issue rather than jumping straight into trying to solve a problem – we have to understand the problem first.
I understand leadership comes form ‘innovative’ people not only from those in ‘power’.
I really like the distinction between adaptive and technical challenges. A lot of the work that I do is about encouraging change in environmental management and particularly requires and adaptive leadership approach.
I am trying to find more opportunities for my teams to share their stories.
I have been dealing with some complex people management issues and have been able to use ‘story’ to make strong connections with people.
I have learned to listen and appreciate others more, as we all have our own story.
Taking time to listen to other people’s stories as this can help me understand complex issues that I am trying to work with.
Results these changes have delivered
My group has gone from verbalising ‘its not as good as it used to be’ to a self regulating and “willing to challenge and encourage each other’ team…
I feel more confident… with complex issues of teams with different personalities; people management issues; more confident to take risks and make decisions that are out of the ordinary.
I have more courage to provide feedback on issues of concern.
I am less likely to burn myself out.
I am more aware of my own thinking and leadership style and how I can best lead within the organisation… still have a way to go, however it’s a learning process.
I am a much stronger leader who is now able to empower staff and challenge people to achieve more.
Improved team dynamics … and happiness.