Harnessing the power of inner sustainability, systems awareness and adaptable leadership to achieve effective outcomes through complex challenges, with high performance and high wellbeing.

Engage and empower People. Build strong relationships, trust and incusivity.

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Strong Relationships | Raise Trust & DE&I | Stop the Conflict

You want (for yourself and/or for your people in your team or organisation) to feel appreciated and valued, able to be their true self and work at their best. When you give people the tools to earn and nurture trust and embrace diversity, equity and inclusion, you can build stronger relationships, not fear differences of opinion, be open to listen and understand different perspectives, and have constructive dialogue that involves all perspectives.

Benefits:

Understand a more complete picture of the situation from diverse perspectives.
Better decisions that lead to better outcomes.
Higher commitment when you feel your perspecitve has been heard and understood even if the ultimate decision is not 100% aligned with your original opinion.
Improved team dynamics and effective working relationships
Higher wellbeing, Higher Engagement, Higher Performance.

Engage and Empower People | Stop the Quiet Quitting

You want supportive and inclusive leaders who empower colleagues to make effective decisions. Sometimes it is not easy to be that leader who can empower your team, and very often it doesn't feel OK to be a team member who is empowered. Why not? Some of the most common reasons are a constant battle with firefighting, a historically hierarchical culture where decisions had to be made at a senior level, lack of clarity and focus for projects, lack of clarity on levels of initiative (what you can and can't do without first getting it signed off by manager(s) above you), lack of feeling appreciated and valued for the skills you bring to the table. And of course many more reasons!

Benefits:

Team and organisational culture of psychological and emotional safety.
Clarity on levels of initiative.
Coaching approach to delegation raises ownership, shared responsiblity and clarity on the project, desired outcomes, waypoints, and communication /updates. Higher engagement as team members feel higher levels of commitment, motivation and fulfilment in work.
Higher productivity and performance in a way that maintains higher wellbeing and reduces stress.
Less firefighting, giving managers more time to focus on their own role.
Transition in leadership mindset to shift how you value your contribution in work. One of the most difficult mindset transitions is for professionals who value using their expertise directly to deliver results, to using it indirectly in conversations with their team and other people, so they can deliver results. This is the shift from BEING the Expert to BEING the LEADER of Experts.