Most leaders are very comfortable in managing the day-to-day performance of their people.  The typical career progression for a leader means that they were likely promoted from within, largely because they have demonstrated mastery in their technical area.  Typically you are moving from being a highly successful individual contributor to suddenly being a manager of people. This is a big mindset shift that has derailed many previous successful people. The move from individual recognition to team recognition requires a very different thought pattern and behaviours, and if you are not prepared for tehi, it can quickly lead to failure. As your organization grows there is a need for your leaders to evolve from telling, or using a directive leadership approach to coaching which relies more on asking thought provoking questions. This is a key step that unfortunately many businesses and leaders miss. It is vital to get this right if you want to become an exceptional leader. Not only that but it develops you and your people to a much higher level, and really helps a company excel through engaging their people for success. Managers and leaders need to embrace the fact that they no longer have to have all of the “right” answers, and can’t be expected to in today's rapidly changing workplace. However, what they need to do to combat this, is they need to know how to ask the “right” questions. 

Today we will really focus on more of the key needs around your leadership mindset, developing it and the impacts is can have on key people areas such as culture and engagement in order to build you a sustainable business that is driven to success through exceptional people, ones who are engaged and willing to put their themselves forward to drive, innovation, culture and a positive and rewarding work environment.