Author: Michael Peiniger

Leading, inspiring, and motivating people are some of the most valuable skills workers can have in business. It provides them with a competitive edge which could lead to greater responsibilities, a promotion, or even better – a higher salary. Some companies invest heavily in training their employees for leadership positions, even though leadership development requires considerable time and resources. Is leadership training worth it? In short, yes! Offering leadership training courses for your staff can provide many returns for your employees and company. Read on to learn more about just some of the reasons why leadership programs in Melbourne are worthwhile investments.

Leadership Training Increases Staff and Business Performance

By putting a bit of work and time into your employees’ development, you can boost the overall performance of your staff and your company. Offering training shows your team that the organization cares about their success as much as the business’s success. This can lead to higher levels of engagement, job satisfaction, and performance.

Even team members who don’t sign up for leadership training may see an increase in performance and productivity. Managers and higher-level executives who join these programs learn how to be more effective leaders–and better supervisors lead to more engaged workers.

High Performance Team Workshops — Leadership Training Increases Staff Performance

Attract and Retain Top Talent

It’s no secret that businesses are under more pressure than ever to attract and retain top talent. With a tight labor market, it’s crucial for employers to offer competitive compensation packages and opportunities for growth and advancement. New employees will be more likely to accept a position at a company they know cares about the success of its employees.

Leadership training can also help your organization keep skilled workers for longer and reduce the costs associated with turnover. By showing your employees how invested you are in their future success, they will respond with loyalty to your business. Additionally, one of the most common reasons workers quit is poor leadership. So, by improving leadership, you can reduce turnover rates at every level.

Leadership Training Helps Out your Bottom Line

Many business owners don’t participate in leadership investment because of its upfront costs. But the price of poor leadership can impact your bottom line even more. Hiring new workers is expensive; it’s much more cost-effective to keep employees in their positions for longer and promote existing team members to leadership roles.

There are other cost benefits to using the right tools to learn how to improve leadership, too. According to a study in the Harvard Business Review, companies that invested in leadership development delivered five times the stock market returns than organizations that didn’t put as much emphasis on leadership growth.

Accessible and Tailored to Your Needs

Training programs are also widely accessible and customizable, so you can get the most from your program without adding unnecessary stress. They won’t interrupt the workday and can be personalized to suit the unique needs of your business and staff. You can perform executive coaching online, and coaches are available outside regular business hours. These features can give your team the best chance at success.
Investing in leadership development is always worth it. Executive leadership courses are an investment that pays off in the long term, helping your business and your staff. It can save you money, help you attract and keep the best workers, and improve performance, too. To learn more about the different training courses available, visit us at the Institute of Management & Leadership Development.

Looking to Develop Your Leadership? A Leadership Assessment Is The Perfect Place To Start

Do you know the impact you have on your leader and / or team? Completing a leadership assessment tool to assess your leadership strengths and weaknesses is the first step in your leadership training journey. Don’t accept a ‘one size fits all’ approach to leadership training or coaching – work with a team that will tailor the leadership training to suit your current development needs.

Velocity Leadership CheckPoint - Leadership Assessment Tool for Leaders — The Velocity Leadership CheckPoint Is The Start Point For Leadership Programs in Melbourne

If you are unsure of your impact on your leader / team, perhaps you should complete the Velocity Leadership CheckPoint? 25 behavioural leadership traits, focussed in 5 distinct leadership capabilities – a ‘must know’ for any leader or team looking to drive high performance. If you haven’t completed the CheckPoint, get in touch with us today to arrange an appointment. Read through the comments and feedback from those that have – many say that it has had a profound effect on how they lead and perform within a team.

29Aug

Negative Leadership Is The Root Cause of Every Negative Culture

Michael PeinigerDeveloping Culture, Emerging Leaders Program, Executive Leadership Coaching, High-Performance Teams, Leadership, Leadership Assessment Tool, Leadership Development

When you hear the phrase ‘they have a negative culture’ (or worse ‘they have a toxic culture’) you don’t have to look too far to see what is creating the environment – negative leadership. In almost all cases when we have worked with businesses (either doing the work or pitching for work), the negative culture is matched by negative leadership.

As mentioned in a recent Forbes article, this negative leadership manifests itself in a variety of forms, but they are all very easy to see – particularly from the outside looking in. In many cases, the behaviour of the leadership group exhibiting negative traits has been accepted by the people around them as ‘that is just how it is around here’.

https://vimeo.com/390334122

Overt Negative Leadership Traits

Some of the obvious negative leadership traits include:

making excuses for poor behaviour,
blaming others for mistakes that they have made,
ignoring the poor behaviour of themselves or people close to them,
favouring one group of people over the other,
publicly belittling staff,
using offensive or demeaning language to staff, and
using aggressive and intimidating behaviour.

Covert Negative Leadership Traits

Some of the more subtle, but equally negative and destructive traits to a culture include:

seeking training courses to ‘fix’ problem staff without wanting to do any training themselves,
a refusal to acknowledge their part in poor behaviour,
lack or personal adherence to the company values, and
passive aggressive responses (such as talking behind a colleagues back and not dealing with issues directly)
not sharing their own faults or areas of improvement (the superman/woman complex)

One of the most difficult things to deal with as an Executive Leadership Coach and cultural change facilitator is when it is obvious that the greatest problem of an organisation is with the behaviours of the senior person in the business – and they will not acknowledge it.

Negative Cultures Start With The Leader

Several years ago I was asked to work with a business and help address their ‘negative culture’. It didn’t take too much effort to see that the greatest problem was with the leader. The business was only small (less than 15 people), but had turned over 20 staff in less than 3 years. Harassment and bullying claims had been made, and the CEO was known for ‘flying off the handle’ when things didn’t go her way.

We experienced a similar case with a male CEO of a small firm. Similar turnover of staff in the same time frame, and similar ‘vibe’ of the business – everyone went quiet when the issue of negative culture and leadership came up. We were asked to develop an executive leadership program that addressed the teams ‘lack of resilience’, rather than being asked to address the behavioural issues that were at the crux of the issue – the leaders poor behaviour towards his staff. When we discussed this issue, it was deflected and excuses were made – and we didn’t get the work (which wasn’t surprising).

They say that you can lead a horse to water, but you can’t lead certain people to acknowledge or address their negative behaviours, even when it is obvious it is having a vastly detrimental effect on their business. Without going overboard on metaphors, a leopard can’t change it spots, a scorpion will always be a scorpion, an a toxic leader will always be a toxic leader.

When it comes to negative cultures, you don’t have to look too far to see the root cause of the problem, and it is most often with leadership.

26Aug

How to Choose An Executive Leadership Coach – Question 5

Michael PeinigerExecutive Leadership Coaching, Leadership, Leadership Assessment Tool

How to choose an effective Executive Leadership Coach. Question 5 – Who else would you recommend? Deciding on an effective leadership coach is a personal preference – you have to feel comfortable that the person will work with you, guide you, encourage you as well as challenge you. If you decide that the persons style doesn’t suit you, can they / will they recommend a leadership coach more suitable? An effective leadership coach knows that they don’t appeal to everyones style and that fit is important. An effective coach in the industry will personally know several other excellent leadership coaches of different styles that they can refer you to. Anyone that can’t is looking more for the sale and less for your welfare, learning and development.

Great Executive Leadership Coaches Know and Recommend Great Coaches

If you are a great executive leadership coach, you know other great leadership coaches. More than that, you know them well enought o recommend them when you know that you aren’t the best fit for a client.

An effective leadership coach knows that they don’t appeal to everyone’s style and that fit is important. An effective coach in the industry will personally know several other effective leadership coaches of different styles that they can refer you to. Anyone that can’t is looking more for the sale and less for your welfare and development.

Great leadership coaches know other great leadership coaches

The Right Executive Leadership Coach For You

There are two very simple yet powerful questions that Developing Leaders Executive Coaches ask potential coaching clients to consider before the engage our services. They are:

Do you want to undertake executive coaching (or leadership coaching) with us?
Would you like to complete that coaching process with me?

Importantly, they are two distinct questions. Not every coach, nor every coaching provider, is the right fit for everyone looking for coaching. If a potential client doesn’t want to complete executive coaching with an IMLD, we can refer them on to some amazing executive coaches both in Melbourne and in other capital cities in Australia and South East Asia (in fact, in many parts of the world!)

In addition, while someone may love our Velocity Leadership CheckPoint and the leadership coaching that has been outlined, the individual coach may not be the best fit – perhaps the client is looking for someone with different experience, a different outlook, a different way of holding to account or even a different gender. The key is – it is the client choice and the fit of coach and client is important.

What Questions Should I Ask a Prospective Executive Leadership Coach?

Ask:

‘If you aren’t my best fit as a coach, who else would you recommend and why?’

A credible and experienced leadership coach should be able to provide you with several options of excellent leadership coaches who they would recommend. As all of the IMLD Executive Coaches also have a coach themselves – and have changed coaches multiple times depending on circumstance and need – we have many recommendations of coaches we can attest to through personal experience.

Don't Be Afraid To Ask Specific Questions About The Executive Coaching You Will Get — Your IMLD Coach Can Recommend Several Others Coaches To Ensure the Best Fit For The Coaching Relationship

The 9 Questions To Ask When Choosing An Executive Leadership Coach

These 9 simple questions will help you identify the good from the bad, the amateur from the professional, the executive leadership coach worth paying for compared to the one that is an expensive waste of time.

How To Choose An Executive Leadership Coach – The 9 Questions

Question 1 – Do you have a coach yourself?
Question 2 – Are you an accredited coach?
Question 3 – What is your experience as a leader?
Question 4 – What is your own coaching style?
Question 5 – Who else would you recommend?
Question 6 – What recommendations and success stories do you have?
Question 7 – What resources and tools do you have at your disposal?
Question 8 – What leadership assessment tool do you use?
Question 9 – How will you challenge me (and yourself)?

If you are talking or engaging a coach that can’t answer these 9 questions effectively – walk away! There are plenty of highly effective executive leadership coaches who can – and you deserve to work with someone that can back up what they say with action.

EXECUTIVE LEADERSHIP COACHING

Focussed, personal, confidential, honest and practical – all words that have been used in testimonials to describe Developing Leaders Executive Leadership Coaching. If this sounds like something that could be useful for you or a member of your team, get in touch with us today for a confidential chat about your needs. If you would like to read what other clients experienced and gained through the Executive Leadership Coaching process, check out our LinkedIn recommendations, reviews and testimonials.

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24Aug

Diploma of Leadership and Management Review – Chris Procter, Lyondellbasell

Michael PeinigerEmerging Leaders Program, Leadership, Leadership Assessment Tool

A huge thank you to Chris Procter of Lyondellbasell for your recent Diploma of Leadership and Management testimonial after working with our lead facilitator and Executive Coach, Michael Peiniger. It is always a pleasure to work with leaders and managers that seek to develop, hone and practise their leadership skills further for the benefit of their team, and the hours taken to complete the Diploma of Leadership and Management are testimony to that fact.

‘Michael has been a great coach delivering leadership training. His energy, enthusiasm and obvious love for what he does, shines through. His experience to deliver training in a fun, interactive and stimulating way has certainly helped me to gain better understanding of the teachings. The games used to impart team building skills, knowledge or understanding are designed to be challenging and thought provoking. At least, that’s what I gained from it. I have no hesitation to recommend Michael for Leadership Coaching.’
Chris Procter, Senior Account Manager, Lyondellbasell

Diploma of Leadership & Management Testimonial - Chris Procter

Thank you for mentioning the fun and interactive learning environment that we seek to create at IMLD – when people are comfortable and enjoying the learning it has a much greater chance of ‘sticking’ into the future! Thank you for challenging yourself in the Diploma of Leadership and Management workshops to reach new heights in your leadership skills and behaviours. We wish you and the team at Lyondellbasell all the success that the future may hold.

Leadership & Management Programs

Developing Leaders leadership programs provide leaders with knowledge, behaviour and practical skills required to lead and adapt to a changing work environment. Irrespective of where you are staring from – brand new to leadership or a seasoned professional – leadership programs have something for you to continue your leadership development journey – just like they have done for Chetan. From the Emerging Leaders Program, to the Executive Leadership Program, there is a leadership program designed to take your skills to the next level. If this sounds like it could be useful for you or members of your team, get in touch with us today via the Contact Page, or via a Discovery Call on Zoom where one of experienced facilitators can answer all of your burning questions.

#diploma #leadership #management #diplomaofleadership #diplomaofmanagement #leadershiptraining #leadershiptrainingmelbourne #developingleaders #leader #executivetraining #managementtraining

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24Aug

Top 5 Responsibilities of an Executive Coach

Michael PeinigerDeveloping Culture, Executive Leadership Coaching, Leadership, Leadership Assessment Tool, Leadership Development, Leadership Training

Would you like to become the best leader you can possibly be? An executive coach is a professional who helps their clients gain more confidence and improve their leadership skills. They do this by listening to and assessing your thoughts, fears, and goals. Then, they use this knowledge to motivate and advise you so that you can grow as an effective leader. In this article, we’ll detail the responsibilities of professionals who provide executive coaching in Melbourne and how these coaches can help you succeed.

Actively Listen to Your Thoughts, Fears, and Goals

No matter where you are on the corporate ladder, it’s only natural to have anxieties and fears. But as a leader, you may feel incapable of sharing your worries or doubts without being judged by your peers or crossing boundaries with your subordinates. A professional who offers executive leadership coaching can listen without judgment and offer qualified and private counsel to help you overcome your doubts.

Listening is a crucial aspect of executive coaching in Melbourne— and it’s also an important part of leadership. To effectively guide their clients, a coach must first get to know them and their work style. A good coach will ask questions before offering guidance so they can learn more about your current stressors, thoughts on work, and future goals. They may ask you what makes you happy in your career, what motivates and inspires you, and what frustrates you about your current position. Only then can they help you navigate forward on a successful path. They’ll offer personalized guidance to help you become the best leader you can be and provide you with the practical tools needed to work through forthcoming rough patches.

An Executive Coach Identifies Your Strengths and Weaknesses

As with anything else in life, there is always room for improvement to become a more effective leader. Identifying your strengths and weaknesses is the first step to becoming an effective leader. After all, you can’t develop your skills if you don’t know what they are! Executive Leadership Coaching can help you to identify where you’re excelling and which areas could use a bit of improvement.

An executive coach in the International Coach Federation can help clients identify their strengths, weaknesses, and blind spots. A good place to start is by asking questions like: “What are the most significant things that have gotten in the way of your success?” or “What does success look like for you?”. By asking these questions, a coach can identify areas of need like communicating effectively or leading without micromanaging. Then, they can work with their client to improve their performance through targeted advice, exercises, and activities.

Set Goals, Mentors, and Questions

The main goal of an executive leadership course is to guide, mentor, and challenge leaders. An effective coach in the International Coach Federation will help you set goals and develop a plan for achieving them. They understand the challenges you face, and they can help you to create a plan for success. Once your coach has helped you identify clear objectives, they will work with you to develop customized strategies for achieving those goals efficiently and helping your whole organization to thrive.

An important part of guiding leaders is questioning and challenging their thoughts and decisions when necessary. Business leaders often don’t get the same pushback as lower-level workers do, but this can be necessary for growth. A coach will openly challenge your behaviors and beliefs, especially when they no longer serve you, your goals, or your values.

Guide You (and Your Team) in the Right Direction

An executive coach will not only advise and motivate you, but they’ll also keep you moving toward your goals. When getting to know you and your staff, they’ll learn more about what motivates and drives you so they can keep you accountable to your goals and your team. They can give you a helping hand when you need it or a push in the right direction if necessary.

And an executive leadership course won’t just help you improve; when you decide to work with a coach, your entire team will benefit. Workers are happier, more productive, and have better performance when their leaders are more engaged. By improving your leadership skills, you can actually help the entire company grow and improve.

Executive Leadership Program - Phase 2 — Executive Coaches Guide You In The Right Direction

An Executive Coach Cheers on Your Successes

When you’re working to achieve a goal, it can be all too easy to overlook the small wins on the path. A coach will cheer on your successes, both big and small. They may encourage you to take a step back to appreciate your journey, recognize the labor it took you and your team to get there and celebrate your successes.

Acknowledging your wins can help you become more appreciative and grateful for your team and hard work. It can also help to motivate you and provide a framework for reaching your larger goals. An executive coach is there to help you understand what steps got you where you are now and how they can be replicated in the future. They’ll also encourage you to keep up your great work and continue down the path toward success.

As you can see, there are many benefits to working with an executive coach. An executive coach can help you become a more effective leader by identifying your strengths and weaknesses, guiding you in the right direction, cheering on your successes, and helping you achieve them. A good executive coach is not just a great listener but also someone who can help you develop your leadership skills and reach your goals by really getting to know you. They have the expertise and experience necessary to assist individuals in improving their current performance levels as well as helping them prepare for future roles of greater responsibility. To learn more about executive coaching in Melbourne and how these services can help you, contact us at the Institute of Management & Leadership Development today!

23Aug

How to Choose An Executive Leadership Coach – Question 4

Michael PeinigerExecutive Leadership Coaching, Leadership, Leadership Assessment Tool

How to choose an effective Executive Leadership Coach. Question 4 – What is your own coaching style? Again, this might seem like an obvious question, but ‘fit’ is a greatly overlooked component of coaching – and will the coaches style fit the way in which you like working or like to be coached?

Great Executive Leadership Coaches Have Their Own Style

Many leadership coaches follow a formula, a step-by-step guide to coaching that they have learned through an institute, school or other coach. Having a system or a process is important – but you don’t want to work with someone who can’t adjust their format / process / style to meet your immediate needs. If you want to work on a pressing issue that impacts you right now, you shouldn’t have to wait for ‘Lesson 17 in Week 10’ to learn and discuss how to deal with it.

In addition, have they developed their own lessons from experience? An effective coach has learnt from what they were taught, adapted from their experience and developed their own material. Would you rather work with a leadership coach that can adapt to your needs and discuss an appropriate lesson from personal experience, or someone that needs to refer and check with the book?

Executive Coaching & Executive Leadership Coaching

Developing Leaders coaches all bring their own style to the coaching process – which could include transformational coaching, ontological coaching or other backgrounds. Key for all coaches is the ability to apply executive leadership coaching – often a blend of coaching and training focussed on leadership skills, gaps and development, as well as executive coaching – focussed on adapting to the client need at the time working with them to provide further understanding of a problem or developing a solution.

While the nuances between coaches styles is more a discussion for the coaches, the key take-away is that an executive coach should have their own style of coaching that has been developed through experience, multiple clients and multiple circumstances.

What Questions Should I Ask a Prospective Executive Leadership Coach?

Ask:

‘What models do you use to aid your coaching?’
‘Can you outline the type of lessons / learning we can cover?’
‘Have you written your own models / lessons from experience?’

Listen to how they discuss their work and consider the following questions for yourself:

‘Does this sound like it will aid in my development as a leader?’
‘Will this person’s style compliment my own’

A credible and experienced leadership coach should be able to provide you with solid, concrete examples of their coaching style, how it changes depending on the client they are working with, and what they have noticed is more or less successful with their clients.

The 9 Questions To Ask When Choosing An Executive Leadership Coach

How To Choose An Executive Leadership Coach – The 9 Questions

Question 1 – Do you have a coach yourself?
Question 2 – Are you an accredited coach?
Question 3 – What is your experience as a leader?
Question 4 – What is your own coaching style?
Question 5 – Who else would you recommend?
Question 6 – What recommendations and success stories do you have?
Question 7 – What resources and tools do you have at your disposal?
Question 8 – What leadership assessment tool do you use?
Question 9 – How will you challenge me (and yourself)?

EXECUTIVE LEADERSHIP COACHING

Focussed, personal, confidential, honest and practical – all words that have been used in testimonials to describe the Developing Leaders Executive Leadership Coaching. If this sounds like something that could be useful for you or a member of your team, get in touch with us today for a confidential chat about your needs. If you would like to read what other clients experienced and gained through the Executive Leadership Coaching process, check out our LinkedIn recommendations, reviews and testimonials.

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19Aug

Leadership Success Takes Many Paths

Leadership – What Does It Mean?

Anyone else had a messy week? ? I realised this week that leadership success can take many paths. I really wanted the week to feel like Image 1, but it has taken place a lot more like Image 2! A step backwards, a shift to the side, a move forwards, and while I know that all of those steps will be moving me / us forward, there are times it can still feel like going in the other direction. I also realised that it took some effort to recognise Image 1 when everything felt like Image 2.

I couldn’t quite show in the image all of the ‘forks in the road’ and the decision / choice points along the way this week – if you run your own business or manage a group of people, you know what I mean.

I also couldn’t show the full range of emotions that come with leading a group through this path either – the motivation, the purpose and the drive almost equally matches by the doubt, the excuses and the frustration at not moving faster.

Leadership Success can Take Many Paths - Leadership Coaching Can Provide That Perspective — Leadership Success can Take Many Paths – Leadership Coaching Can Provide That Perspective

Recognising Leadership Success Takes Perspective

In this post I guess I am offering a bit of perspective.

And it comes with looking at this graphic in a different way after taking the time to take a breath and look at the last couple of months with some fresh eyes and a different perspective.

For all leaders working with teams – and doing the firefighting of addressing problems and seeking solutions, it is often going to look and feel like Image 2.

But if you take a moment, stand right back, and look at your role / your tasks / your business and your personal development, it probably looks a lot more like Image 1. It is this kind of ‘perspective shift’ that leaders experience when working with us one-on-one in Executive Leadership Coaching or Executive Coaching. Why in coaching? because when you are in the middle of the task and helping / working with others, it can be really hard to see ‘the wood from the trees’ unless you consciously think about it. Coaching can help with providing that perspective.

Take a breath, step back and get some perspective, and see that ‘Our Reality’ day to day can often match ‘Our Expectation’ long term.

#business #motivation #leaders #grind #perspective #personaldevelopment #developingleaders #IMLD

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18Aug

Diploma of Leadership and Management Review – Helena Kavunovskaya, Lyondellbasell

Michael PeinigerEmerging Leaders Program, Leadership, Leadership Assessment Tool

A huge thank you to Helena Kavunovskaya of Lyondellbasell for your recent Diploma of Leadership and Management review after working with our lead facilitator and Executive Coach, Michael Peiniger. It is always a pleasure to work with leaders and managers that seek to develop, hone and practise their leadership skills further for the benefit of their team, and the hours taken to complete the Diploma of Leadership and Management are testimony to that fact.

‘Michael is a fantastic coach. He’s very personable, open and approachable. He effectively engages participants and takes great care to tailor the program and his approach to suit the students. He makes learning fun and enjoyable and helps foster a learning environment where everyone is encouraged to share their ideas, insights and experiences. I got a lot out of my Leadership Diploma and I will miss our monthly workshops and all the loughs and great times we had in our group activities. What I appreciate the most is the way you skillfully hold a mirror to each of us so that we can better understand our strengths and weaknesses, develop our self awareness and awareness of others. Anyone engaged in coaching/training with Michael will get a lot of if it and will walk away not just a better leader/team member but also a better person.’
Helena Kavunovskaya, HR Advisor, Lyondellbasell

Diploma of Leadership & Management Testimonial - Helena Kavunovskaya

IMLD DIPLOMA OF LEADERSHIP AND MANAGEMENT PROGRAMS

IMLD’s leadership programs provide leaders with knowledge, behaviour and practical skills required to lead and adapt to a changing work environment. Irrespective of where you are staring from – brand new to leadership or s seasoned professional – IMLD leadership programs have something for you to continue your leadership development journey. From the Emerging Leaders Program, to the Executive Leadership Program and the Diploma of Leadership and Management, there is a leadership program designed to take your skills to the next level. If this sounds like it could be useful for you or members of your team, get in touch with us today via the Contact Page, or via a Discovery Call on Zoom where one of experienced facilitators can answer all of your burning questions.

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17Aug

Top 5 Qualities of a Great Leader

Michael PeinigerDeveloping Culture, Emerging Leaders Program, Executive Leadership Coaching, Leadership, Leadership Assessment Tool

It’s easy to recognize a poor leader, but defining what makes a great leader can be challenging. A good business leader is much more than a person who makes money for their company. There are several attributes and skills that the best leaders share. The qualities of a good leader aren’t always easy to achieve or fine-tune, but they are worth the effort to try to hone. With a commitment to improvement and executive leadership training, you can also learn how to enhance your skills and become your best version. Below are five of the most critical qualities all leaders share that you can use as a framework to improve your own skills.

A Great Leader Works With Integrity

Good character is one of your most essential qualities as a leader. It’s an individual’s adherence to a moral standard, encompassing characteristics like integrity, honesty, reliability, trustworthiness, and other essential values for leaders to possess. Good business leaders are reliable because they have integrity – they do what they say they will do and don’t make empty promises or mislead their colleagues or clients. They also ensure that everyone on their team acts with integrity by setting clear standards for behavior, both at work (such as by showing up on time) and outside work (by not using company resources for personal use).

Working with integrity isn’t solely about doing what you say you’re going to do; it’s also about being self-aware and staying true to your values. Great leaders acknowledge their strengths and weaknesses and can admit mistakes when they happen. Perhaps more importantly, they know how to recognize and address errors to avoid similar mistakes in the future. Being willing to admit errors shows maturity, confidence, and humility, too–all of which are essential for acting with integrity in the workplace.

Motivated and Enthusiastic

Great leaders also share a true passion for the work they do. They’re enthusiastic about their company, its products or services, and its goals. Genuine enthusiasm is hard to fake. But, when a leader has sincere passion, it’s infectious; their spirit permeates throughout their team and inspires their staff.

Motivation is an essential quality of a good business leader. Ideally, a quality leader is both highly motivated and an excellent motivator. A great manager needs to encourage and inspire their team members to perform to the best of their ability and produce the best results for your company.

A Great Leader Trusts Themselves and Their Instincts

Trusting your instincts is not always easy. Confidence in your abilities and decision-making can be difficult for anyone, especially when you’re new to business leadership. But it’s vital that as a leader, you trust yourself enough to make decisions without hesitation. When you trust your instincts, your team will be able to trust you.

Even if you’re in a position of power, don’t be afraid to say no or ask for help when needed. You don’t have to know everything! If something isn’t making sense to you, say so and seek advice from people who are more knowledgeable than you are. Watch other businesses so you can learn from their successes and mistakes. Schedule time to do more research on subjects that puzzle you. Taking a leadership assessment as part of a leadership training program is a fantastic way to become more confident in your skills and learn to trust your instincts more.

Great Leaders Trust Themselves and Their Instincts

Listen and Practice Empathy

Empathy is one of the most crucial qualities of a good leader. Business leaders should listen to the people around them and try to understand how others feel. They don’t rush to judgment but try to keep an open mind. Leaders also practice active listening to build trust and demonstrate to their team that they genuinely care about what they share. Listening is often a challenge for leaders whose confidence and passion leave them frequently dominating conversations. Leaders must balance sharing their ideas and ensuring that their team members feel heard.

A good leader also displays empathy through their actions. They’re compassionate and know how to forge connections with others. They don’t make decisions based solely on their feelings or experiences; instead, they understand that every situation is unique and must be handled accordingly. This type of emotional intelligence is invaluable in the workplace, both when working with others and when talking with customers or investors. Empathy helps leaders build trust and gain deeper insights into whomever they’re talking to.

Great Leaders Listen and Practice Empathy

Commitment to Continuous Learning and Improvement

It’s easy for someone who has already succeeded in their field to become complacent and stop learning new things. But there is no such thing as perfection; there are always ways to improve and grow in any aspect of life, especially in work. The most effective business leaders are committed to continually learning. They are always looking for ways to improve their skills and leadership profile so they can continue to do what’s best for their organization. They seek out new information from a range of sources, prioritize skills development opportunities, and never stop learning new things.

A leadership assessment can be a powerful tool in determining which qualities of a good leader need the most improvement. This skills assessment can help you identify your strengths and weaknesses as a leader and then provide essential insight on how you can develop those areas.

The traits listed above are guiding principles of leadership. From being enthusiastic and confident about your work to practicing empathy and active listening, many different qualities contribute to being a fantastic manager. To become a good business leader, you should be actively working to incorporate every single one of them into your work as a manager and leader. You can easily accomplish this by looking at your leadership profile and how each trait applies to the decisions you are making in your day-to-day routine. Are you interested in becoming the best business leader you can possibly be? Visit our Contact Page or book in a Q&A discussion with one of our experienced facilitators HERE to learn more about all our leadership training programs and workshops.

16Aug

Successful Completion Of The Diploma Of Leadership & Management

Successful Completion of the Diploma of Leadership and Management – 2022

It is with great pleasure that we congratulate the members of the Lyondellbasell Diploma of Leadership and Management cohort for completing their program! The Lyondellbasell Diploma of Leadership and Management has been a program specifically designed for Lyondellbasell supervisors and managers, with practical skills and opportunities to lead at the forefront of the program.

‘It was a pleasure to design and deliver this Diploma program for the Lyondellbasell leaders’ Michael Peiniger, CEO of IMLD said. ‘We designed the units of competency with practical leadership activities in mind, so that participants could not only discuss and reflect on current leadership issues, but they could also experience leadership in a safe place, try new things and receive feedback in real time‘.

The Diploma of Leadership and Management consists of the following units of competency:

Core Units

BSBWOR502 Lead and Manage Team Effectiveness
BSBLDR502 Lead and Manage Effective Workplace Relationships
BSBLDR511 Develop and Use Emotional Intelligence
BSBMGT517 Manage Operational Plan
BSBCRT511 Develop Critical Thinking in Others
BSBLDR513 Communicate with Influence

Elective Units

BSBINN601 Lead and Manage Organisational Change
BSSWOR501 Manage Personal Work Priorities and Professional Development
BSBWHS501 Ensure a Safe Workplace for a Work Area
BSBMGT502 Manage People Performance
BSBCMM412 Lead Difficult Conversations
BSBADM502 Manage Meetings

A Successful Diploma Program As Rated By Participants

Thank you Helena Kavunovskaya, Chris Procter and Chetan Kapur for your lovely testimonials regarding the Melbourne Diploma of Leadership and Management experience with our CEO, Michael Peiniger and the impact that it has had on your leadership and your teams.

Diploma of Leadership & Management Testimonial - Chetan Kapur

Diploma of Leadership and Management Programs

Want to get results through leadership training in the same way that Lyondellbasell did? Get in touch with us today to discuss how we can tailor a Diploma program to cater to the needs of your supervisors, leaders and managers.

The First Step In Your Leadership Coaching Journey – A Leadership Assessment Tool

Do you know the impact you have on your leader and / or team? Completing a leadership assessment tool to assess your leadership strengths and weaknesses is the first step that Helena, Chris and Chetan took in their Diploma of Leadership & Management journey.

13Aug

Leadership – What Does It Mean? Learn more

Michael PeinigerDeveloping Culture, Emerging Leaders Program, Executive Leadership Coaching, Leadership, Leadership Assessment Tool

Leadership is one of those topics you often hear mentioned when people talk about business. However, despite hearing about leadership, few people genuinely understand what leadership means in the business world. Being an impactful leader is not an easy task. It requires a lot of work and dedication, as well as a certain mindset that allows high-level workers to perform in their role with excellence. So, what does leadership actually mean? Discover more about leaders’ strengths and the true meaning of being a leader.

Providing Vision, Communicating Effectively, and Empowering Others

A great leader is a person who has a vision, can communicate it effectively to others, and empower others to achieve the goal.

Great leaders are:

Visionary: Leaders have a clear idea of where they want to go with their organization or team.
Inspiring: People follow them because they believe in what the leader stands for, not just because they have power over them (or a big paycheck).
Communicative: Good leaders listen as much as they talk–and know how to speak persuasively when explaining their ideas or asking for support from others.
Understanding: They genuinely care about people’s success at work and home life outside work hours and understand that balance is essential so they can perform better on both fronts.

Being Resilient and Flexible

Resilience is the ability to bounce back from failure. It’s an essential trait for leaders because we never know what setbacks or challenges our teams will face. But, responding to difficulties in a way that promotes growth is one of the most valuable abilities a person can have, both in the workplace and in life.

Flexibility is the ability to adapt to change and roll with whatever hurdles may come. This is another essential quality for great leaders because business conditions change rapidly. Keeping up with those changes requires a high degree of flexibility. Both resilience and flexibility are skills like any other that managers can learn through leadership coaching in Melbourne.

Exuding Confidence

Confidence is a key component of leadership. But don’t confuse confidence with arrogance–it’s more about believing in yourself, your abilities, and your decisions than it is about thinking that you’re better or more important than others.

To be confident, you must:

Believe in yourself and your ability to do a good job. If you don’t believe you can handle whatever comes up on the job, how will others trust that they can rely on you? How can they trust any decision you make if they don’t think it came from someone who understands what they’re doing? How can anyone respect an individual who doesn’t respect themselves?
Be willing to fail without letting failure hold you back or define your success thereafter. As long as someone tries their hardest and learns from their mistakes—and doesn’t let those mistakes haunt them—then failure isn’t something to fear; it’s just part of life!

Leadership Assessment Tools Provide Deep Insights For Leaders — Leaders Have An Air Of Confidence Without Arrogance

Staying Humble

Though confidence may be necessary, being humble is just as vital. A great leader is willing to admit mistakes, learn from others, and ask for help when needed. They don’t let their achievements go to their head; instead, they celebrate their successes while still keeping an eye on the future. Leaders also have the ability to admit when they were wrong about something or didn’t know something at first. A leadership assessment can be a valuable tool in determining the strengths and shortcomings of management. With this information, they can acknowledge their weaknesses and learn how to transform them into leaders’ strengths.

Remaining Responsible and Accountable

A great leader is responsible for the success or failure of their team. Does this mean that you should take responsibility for everything? No, but it does mean that if something goes wrong, you should own it and figure out how to fix it. This may be a difficult pill to swallow, especially if you’re used to blaming others when things go wrong. However, as a leader in any organization, you’re responsible for holding both yourself and your staff accountable for the mistakes made as a team.

Setting and Encouraging High Standards

Perhaps most importantly, a leader is there for their team, setting high standards for excellence and offering them the tools and support they need to succeed. Creating a high standard will make your team feel challenged and like they are continually improving. Remember to encourage positive teamwork and celebrate success, too.

Leadership Is Inspiring Others and Bringing Out Their Best

Leadership in business means inspiring others and bringing out their best qualities and abilities. Anyone can become a leader if they’re willing to do what’s needed to get the job done. With leadership training, you can learn how to motivate your fellow team members to achieve group-wide success.

Business leaders work to:

Inspire others to achieve goals. They motivate people by showing them the value of their contributions, helping them set goals, and giving them the encouragement they need to meet those goals.
Encourage people to be the best they can be. A great leader doesn’t just tell someone what needs to be done; they show them how to be their best selves and give them the resources they need to succeed.
Recognize and reward others’ efforts when appropriate. It shows appreciation for the hard work of their team and celebrates all the hard-won successes of the group.

Outstanding leadership can mean many different things in the business world. Leadership is a mindset, not a title; it’s a commitment to success by doing what’s best for the team and company without letting ego or arrogance take over. Highly effective leaders are confident and humble. They accept responsibility for setbacks and celebrate successes as a team. To become a great leader, you do not need to have the most power; leaders are simply people with a strong sense of who they are and what they want to accomplish. If you want to be a great leader or improve your existing leaders’ strengths, leadership training can help. Visit the Institute of Management and Leadership Development to learn more about our leadership assessments and executive leadership coaching in Melbourne.

Take The First Step In Your Leadership Journey – A Velocity Leadership CheckPoint

Do you know the impact you have on your leader and / or team? Completing a leadership assessment tool to assess your leadership strengths and weaknesses is the first step that Carla took as part of her Emerging Leaders Program journey.

#leadershipdevelopment #leadershiptraining #IMLD #developingleaders #leadershiptrainingmelbourne #leadershipassessment #leadershipassessmentmelbourne #leadershipprofile #leadershipprofilemelbourne

12Aug

Executive Leadership Coaching Review – Tracey Quinn

The 7 Questions To Ask When Hiring An Executive Coach

A huge thank you to Tracey Quinn of Housing Hub, Summer Foundation for your recent Executive Leadership Coaching testimonial after working with our lead Executive Coach, Michael Peiniger. It is always a pleasure to work with leaders and managers that seek to develop, hone and practise their leadership skills further for the benefit of their team.

Michael takes the time to get to know your individual issues and the areas that need need assistance developing skills in. He provides real world training and provides help for you to implement into your working life. I can recommend Michael without any hesitation and can verify 100% that you will learn and develop invaluable skills.’ Tracey Quinn, Digital Product Lead, Summer Foundation

Thank you for mentioning the real world nature of the IMLD Executive Coaching process – translating ideas and reflections into tangible action is something that we are really focussed on. Thank you for challenging yourself in the executive leadership coaching process to reach new heights. We wish you and the team at Summer Foundation all the success that the future may hold.

Executive Leadership Coaching

#coaching #executivecoaching #executiveleadershipcoaching #executivecoachingmelbourne #leadershipcoachingmelbourne #developingleaders #IMLD #leader #executivecoach #executiveleadershipcoach

Focussed, personal, confidential, honest and practical – all words that have been used in testimonials to describe the Institute of Management & Leadership Development’s Executive Leadership Coaching. If this sounds like something that could be useful for you or a member of your team, get in touch with us today for a confidential chat about your needs.

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11Aug

Leadership Assessment: How to Measure Your Skills

Michael PeinigerDeveloping Culture, Executive Leadership Coaching, Leadership Assessment Tool

When you’re in a leadership role, you hold the opportunity to change the world. You can inspire your team and influence your organisation’s culture. But, how can you be sure that you’re doing it well? A leadership assessment like the Velocity Leadership Checkpoint is an easy way to measure your skills. Keep reading to learn more about leadership assessment tools and how to get the most out of this test.

How Do You Measure Your Skills As A Leader? A Leadership Assessment

What Is The Velocity Leadership Checkpoint?

It’s nearly impossible to improve and grow as a leader without an accurate view of your abilities. A leadership assessment is a simple yet highly effective tool to help leaders get to know themselves and their work styles a little bit better. This information is crucial to honing your skills and becoming the best leader you can possibly be.

‘The CheckPoint profiling report that I completed was one of the best leadership profiling tools that I have come across. I was actually surprised at how well it reflected me, and in a number of areas I had low self-awareness of. As a result I have really been able to move forward and address/tweak how I lead with a much better understanding on the impact of my style (negative and positive) on others. 10/10 rating from me and my team across all fronts!’
Gabby Symons, Managing Director, People Equity

At the Institute of Management & Leadership Development, we begin each leadership training program and workshop with an assessment. Our skilled coaches and trainers use the Velocity Leadership Checkpoint (VLC) to gain insight into our clients’ strengths, weaknesses, and focal points so we can provide personalised recommendations. The VLC focuses on five leadership capabilities and measures 25 essential qualities of a good leader. The results of the assessment offer leaders straightforward guidance for growth and improved performance.

What Traits Does It Measure?

The VLC looks at 25 leadership traits divided into five categories. Here are the leadership capabilities, skills, and behaviors that fall into each classification.

Alignment (your drive): Purpose, resilient, committed, goal-oriented, and transparent
Achievement (your task execution): Responsible, time management, problem-solving, attention to detail, and planning
Awareness (understanding of yourself): Confidence, assertiveness, reflection, self-awareness, and personal fulfillment
Altitude (teamwork): Accountability, verbal communication, empathy, active listening, and constructive feedback
Adapt (leadership qualities): Empowerment, adaptability, influence, dependability, and interaction

Get the Most from This Leadership Assessment Tool

The results of this leadership assessment tool will provide you with a clear snapshot of your current leadership style, strengths and weaknesses, and opportunities for growth. The leadership assessment highlights your top three leadership behaviors, so you know what skills to maintain and your three most important areas for improvement. The Checkpoint is not a personality assessment, nor does it tell you if you’re a good or bad leader; it simply provides an accurate image of your current skills and traits. These behaviors can and will change over time as you progress along your leadership path.

Personal Debriefs Are Essential for Leadership Assessments

The VLC is most effective in conjunction with leadership training (such as the Emerging Leaders Program or Executive Leadership Program) and with Executive Leadership Coaching. When used as a tool for skills development, it can help you recognize your positive abilities and provide insight into areas that could use improvement. The assessment can also help you determine personal and group goals for a leadership program, as well as measure your progress throughout the program.

‘Wow, this checkpoint is something, it was a super eye opener! a deeper level of insight, knowledge and understanding of how I worked and more importantly a greater appreciation of my areas of genius. Michael really quickly identified my strengths, things I can improve and more importantly which areas I need to stick to, to get the most productivity out of myself and others around me. Honestly one of the most valuable assessments I’ve done so far… I believe everyone should do it – my team sure will ?? Thank you!’
Peter Dempsey, CEO, Ability Tech Australia

The Velocity Leadership Checkpoint is a comprehensive evaluation tool for leaders, managers, and employees. It provides an overview of the skills and abilities that are essential for successful leadership in today’s fast-paced business environment. By taking this short assessment and analyzing your results, you can better understand your strengths and weaknesses as a leader so you can learn how to improve as a leader. Contact us about our leadership training in Melbourne if you want to develop your skills and progress even further.

The Option of Online Or Face-To-Face Leadership Program Delivery

While we will still be keeping the flexibility of the online executive coaching, executive leadership coaching and leadership workshops, we are again adding the options of blended learning (some face to face and some online) and full face-to-face workshops and leadership programs. Our new training calendar is almost complete, providing leaders, managers and small business owners with multiple options to ensure that their learning and development needs are being met in the best way possible.

IMLD's Abell Boardroom for Leadership Training in Melbourne — IMLD’s Abell Boardroom for Leadership Training in Melbourne

‘This is an exciting time not only for all of at IMLD, but also for our clients as well’ IMLD CEO, Michael Peiniger said. ‘The facilities at Level 17, 31 Queen Street are second to none – the meeting and break-out rooms are a great size and have amazing light – they provide a relaxed yet attentive atmosphere that provides the right feel for a memorable learning experience.’ The Level 17 facility provides a number of small meeting room and boardroom spaces that can cater specifically to the size of the leadership program or workshop being delivered.

Experiential Leadership Training Returns

One of the signature options of the Institute of Management & Leadership Development’s leadership programs and workshops is the availability of experiential leadership training. ‘Experiential leadership training is included in many of our leadership programs and workshops and provides learners with an ‘immersive’ leadership experience. It is similar to a pilot simulator for aircrew – we have created a number of leadership scenarios for teams to challenge their leadership skills and behaviour in real time.’ Peiniger says. ‘After being briefed on an activity, a leaders has to communicate and brainstorm with their team, develop a plan, and implement action the best way they can with the time, resources and team available to them. The new facilities at Level 17 provide us with such flexibility – not only to provide great experiential training, but also the space and environment to create great reflection opportunities and debriefs with leaders in smaller one-on-one spaces’.

IMLDs Metro Meeting Room for Leadership Workshops and Experiential Learning

The experiential leadership training programs runs across the Executive Leadership Program, Emerging Leaders Program as well as the Diploma of Leadership & Management. ‘Participants in our leadership programs want to gain more than knowledge’ Peiniger said. ‘They are looking for the opportunity to test and practice new skills in a challenging environment, as well as get some very practical tips and options for doing things better in the future, which our experiential training and skilled facilitators can provide’.

Leadership Training and Executive Coaching At Its Finest

Finding the right environment to learn and grow is important for leadership development and executive leadership coaching. ‘For many leaders, the online environment has provides a level of comfort and security to develop and explore their leadership strengths and weaknesses, which can often be challenging things to tackle. For others, it has felt restrictive and confining, and have been looking for an opportunity to learn with groups, have meaningful discussion both in and out of the learning environment, and feel connected to the people around them again. We are delighted to say that we can cater to both groups again with the facilities we have in the Melbourne office’ Peiniger says.

IMLD New Office - One of The Best Views in Melbourne for Leadership Training — IMLD New Office – One of The Best Views in Melbourne for Leadership Training

The New IMLD Melbourne Office For Leadership Training

The new Institute of Management & Leadership Development’s office is located on Level 17, 31 Queen Street, Melbourne. The office is only a short stroll from Melbourne’s most iconic railway station, Flinders Street, and is close to available parking and lunch break meal options.

If you are looking to develop your leadership skills through executive leadership coaching, leadership programs or workshops, give us a call on +613 9069 8172, email us at leader@developingleaders.com.au to discuss or book a Q&A through Calendly on our Contact Page.

09Aug

The Best Leadership Assessment Tool

Michael PeinigerDeveloping Culture, Executive Leadership Coaching, Leadership, Leadership Assessment Tool

A leadership assessment tool is an easy way to understand your inner leadership skills. They help you identify areas for improvement and give you an idea about how effective you would be as a leader. You can find several leadership assessment tools in the market today, so choose one you can customize to meet your organisation’s needs. While the best leadership skills are practically universal, every team is different, so find a tool that measures the leadership traits you’re looking for.

What Does a Leadership Assessment Tool Do?

Our leadership assessment tool measures leaders’ core competencies. Use it to assess an individual’s leadership skills, whether they are a leader or not. These tools help you understand the strengths and weaknesses of a leader. It will also show you what type of leader you are and where there may be room for improvement. One of the most essential traits of leadership is humility. Strive to find somewhere you can improve, no matter how confident you are in your current skills.

In addition to providing individuals with insights about themselves as leaders, another advantage of these tools is their ability to provide a detailed analysis of an individual’s organisation’s culture. Having such information would enable leaders who have been assigned new teams or are working on special projects involving multiple organisations to easily understand each area before making necessary adjustments to achieve maximum effectiveness.

Benefits of a Leadership Assessment Tool

Leadership assessment tools can provide workers with helpful insight into their unique personalities, work styles, and leadership techniques. With this information, they can improve their performance and hone their skills. Here are just a few of the benefits of assessing your leadership skills.

Learn more about your leadership style
Gain insight into what you do well as a leader
Recognize areas for improvement and discover how to overcome your weaknesses
Develop leadership skills

Understanding The Velocity Leadership Checkpoint

The Velocity Leadership CheckPoint is one of the best skills assessment tools available. The VLC looks at 25 leadership traits in 5 categories: alignment, achievement, awareness, altitude, and adaptability. Each can be measured using a scale of 1 to 10. You can complete the VLC with a debriefing; because the traits are so specific and linked to one another, it’s best to go through it with someone who can help you understand your results. The VLC helps leaders develop their skills and behaviors to become more effective leaders in the workplace.

A leadership assessment tool can help you understand a leader’s core strengths and weaknesses. Doing this can help you address the issues hampering your emotional growth. A good leadership assessment tool will also help you understand how others perceive your behavior and style. Knowing this, you can work to improve yourself and become better leaders for your organization. Contact us for more information on our leadership assessment tools and other leadership training in Melbourne. We are always happy to help your team polish your leadership skills.

The First Step In Your Leadership Journey – A Leadership Assessment

#leadershipdevelopment #leadershiptraining #IMLD #developingleaders #leadershiptrainingmelbourne #leadershipassessment #leadershipassessmentmelbourne #leadershipprofile #leadershipprofilemelbourne

08Aug

How to Choose An Executive Leadership Coach – Question 3

Michael PeinigerExecutive Leadership Coaching, Leadership, Leadership Assessment Tool

How to choose an effective Executive Leadership Coach. Question 3 – What is your experience as a leader? This might seem obvious, but many consultants calling themselves leadership coaches have actually never lead people in a team.

A Credible Executive Leadership Coach Is An Experienced Leader

For all of the learning and reading a person has done, nothing can substitute having experience in a leadership role – making decisions, counselling / coaching and performance managing team members, holding other accountable for results, setting a clear vision – all of the things that you have to do as a leader.

It is also worth asking the types of teams and industries that the coach has experienced leadership in – does the experience they have compliment what you are looking to develop in your leadership skills? As a member of a team, a leader or a supervisor, you will have learnt that not every team is the same. Some teams (and businesses) are a dream to work with, and others take all of your skill and effort just to keep them on the straight and narrow.

Effective Leadership Coaches Have Made Mistakes

A credible executive leadership coach will have multiple leadership experiences leading teams, and be able to discuss freely and openly the mistakes that they made, how they recovered from them and what they learnt in the process. Any leadership coach that is unwilling to discuss their failures isn’t worth working with – because we have ALL made mistakes and done things we wish we could do over – and have subsequently learnt from.

I know that some of the best practical tools and tips that I have shared with my clients (and they have responded positively to) are those that were borne out of mistakes, and a desire to never repeat them. Both the Team Expectations Checklist and the AIR/BLEEDS model for personal responsibility came from seeking to correct mistakes with my team – and make a huge difference now.

What Questions Should I Ask a Prospective Executive Leadership Coach?

Ask:

‘What experience have you had leading a team?’
‘What industries have you worked in and for how long?’
‘What was your toughest experience as a leader managing people?’
‘What was the biggest or most embarrassing mistake you made as a leader?’
‘How have your leadership experiences shaped your leadership style?’

A credible and experienced leadership coach should be able to provide you with solid, concrete examples of how they have led teams, the number of people they have led, and the impact that their leadership had upon the teams they were working with.

Listen for ‘I’ versus ‘We’ Statement

Listen also for the difference between ‘I and ‘we’ statements. An effective leader will recognise their impact on the team – BUT they will attribute most of the credit for performance to the team, not to themselves. It is a tricky balance for a leadership coach – wanting to show they are credible in their field with boasting or seeming arrogant – but the good coaches will find the right balance.

A really good coach will be able to share with you the wins as well as the losses. If you hear ‘I did this’ and ‘I did that’ – ask about the team they worked with. If the responses are slim, you are getting some red flags. Good executive leadership coaches are matter of fact with their successes – are humble in their impact, and you can hear / feel the pride in what the TEAM achieved, not just in their impact.

The 9 Questions To Ask When Choosing An Executive Leadership Coach

How To Choose An Executive Leadership Coach – The 9 Questions

Question 1 – Do you have a coach yourself?
Question 2 – Are you an accredited coach?
Question 3 – What is your experience as a leader?
Question 4 – What is your own coaching style?
Question 5 – Who else would you recommend?
Question 6 – What recommendations and success stories do you have?
Question 7 – What resources and tools do you have at your disposal?
Question 8 – What leadership assessment tool do you use?
Question 9 – How will you challenge me (and yourself)?

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04Aug

Leadership Programs at Developing Leaders

Top 5 Tangible Benefits of Leadership Training

Michael PeinigerEmerging Leaders Program, Executive Leadership Coaching, Leadership Assessment Tool

As a CEO or business owner, you know that the best way to help your company succeed is by helping your staff succeed. Like many business leaders, you may think that leadership training or coaching is something only people at the top of the corporate ladder need. But there are several ways to offer leadership coaching to your employees to help your company grow and thrive, even if they’re not a part of the management team. Here are a few of the most important benefits of offering leadership programs in Melbourne.

Recognize Potential Leaders Within Your Company

Many companies choose to promote talent from within to leadership roles rather than look for outside talent. The importance of recognizing potential leaders is not just a feel-good idea; it’s absolutely crucial to the success of your company. Recognizing emerging leaders within your organization means that you are more likely to promote the right people (and prevent missteps), retain your best talent, and motivate everyone else by helping them see that they can be successful too. With leadership programs in Melbourne, you can recognize which staff members are interested in moving up into leadership roles and who is best suited for those positions.

Executive Leadership Program — Identify Potential Leaders

Help Current Managers Improve Performance

There is always room for improvement, even among the current leaders in your organization. One of the most important things you can do for your company is to help your managers become better leaders. Unfortunately, many managers don’t know how to improve their skills and are afraid to ask for help. Leadership training and leadership coaching in Melbourne is a great way to help them improve performance and learn new strategies that will make them more effective in their roles.

When you offer executive leadership coaching at your company, it’s important to remember that all employees—not just direct reports—benefit from this type of leadership training. It’s especially beneficial for managers who might have gaps in their knowledge or areas where they could use improvement. This can happen because:

Managers are often promoted into leadership positions without proper training or mentorship.
Some people may have been excellent workers but weren’t prepared as leaders.
Managers may be less experienced than some of their subordinates and need guidance on how best to manage others’ workflows within the department (or even across departments)

Establish Leadership Training Paths for Diverse Talent

Diversity of talent is a valuable asset to any company. Whether you’re looking for ways to attract and retain top talent or sustain your competitive advantage, leveraging diverse talent can be vital to the future of your business.

The benefits of having a diverse workforce include:

Better decision-making processes: Diverse teams are more likely to have individuals who challenge assumptions, question processes and offer new ideas to help drive better outcomes. They also tend to be more creative in their thinking and problem-solving.
Increased innovation: Companies that harness the power of diversity for innovation consistently outperform those who don’t when it comes to market share growth, revenues and profit margins.

By offering a leadership framework model, you’ll be able to provide a pathway for talent from all backgrounds to advance within your organization.

Give Staff Personalized Coaching and Mentorship

Mentorship is a great way to help staff grow and reach their potential, but it is also one of the most underutilized tools in the workplace. If you’re unsure what mentoring is or how to implement it at your company, start by asking employees what they want out of their careers. Then take some time with each employee (or group of employees) to discuss how they can achieve their goals and see where those goals align with company goals—and where they don’t.

As an alternative to formal mentorship programs that require lots of upfront planning and setups, consider meeting one-on-one with staff members on an as-needed basis. You can have these meetings for more targeted discussions about professional development or career progression plans for individuals looking for more than just general career advice from friends or family members outside work hours. It takes less time than creating an individualized program but still gives employees access to someone who understands them as individuals instead of just another employee number on a spreadsheet somewhere!

Executive Leadership Coaching and Personalised Training — Personalised Coaching and Mentorship

Affordable, Available, and Effective

There are many benefits to offering a leadership framework model at your company. One of the top benefits is that it’s cost-effective. Leadership coaching in Melbourne is a solution to a problem. Suppose you have a problem with a high turnover rate or low productivity. In that case, you can use coaching as an affordable solution to help solve these issues by having one-on-one sessions with each employee every month.

Another benefit of leadership training is that it’s available to all employees who are interested in growing their skill sets and becoming better leaders within their departments or teams. The best part about this option is that anyone can take advantage of it! If someone wants to improve themselves as a leader but doesn’t have the budget for expensive training programs or boot camps, they can simply go through this program with no cost (other than their time).

Finally, leadership coaching will prove effective because employees who participate in such programs tend to learn from them and apply what they learned back into their everyday lives. While working within team environments, they interact with others daily–whether those other individuals are coworkers or clients/customers alike.

We hope you have enjoyed learning about the benefits of offering leadership coaching at your company. This is a great way to improve performance and help employees develop their leadership skills. If you’re looking for more information about leadership coaching in Melbourne, contact us at the Institute of Management and Leadership Development today!

A Credible Executive Leadership Coach Is Accredited

The International Coaching Federation (ICF) is the international governing body for coaching – and they have 3 levels of accreditation – Accredited Certified Coach (ACC), Professional Certified Coach (PCC) and Master Certified Coach (MCC). While you don’t have to be working with an MCC level coach, you should at least work with someone who has the ACC. As a minimum, the person has then had their coach recordings assessed by another certified coach, and they will have completed over 150 hours of coach training and done more than a 100 hours of coaching (for ACC – higher again for the higher levels).

Not only do you get someone who has completed some significant hours as a coach when you choose someone accredited, you also ensure that they have signed up to the coaching industries code of ethics and conduct.

Why Work With An Accredited Coach?

Working with an accredited Executive Leadership Coach has a number of benefits.

They:

are invested in professional development themselves, and will most likely respect your investment in doing the same,
are still seeking to learn and grow, irrespective of experience,
are likely not a ‘part time’ coach – this is their job and they want to attain high professional standards,
they have been assessed and reviewed by someone else (the ICF) to verify their basic coaching standards,
have signed up to a professional code of ethics and conduct, and
have had at least 2 recorded coaching sessions pass a peer and have completed at least 10 mentor hours with an accredited coach themselves.

Why is all of this important? Trust and credibility. Don’t fall for the ‘I studied at ### school, or I got my coaching licence from ### academy’. Having a certificate from a coaching institution is not an accreditation. It can certainly be part of an accreditation – the hours of training (and hopefully mentoring) and part of the accreditation process – but only the ICF issues accreditation. The standard and content of coaching institutions is so varied – with some face to face, others virtual and some completely online – the completion of a coaching certificate through an institution is no guarantee or skill, competence or rigour.

In an industry full of slick marketers, bold promises and low barriers to entry, look for the person who has taken the time and effort to attain a coaching accreditation.

The 9 Questions To Ask When Choosing An Executive Leadership Coach

How To Choose An Executive Leadership Coach – The 9 Questions

Question 1 – Do you have a coach yourself?
Question 2 – Are you an accredited coach?
Question 3 – What is your experience as a leader?
Question 4 – What is your own coaching style?
Question 5 – Who else would you recommend?
Question 6 – What recommendations and success stories do you have?
Question 7 – What resources and tools do you have at your disposal?
Question 8 – What leadership assessment tool do you use?
Question 9 – How will you challenge me (and yourself)?

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