This is the typical heirarchy structure of many leadership development models:
Contributor – client manager project manager
Senior Contributor – client director
Leadership – developing people and execution
Senior leadership – strategic thinking, empowered, community
Executive leadership – drive collaboration – global level
From top – bottom there is a common thread: everyone must have a role and be accountable At all levels people have experience, knowledge and the challenge is converting that into value. Organisations need a healthy 2 way information flow and communication, initiative and implementation from top to bottom and retain a HEALTHY PERSPECTIVE.
This level of development is normally centred at the top only: limiting the opportunity for staff
The business drivers to succeed require: agility to keep the business aligned with customers requirements, stronger relationships and profit, alongside capability development on the job driven by experiential learning as the means to create high performance leaders.
These are often hidden such as awareness of self and others, by exposing generalisations, through high integrity communication and developing a love for others.
The challenges are to accept we developed most of our (leadership) traits before we were 7! We are flawed, organisations unknowingly create underperformance, organisations erodes margins by losing sight of their core business, organsations mantras create blind spots, thinking is undervalued, the best people (who care the most) are often trapped and underperforming, current thinking limits aspirations, communication, little self awareness and little awareness of others, productivity is low, misaligned values and beliefs causing stress, lack of grit to stick to the plan, little awareness of how to manage mistakes & leadership role models are often flawed
Organisations can embed experiential learning on the job as the means to transform capability, create high performing teams to achieve faster results, address the productivity gap often 30 – 70% with less stress, recognise their own blind spots and myths, create a thinking culture, create a mini CEO culture of empowerment, develop self awareness, awareness and love for others, show how to lead change at all levels on the front line, identifying productivity improvement, what behaviours to stop / start doing, understand the basis and how to build trust, how to delegate and let go to reduce risk how to appreciate what you have achieved in order to retain sight of core business.