Responsible Leadership Development
Effective leaders are curious to learn, but keen to make their own judgements by expressing their leadership through experience. Today’s leaders will be humble yet self confident, open and comfortable with things that are not always clear cut, yet able to make sense of complexity to simplify things for their people. They create an environment in which people are inspired to take ownership and deliver great performance, consistently. We see our role as enablers of this.
We work with leaders at all levels in the system, recognising that leadership is ‘distributed’ across key relationships and constellations. Some of our greatest successes in corporate transformation have been working from the middle out rather than the top down.
Leadership in business and public life is increasingly under the spotlight and feeling the weight of public critique after years of lack of engagement and incidents where trust and reputation have been lost.
At Waverley, we have developed a response. Our Responsible Leadership model and framework provides individual leaders and organisations with the opportunity to explore their role from a systemic perspective.
Our definition of Responsible Leadership is a mindset backed by behaviours that:
- Sees the wider system and bigger picture and is intentionally mindful of the consequences of decisions in the wider system.
- Chooses to be morally accountable and act for the greater good in the short and long term.
- Cares about others and enabling them to create.
- Cultivates the right environment for people to flourish.
- Responds with a ‘I can and I will’ intent.
We enable individuals to discover their own personal responsible leadership narrative and bring it to life effectively in their systems.
The Responsible Leadership module is designed to be a stand-alone leadership intervention over a 6 month period or can be tailored as a module within a broader programme. The programme includes a series of challenging modules, experiential immersion learning, peer research, executive coaching support, applying learning as a tempered radical inside your organisation, creating a legacy and handing on responsibility.
We also work with key thinkers, academics and practitioners to bring Responsible Leadership to life for our clients.
Our key strength is our ability to construct profound learning opportunities to enable our clients to learn powerfully and rapidly in their context. We do this based on insight from research and experience into the way people learn. We combine this with a well-honed strategic sensitivity to the key imperatives facing our clients – as organisations and individuals.
Waverley programmes are stimulating, challenging, fun and enjoyable
We also recognise that it is unusual for leaders to change their leadership habits as a result of a short one-off programme. Therefore we work with our clients to design interventions that help people learn and make sense of their experience over time and at a deeper level.
Our programmes often run over several months, and can typically include any of the following:
- Feedback (including 360)
- Self assessment and reflective learning
- Orientation work
- Peer coaching
- Group discussions and exercises
- Business projects
- Action learning
- Senior sponsorship
- 1:1 coaching
Top Team Renewal
When we work with a senior team our goal is always to stimulate lasting change in the culture, dynamics and performance of that team.
We are specialists in working with executive boards and senior leadership teams, recognising that the experience of, the aspirations held by, and the pressures on the typical senior executive mean that he or she is looking for something that breaks with the norm.
Our interventions are designed to revitalise the soul and spirit of the team.
We believe that anything less would be short lived.
Our approach incorporates an in depth look (individually and collectively) at the key criteria that make up the soul of the team:
- Mindset (beliefs & ways of thinking, prevailing strategies & priorities, culture & behaviour, how leadership happens).
- Heart (relational dynamics, quality of dialogue, the extent of genuine support and challenge being expressed).
- Will (resilience, decision making, capacity to make choices that enhance society as well as the business).
Meanwhile we focus on lifting the spirit of the team (purpose, meaning, hope) by giving them (individually and collectively) opportunities to explore what might really be possible for them when they are operating to their full potential.
We do all this through an integrated process that combines diagnosis, a catalytic workshop and individual leadership coaching, the precise combination of which depends on the specific needs of the team.
This integrated process is designed to engage the team in exploring some fundamental questions:
- Where am I / where are we? What is really needed of us in our context?
- What are we aware of but not addressing? What matters most to me / to us / to the business?
- What are my / our core strengths that underpin our contribution? What is our potential?
- Where will I / we have to change? How and where will I / we have to engage differently?
- What is now possible for me / us / the business? What are the actions that I / we will take?
The word ‘retreat’ reflects the fact that leadership development is as much about ‘inner work’ as about outer expression.
We have been pioneering retreats for over 20 years. These provide a space conducive to a depth of reflection and self insight that is not available in traditional leadership training. People are amazed at the clarity, confidence and inner resourcefulness that they discover through the process. Moreover in these times of ever increasing pressure and busyness, we know that sustaining leadership performance and resilience has never been more important.
We treat leadership as a simple process:
- ‘Wake up’ – what needs to change in your leadership role and the energy to make it so.
- ‘Step forward’ into the risk and challenge of saying what needs to be said, doing what needs to be done.
- ‘Keep going’ with perseverance in the face of opposition, inertia and the unexpected.
Consistently successful organisations pay attention to the quality of the future leaders inside their business. They don’t rely on always filling roles from external hires. instead, they recognise the value of identifying key talent and future leadership potential in people who they already know well and who have bought in to the business and what it stands for.
From our experience, leaders emerge at all levels and at different stages of careers.
We can provide solutions for Graduate Development programmes; Targeted Key Talent, Leadership Top 200; C-suite or potential C-suite.
We work with our client organisations to help them design and deliver integrated Emerging Leaders Programmes designed to:
- inspire, challenge, stretch future leaders, including graduates
- encourage greater engagement between existing (senior) leaders and future leaders
- build a pipeline of quality and aligned leaders for key roles
- enable culture change from the middle layers of a business
- sustain the organisation’s performance and reputation.