Competencies for conscious leadership
Top teams perform at their optimum when the leader understands the importance of listening, is able to reflect, and has the courage to share their thinking fully, no matter how tentative.
Top teams have leaders who not only function from their strengths but are aware of their blindspots and know how to focus on including these in their perspective .
Top teams have leaders who commit to self-work as well relationship building.
Top teams have leaders who know how to coach team members to enhance creative solutions-focussed thinking.
Leaders, do you:
- Lead by example?
- Have engaged employees?
- Use intelligently focused delegation to grow and inspire others while freeing up valuable time for yourselves?
- Possess great resilience in times of uncertainty?
- Constantly develop self-awareness so that you can relate to others better?
- Recognise blindspots and how to refocus these?
- Understand and work well with different worldviews and values?
The big difference between Insights, Myers Briggs and many other assessments for personality and learning style et cetera – which are all useful typologies – and what I work with: these well-known typologies are essentially only gauging difference on the horizontal axis: like male/female; hot/cold; black/white. I work with typologies which gauge levels of development on a vertical axis . This axis indicates levels of increasing complexity, increasing consciousness. We don’t need only to recognise the class or type difference between one thing and another, leaders need to know the level of complexity that a person is capable of in any one typology.
My work explains types on an evolving vertical axis. My leadership development training aims at those leaders who are consciously developing an ability to hold multiple perspectives with ease instead of judgement, with curiosity and interest instead of condemnation of difference.
Listen to Seth Godin: Stop Stealing Dreams, Akimbo pod cast
“instead of collecting the dots, how about connecting the dots”
Here’s how I connect the dots – why leaders need diverse skills and knowledge sources, including the competencies of expert coaches, as a way of life.