Leading with authentic inner power

A programme to develop and align leadership skills with business needs

Our objectives

We aim to provide highly facilitative training and coaching to help leaders who have a desire and commitment to develop themselves as people who:

• Are self-aware
• Are connected to their inner power
• Have presence
• Are authentic communicators
• Create resonance with those they lead
• Build an enlightened vision for their organisation
• Seek to create a better world

In today and tomorrow’s world, leaders that make an enduring impact over time are ones who are able to display the qualities listed above. This involves a process of developing inner power in a way that is authentic, resonant with others and ethically inspired.

Key areas of the programme

The approach of the programme is strongly interactive and experiential, with an emphasis on personal responsibility. Participants will be engaged in a learning process that is in part based on “here-and-now” working, on Action Learning, on actual application in their organisations and on the utilisation of the group and the group dynamic to assist in the process.

(1) Leadership style

We explore current thinking about leadership and use these, and leaders’ own experience and development needs, as contexts in which to help people develop their own individual internal models, which are owned, experientially rooted and connected with latest thinking from Integral and Transpersonal psychology.

We encourage each participant to reflect and gain feedback on their individual style and to study its impact on their work.

(2) Self-awareness

Key to our work is a focus on individual self-development, which involves both individual coaching programmes and group sessions. We include material based on four competency areas of Emotional Intelligence:

• Self-awareness
• Self-management
• Social Awareness
• Relationship management

However, emotional intelligence is viewed as only part of self-awareness and our work extends emotional awareness to an awareness of our wider experiencing at transpersonal levels and a deeper sense of self that both empowers the individual and inspires and empowers others.

Such work will include helping people deal positively and effectively with what is getting in the way of growth.

We make use of feedback as part of the process, both within the learning group and in the wider organisation.

(3)Leadership in the organisation

Central to this work will be grounding learnings within the current circumstances within the organisation. We aim by our very experiential working, to focus on what is real and practical and what is actually happening, both for the individual and for the groups and organisational contexts in which they operate.

Thus, within the remit describe above, we also cover more traditional areas of development, such as

• Communicating the vision
• Building relationships
• Leading the team
• Communication
• Influencing
• Motivation
• Performance management
• Developing people
• Change management
• Culture change
• Managing upwards, downwards and across the organisation
• Resolving conflict

(4) Key business drivers

Finally, and crucially, it is also about focusing leadership skills on the key needs of the business. We will enquire into how what is being learned can be and is applied in actual situations to impact results powerfully.

The programme’s success is also in part measured by the impact made on the business.

Programme design and content

Each programme is developed around the needs of the participants, rather than “off the shelf”.

The first meeting takes the form of an objective-setting session, often preceded by a series of one-to-ones with each person.

Normally, the programme will also be accompanied by one-to-one coaching sessions for each participant.

An example programme:

1. Initial meeting with each participant: Objective-setting
2. A series of workshops on:
   • Leadership styles
   • Powerful visions
   • Communication
   • Power and Influence
   • Leading the team
   • Developing people
   • Develop your charisma
3. Series of supporting 1-to-1's
4. A concluding 1-to-1meeting to assess progress and agree follow-up actions to keep on track
5. Follow-up meetings after several months to monitor progress

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