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Developing Leaders And Leadership Teams

November 2020
Alexandra Lekkou
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 Stanton Chase Athens introduces new Leader Impact and Leadership Dynamics solutions

Leadership is a personal journey as well as a shared experience. Through opportunities and challenges, achievements and crises, experimentation and intentional development, leaders create their career trajectory as they grow from a business and personal perspective. At the core of who a leader becomes are their values and drivers, natural preferences, and talents, as well as their ways of perceiving and reacting to the environment, including how they manage stressors. All these qualities have a critical impact on performance on two levels: the individual level in how a leader performs, interacts, makes decisions, thrives in a specific organization, and fosters a culture, and the team level, in its performance, member dynamics, effectiveness in delivering on key team roles, potential risks, and shared blind spots.

An increasing awareness of leadership style and its impact are always the foundation for growth. This becomes ever more critical as a leader progresses as the strategic, relational, and self-management skills are those that truly make the difference.

In this context, successful organizations support their leaders in fulfilling their personal and team potential by engaging them in development programs designed to provide space, insights, and support that can lead to change and evolution.

To help our clients meet this leadership performance aim, we have designed two complementary solutions:

·         Leader Impact: A solution that explores all key dimensions of a leader’s performance and potential. We look at talents, learned skills, and latent skills, as well as barriers. We focus on the self-management of a leader, the management of stakeholders, management of the business now and in future. We explore how a leader behaves in unusual, stressful circumstances and potential risks in his/her behavioral patterns. We go even deeper into the reasons for all these, the personal values and drivers. This solution is implemented through a combination of personality assessment and 3600 feedback, the insights of which are shared with the leader in developmental feedback and follow-up sessions focused on action planning.

·         Leadership Dynamics: This solution looks at how the members of a leadership team complement one another, whether they have common drivers, if there is danger of groupthink, whether they share derailing behaviors, and where there may be friction, and it supports leaders in boosting the performance of their team. This intervention uses a team “profiling” tool from a personality angle and is delivered as a highly interactive and empowering workshop spanning one to two days. Ultimately, Leadership Dynamics is about building trust based on opening up, understanding one another, identifying underlying issues, and committing to shared ways of working going forward.

We have found that such individual and team leadership interventions are powerful as they build awareness and confidence, engage in enhancing performance, create commitment, and provide direction for change exactly where it is really needed.

This makes such solutions vital during critical moments in a leader’s career like the transition into a new role with increased complexity and responsibility. Similarly, they are a great lever for helping leadership teams accelerate integration or enhance their performance as a team. The increased levels of trust, based on getting to know each other’s strengths, drivers, obstacles, and triggers, help teams fast-forward through team development stages or overcome friction, inefficiencies, or leaving talent, resources, opportunities, and synergies untapped.

On a final note, it is clear that, although leadership teams are usually prioritized, due to the scale of the impact of their performance on the organization and the business results, such a leadership development approach is beneficial for teams across functions and hierarchical levels. This is especially useful when the team is in a “storming,” as a new team or a team with new leadership or a significant number of new members. At that point, an intervention based on self-reflection and interaction drawing on personal values, preferences, talents, and limitations connects team members, making them more able to be honest, ask for support and exchange feedback, and make the most of the team’s potential, thus moving into a “norming” stage. At the same time, the strengthening of trust during such programs means more creative dialogue or even productive conflict that are prerequisites to effective decision-making, and consequently commitment, accountability, and results.

To find out more about how Stanton Chase Athens can support your leadership team through our Leadership Impact and Leadership Dynamics solutions, please contact us.

About the Author:

Alexandra Lekkou is a Director at the Stanton Chase Athens office.

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