Developing Leaders

Leadership is but an interpersonal endeavour.


Leadership, at its most fundamental, is an interpersonal interaction—how a leader behaves towards others, and the subsequent impact. Leadership development is about an organisation developing its leaders to lead that organisation by offering leaders a planned and structured development program to enhance leadership capability.


As part of these initiatives, diagnostics such as the CLS360 are used to give leaders insights about their leadership interpersonal behaviour, identifying strengths and areas that need development, documenting these areas in Individual Development Plans, and specifying how the leader is going to improve.

Fundamental to all growth and development is feedback.  Feedback is critical to making adjustments to how we lead. In an ideal world, feedback would be freely given, unfiltered, and unambiguous about areas for improvement.  Of course, most of us work in organisations that are far less utopian in their feedback practices.  A step in the direction of better feedback is the use of structured 360° processes.  Well managed, complying with proven evidence-based tools and techniques, and ethical practices, 360° feedback can provide the leader with sources of feedback that they can understand, trust, and do something about to improve their effectiveness.

Therefore our approach to developing leaders focuses on developing the transformational leadership styles of Inspirational, Coaching, and Participative to enhance leader effectiveness.

Our leadership development processes and tools help leaders:

  • ENQUIRE about their leadership interpersonal styles and impact on others using the CLS360 diagnostic.
  • ENLIGHTEN them about strengths and development areas.
  • ENCOURAGE the leader to identify and action plan strategies to enhance their leadership interpersonal style.
  • EMBED more effective leadership interpersonal behaviours through on-going development activities.
  • EVALUATE and monitor the implementation of individual development plans and at critical points remeasure.

Enquire, Enlighten, Encourage, Embed, Evaluate process model was adapted from "Leveraging Multirater Feedback to Facilitate Successful Behavioural Change," by K.M. Nowack, 2009, Consulting Psychology Journal: Practice and Research, Vol. 61, No. 4, 280-297.

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