"Great businesses are run by Great Leaders replacing themselves"
"Leadership is Influence. It is Intention. It is Attitude. Leadership is not a Position"
Flick the Switch Consulting & Mentoring recognises what was once referred to as Management Training, now Leadership Development requires sensitivity to perception. Implementing the profound expertise of International Authorities and NLP - Meta Dynamics understanding, we created an Ascension Model program exclusively for leadership development.
This difference ?
We have identified and provided resolves to the functional v dysfunctional behaviours, beliefs and opportunities to leadership types and outlined in clear, concise and relevant detail the attributes that grow an individual and a leader.
We identified key questions for reflection, benchmarking and modelling positive leadership.
Leadership is the attitude which generates growth within a business.
It is humility with knowledge, compassion, communication, cooperation and consistency.
"Leadership is a skill that may be learnt. Attitude is key and this too may be taught when the desire is strong enough"
How do we know leadership is influence ?
Look at your team members and how they respond, react or develop. Who are they replicating ? Do they reflect positive or negative habits ?
What influence have you over this. Do they operate from fear and isolation or feeling valued and included ?
How do you know: assumption or sincere feedback ?
Leadership is often assumed by holding a title, position, seniority, political standing or sometimes by convenience.
As a leader, how far out of your own comfort zone are you prepared to go to grow yourself and grow others; what impact will this ultimately have on your organisation ?
When as a leader, we operate with the end in mind ie: replacing ourself, then our focus quickly ascertains whether we are working to look after ourselves or look after the business we were employed to develop.
We cannot develop a business if we fail to develop ourselves. We cannot develop a team if we fail to consider the team as intimately connected to ourselves. A business is literally a collection of succeeding, stagnant or failing individuals. Each are reliant on the other to perform inter-dependently as a team toward a common goal. If one member is not succeeding, it is up to the leader to identify why, support them, engage, develop and raise the standards so all members benefit.
Of course if a member is not interested in developing, is not interested in the team and communication has been measured not assumed, benchmarks and mentoring has been provided not ignored; then they are not suitable for the task and may be removed.
Every action is a benchmark. Every opportunity is a potential model. Growth is a pattern not an expectation.
An effective leaders impact is drawn from authenticity and integrity. They know their purpose and prioritise their life according to that purpose.
Bad leaders are like bad parents “Do as I say, not as I do” They do not live the life before leading others. They do not live the life while leading others.
People do what people see. People do not leave organisations, they leave People.
If there is undiscipline, treat people poorly, poor values, habits, beliefs, waste time, manipulate budgets - then the team will follow suit.
Effective leaders create authentic relationships, they go to where people are, they do not wait for people to come to them.
Ineffective leaders expect people to come to them, they assume people will ask if they need something. This seldom occurs as too many perception variables are in play. Fear of not being good enough being the primary prevention.
“To be successful is to be helpful, caring & constructive. To make everything & everyone a little bit better. The best thing you have to give, is yourself. If you want to be successful as a leader, you need to make others better, help them to remove self imposed limitations and help them to reach their potential” : Norman Vincent Peale