Developing Leaders

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  • Why is feedback fundamentally important to being a great leader?

    Feedback from the people we work with is essential to making good decisions and responding effectively to expectations and leadership challenges.

    Developing leaders

Develop Leaders

Leadership is not a birthright but a skill set that can continue to grow at any level you reach. No matter how new or how experienced the leader is, s/he is always on a journey, inspiring and caring about others – responding to the needs of the current situation and learning new ways to engage people in the task. When this journey stops, so does leadership.

‘Leaderskill programs take leaders from where they are now and give them the insight and resources they need to grow, to care about, involve and inspire others, to make changes and respond effectively.’

Dylan Forbes, Director, Leaderskill Group

We believe that giving and receiving feedback is central to this process, providing direction and understanding that managers aren’t able to gain in any other way. But it can’t stop there. A holistic approach to leadership development must include comprehensive ongoing development planning and coaching, and, wherever possible, team facilitation. Our programs start with feedback and move naturally forward with the resources and guidance needed to achieve lasting change. We have even developed a unique Team Facilitation approach based on Appreciative Inquiry to develop leaders and help managers and their teams build on their shared strengths.

Leadership development with 360 degree feedback

Develop leaders who inspire others

Leaderskill helps develop leaders, people and organisations using a blend of strengths-based 360 degree feedback, organisational feedback and Appreciative Inquiry (AI) facilitation.

We use positive, ethical approaches to help people work together, learn from each other, and build on their strengths to meet the demands of their changing work environments.

Leaderskill helps develop leaders, people and organisations using a unique approach of strengths-based 360 degree feedback and Appreciative Inquiry (AI) facilitation. We use positive, ethical approaches to help people learn from each other and build on their strengths to meet the demands of their changing work environments.

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Leadership is an ongoing process and not a one-off event

Leadership is about understanding the organisation’s challenge and bringing people together in a way that gets them excited to achieve it. It’s about empowering people to contribute and helping them work together in an open and collaborative way to achieve more than any of them could do on their own – the synergy that leads to performance.

For over four decades, our drive has been to build a better world and to develop leaders at every level in organisations. We have seen how the right leadership can transform workplace cultures into highly engaged and productive environments. We work with ethical organisations who are committed to creating a better world for our children and grandchildren.

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Developing Leaders
360 degree feedback accreditation debrief

Getting the right feedback is fundamentally important

Feedback from the people we work with is essential to making good decisions and responding effectively to varied situations, and yet it can be very hard to give and receive feedback in a constructive way.

Think of the times you have wanted to say something important to a more senior manager but have hesitated because of how s/he might react. “Will she understand me?”, “Will he get angry?”, “Will I get angry?”, “Will it affect my job or career prospects?”.

These are the questions people in organisations ask themselves every day, and often hold back vital information in the process – sometimes with very serious consequences. Doesn’t it suggest that we should run our organisations without threat or blame? A key aspect of leadership is to create a culture of open feedback. This is exactly what Leaderskill’s Leader/Manager 360 degree surveys are designed to do. Instead of asking whether the participant is ‘good/bad’ or ‘strong/weak’ in their abilities, respondents suggest where the participant should do more, do less, or keep doing as now on a holistic set of good management practices.

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We focus on strengths to develop leaders

Our approach to develop leaders is to help people understand the key behaviours that have the biggest impact on their performance and people they work with. We use strengths-based 360 degree feedback to help participants understand the needs of others and explore new ways to grow their skills through ongoing development.

Mounting research is showing that a strengths based approach to feedback, coaching and learning, being accountable for achieving goals, and focused team facilitation is key to helping people learn and make changes. They just have to be done consistently, and in the right way.

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360 degree feedback debrief