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Leadership Development
Leading Teams is passionate about taking the knowledge that we have developed in various industries, particularly in the elite sport field, and using this to improve the quality of products and/or services.
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Leading Teams is committed to, and specialises in delivering values-based leadership and team development training to elite athletes and sporting organisations. This enhances the athletes’ holistic development, leading to an improvement in team and individual performance.
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Leading Teams has developed a unique model that works across the 'whole of school' approach. The process begins by developing a behavioural framework that outlines clear expectations for all leaders and staff. The program is designed to create an exceptional performance and development culture.
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Leading Teams is involved in a number of community based leadership and business development programs. Our programs aim is to increase the knowledge, skills and networks of business and community leaders that are involved in large enterprises, small business and community based volunteer organisations.
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Leading Teams Australia delivers a range of Leadership Development Programs, topic and discussion which are tailored to meet the needs of each individual client group.
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Leadership Development
Leading Teams Australia delivers a range of Leadership Development Programs, topic and discussion which are tailored to meet the needs of each individual client group.
The common thread across all our leadership development is underpinned by our belief that true leaders need followers and it is these followers that empower the leader to actually lead. With this in mid we look to have groups and individuals identify not only the tools required to lead, but the behaviours a good leader (in their environment) should display.
Our work then looks to develop personal awareness around what individuals need to do to be seen as a leader. In all things we believe leaders are people that "see something, do something". The details of what is to be done vary across different situations.
We have had many success stories from our programs with the personal growth and development of participants giving great delight to our Leading Team's facilitators over the past few years. We find the most rewarding aspect of our development work is seeing the participants grow in confidence, skill and attitude
Leadership Programs
Emerging leaders program
Team empowerment - giving team members permission to lead
Having the genuine conversations
Women in leadeship
Culture: How is your team going? is accepted as true about your team? Does your team's culture harbour any deep-seated excuses for poor performance? Can you change your behaviour to accelerate the change required in your culture?
Strong Professional Relationships: Do you know what they really look like? relationship rating (from 0-5) would you give each of your peers? Would it help to improve your performance and your team's performance if you were to work on the least productive of these relationships?
Having Genuine Conversations: How often do you avoid having a conversation with one of your peers because you don't think you have enough experience, knowledge or the right? do you accept as the truth about yourself? What's the behaviour you'd most like to change about yourself?
Leadership Styles: What are the consequences of your style of leadership on those around you?
How do you get the best out of those you lead – all the time? Are you prepared to put the time and effort into building the relationships and trust required for an empowered environment?
The aim of the Emerging Leaders program is to inspire individuals within organisations who have been identified as emerging leader or who aspire to take up leadership roles in the future. Leading Teams expert facilitators guide aspiring leaders through this program to develop their leadership skills in an active learning environment.
When was the last time you didn't speak up because you don't feel you have the knowledge, the right or the experience? What would be the benefit to your team if you did? Why are you waiting? Are you a new member of a team and waiting for permission? Permission to speak up in meetings, permission to make suggestions or permission to challenge a colleagues behaviour? How do you know when you've been given permission to do these things?
Have you avoided having a difficult conversation with one of your peers because you didn't want to hurt their feelings or you're not sure if it's your job? What were the consequences of this on the performance of the individual and of the team?
Once you know a colleague is displaying behaviour that is unproductive, what do you do about it then? How do you have that conversation? Are you prepared to make some changes to your own behaviour if it benefits the performance of your team?
