Developing subtle skills

Unlike areas of management such as budgeting or marketing, the development of leadership capability is not primarily an intellectual undertaking. Much of leadership is to do with subtle skills such as conversing on difficult issues in ways that promote depth of understanding while minimising defensive reactions, and with 'mindset' skills such as developing a pro-active orientation.

New Futures' programs emphasise skills practice and critical reflection on practice, to assist participants in incorporating new skills into their established styles of operating. Concepts and frameworks from the literature are introduced to help participants approach and deal with situations and issues in new and more effective ways, not simply because they are 'worthy' in themselves.

New Futures' programs succeed in engaging participants because they find the material and the opportunities for interaction and skills practice relevant and useful in their workplace roles.

While we offer public programs as well, the programs we develop for individual organisations are designed around that client's needs. Of course, we don't start from a blank slate, and some of the topics we commonly cover include:

• Leadership and management
  
• The 'new' leadership
  
• Personal leadership effectiveness
  
• Tools for dealing with the underlying issues
  
• Creating shared vision
  
• Strategic dialogue
  
• Establishing the conditions for high performance
  
• Managing poor performance
  
• Managing upwards
  
• Leading and Managing Change

Building 'learning communities'

Leadership and people management skills are best learnt not from 'experts' in formal academic programs, but in settings where participants explore real business issues with peers and/or colleagues, in ways that invite openness and creativity, systematic problem solving, planning and reflection. Even the most hard-headed sceptics can be expected to find the climate of joint inquiry and support that develops through a New Futures program very beneficial.

Developing leadership capabilities over time

The development of leadership and people management skills takes time and practice. One-shot programs may have an initial effect but this can wear off quickly, once people get back to the workplace. Participants need time to integrate their learning, to try ideas gained in workshops back in the field, and to reflect on their experience with their colleagues. Programs conducted over a period of several months are more likely to be effective.

A diverse range of developmental experiences

In recognition that participants will have different learning styles and that participants will benefit from a rich and diverse range of learning experiences, New Futures' programs encompass a mixture of conceptually-oriented work, skills practice, sharing of experience with colleagues, personal reflection, case study/project work, and structured feedback.

The power of feedback - whether upward (from staff) full 360-degree or somewhere in between - is in enabling participants to gain deeper insights into how they are seen by others, and providing a basis for skills development.

Contact New Futures to find out how a customised program can enable your organisation to increase its capacity for effective action through a stronger focus on leadership.

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