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The Authentic Leadership Program

The Authentic Leadership Program is composed of four unique two-day modules. Each
module is underpinned by our Authentic Leadership principles, and aligned with the leadership
education framework of Leading Self, Leading Others, Leading Teams, and Leading Cultural
Change.

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The Authentic Leadership Program

  1. 1. v T h e A u t h e n t i c L e a d e r s h i p P r o g r a m We direct our energy towards our objectives, towards our customers, towards achieving the organisation’s vision and strategic objectives. People for Success’ Authentic Leadership Program supports managers by providing the practical tools, capabilities, and the inspiration necessary to build agile, high- performance teams. By doing this, we help organisations gain competitive advantage in an environment where market forces are ever-changing and great leadership is essential. Authentic Leaders continually work on deepening their self-awareness. This builds trust with their people and inspires them to give their best. Authentic Leaders look after themselves, their team and organisation by striking a healthy balance between self-interest and the common good. When we are led by authentic leaders we bring our whole selves to work. Self-Awareness Stay Balanced The Authentic Leadership Program has the potential to align your organisation’s culture with your vision and strategic objectives. The program has therefore been designed for all levels of leadership. Opening the program to all leaders creates an internal leadership community that shares a common language and encourages accountability for behaviours and results. The Authentic Leadership program is customisable to your company values, leadership behaviours, industry, managers’ experience, budget, operational hours, and other specific requirements. It is ideal, but not essential, for managers to attend each module. Modules can be delivered on their own and tailored to suit your needs. The Authentic Leadership Program is composed of four unique two-day modules. Each module is underpinned by our Authentic Leadership principles, and aligned with the leadership education framework of Leading Self, Leading Others, Leading Teams, and Leading Cultural Change. The program is designed to run one module every six to eight weeks with the option of being supported by executive coaching and work assignments from our online portal. The program is further supported by well researched and flexible methodology. Target Audience Flexible And Customised Approach Four Inspiring Leadership Modules Authentic Leadership Principles Authentic Leaders invest time envisioning and planning for a future that captures the hearts and minds of their people. Vision and Strategy Driven Authentic Leaders focus their people on the goals of the organisation with clear, conscious communication. Communicate with Clarity Authentic Leaders don’t have a need to be the greatest at everything. They strive to bring out greatness in their people. Authentic Leaders develop resilience and courage to execute their strategy, even when the going gets tough. Empower People “Who you are as a leader—the values you embrace, and the beliefs you hold— is automatically transmitted to the group through your words, behaviours and actions. This is why organisational transformation begins with the personal transformation of the leaders. If the leaders don’t change, the culture won’t change.” -Richard Barrett, Barrett Values Centre Commit to Action
  2. 2. The Authentic Leadership Program Leading self Leading others Leading teams Leading change Module 1 Leading with Emotional Intelligence 2 Days 2 Days 2 Days 2 Days Module 2 Communicating and Coaching for Performance Module 3 High Performance Teams Module 4 Leading Organisational Change This program helps managers This program helps managers This program helps managers This program helps managers Understand others’ perceptions through a 360° Assessment Tool. Clarify values, beliefs, strengths, preferences, and limitations. Control stress and anxiety through mindfulness techniques. Take responsibility for emotions, behaviour, decisions, and results. Consider other’s perspectives to build strong relationships and influence behavioural change. Build a personal vision and align thought, behaviour and action to it. Identify and reduce fear- based behaviour and decision-making. Use the eight-step performance improvement model. Maintain the motivation of top performers through focused coaching conversations. Focus one-on-one meetings utilising the GROW coaching methodology. Experience the value of a one-on-one coaching session with another manager. Build facilitiation skills to help teams avoid, manage, and work through conflict. Empower your team to be accountable for their decisions and actions. Assess your teams’ development stage and develop a plan to build high-performance teamwork. Understand the impact that change has on the team and how to reduce fear.that can undermine change. Develop a comprehensive cultural transformation and communication change plan. Hold meetings that maximise team member participation and focus on achieving clear objectives. Explore the stages of cultural alignment and the leadership styles required for a successful transition. Frame conversations to communicate meaning. Define the values and behaviours that align with your team objectives. Align personal vision and values with the organisation’s vision and values. Become an assertive and respectful communicator. Lead a team to focus on clearly defined objectives. Explore the forces that exert pressure on the organisation to change and understand the impact of these pressures on your culture. Leadership Coaching Work Assignments Six to eight months “26% average performance improvement for managers employing more facilitating and less inhibiting approaches.” -Human Synergistics 2014 Leadership Coaching Work Assignments Leadership Coaching Work Assignments
  3. 3. Additional Leadership Modules Embedding Authentic Leadership in your Culture Executive Leadership Coaching Assessment Tools Authentic Leadership Online Portal In addition to the four Authentic Leadership modules, we offer programs for leaders on: “TheAuthenticLeadershipProgramembedsleadershipdevelopmentinrealwork;exploringthebeliefs,values,andattitudes thatunderpinbehaviour.Webelieveintheimportanceofmeasuringtheimpactofimprovementsonthebusinessovertime.” -KristynHaywood,FoundingDirector,PeopleforSuccess We are passionate about embedding the learnings from The Authentic LeadershipPrograminyourculture.Weencouragethis throughourLeadershipOnlinePortalandExecutiveCoaching. TheAuthenticLeadershipOnlinePortalistheperfecttooltotranslate learningfromthetrainingroomtoauthenticleadershipbehaviours intheworkplace.Betweeneachmoduleoftheprogram,managers are encouraged to visit the online portal to complete practical leadership activities, access leadership tools, watch informative videos,andreadinspirationalarticles. We use a combination of self and 360° leadership assessments such as The Leadership Development Report, from the Barrett Values Centre, and the Leadership Impact Report, from Human Synergistics. The rich data from these reports assists managers to becomemoreconsciousofhowtheirvalues,beliefs,thinkingstyles, preferences,andemotionsresultintheirthinkingandbehaviour. ApproximatelythreemonthsafterthecompletionofTheAuthentic Leadership Program, the participants’ thinking and leadership behavioursarere-measuredusingthe360°leadershipassessment. Thiscapturestheextentofdevelopmentandthepositiveimpacton theorganisation’sculture,leadershipstyle,andstrategicobjectives. The Authentic Leadership Program includes the option of utilising executive coaching services. Coaching speeds up the learning process with honest feedback and expert support in a safe and confidential environment. With the use of 360° assessment tools, managers become conscious of their limiting behaviours whilst building upon their strengths. PRESCRIPTIVE LEADERSHIP STRATEGIES “Improving employee involvement leads to a more constructive culture and a 35% average improvement in performance.” -Human Synergistics 2014 Presenting to Senior Executives. Utilising deBono’s Six Thinking Hats Methodology to inspire creativity and innovation. Holding Positive Performance Appraisal Discussions. Successfully Leading Across Cultures. The Authentic Leadership Program
  4. 4. Kristyn Haywood Founding Director Our Vision A b o u t P e o p l e S u c c e s s Our Values Our Mission Is to live in a world where the focus of organisations is on their values and on cultivating strong relationships with all stakeholders to capture their diverse creativity and turn it into continuous cycles of innovation that delivers sustainable growth. Toprovideuniqueyetchallengingexpertisetoexecutivesandseniorleaders wanting to stay ahead of their game by developing 21st century cultures. Cultures focused on values, continuous innovation, speed delivery of productsandservicesthatdelightcustomers. Customer Collaboration—We work together to co-design culture and leadership programs that address our clients’ unique objectives. KRISTYN HAYWOOD Kristyn has been developing leaders and top teams for over twenty years. With a deep understanding of the link between values-driven, conscious cultures, authentic leadership capability, and strong revenue growth, Kristyn and her team of consultants work with leaders, from their deepest structures, to help align their values, beliefs, and mindsets with their behaviour to achieve sustainable change. “KristynhasassistedmyselfandDowneronanumberofbusinessrealignment projects, including the difficult leadership problem of rebuilding a fractured relationship within an alliance team. Kristyn’s customised programs helped us turn around the team’s behaviours, with the team refocused on delivery of common goals. Furthermore, Kristyn’s coaching and advice have assisted me personally as I navigate through the leadership pipeline.” Peter Munro, Operations Manager West at Onsite Rental Group “ I have had the pleasure of attending programs delivered by Kristyn and People for Success and can vouch for the improvement in my performance as well as my peers. Kristyn’s fresh and engaging style coupled with her extensive business knowledgereallyallowspeopletolearnandimprove.Iwouldhighlyrecommend Kristynandherteamforanybusinessorteamseekingtoobtaintangibleresults.” Ralph Nunes, Program Lead 777 Boeing Aerostructures Australia Kate Silverback, Human Resources Manager Novion Property Group “We have been running People for Success’ Authentic Leadership Program and the feedback from these sessions is exceptional. I have no hesitation in recommending Kristyn and her team to businesses looking for leadership education that will generate positive business outcomes long after the program has concluded.” Our Founding Director Results-Driven—Wemeasureourprogramsagainstourclients’ objectives to demonstrate the success of our partnership. Making a Difference—Our services make a positive contribution to the personal and professional development of all members of the organisations we work with. Teamwork—We believe in building trust, being honest, having fun, and being clear in our communication. Continuous Improvement – We believe at getting better and better. Our programs are always evolving, and so are we. P:​+61 2 9943 1520 M: +61 419 421 332 contact@peopleforsuccess.com.au www.peopleforsuccess.com.au G.P.O Box 740, Gordon 2072, NSW, Australia
  5. 5. www.peopleforsuccess.com.au                             TheAuthenticLeadershipProgram SUMMARY OF PROGRAM Leaders high in emotional intelligence inspire people. This program is focused on helping leaders raise their level of self awareness so they are conscious about the many filters and beliefs that result in their behaviour towads themselves, others and their environment. Self awareness leads to better decision-making and helps leaders learn from past mistakes to consistently improve their own performance whilst encouraging others to do the same. Participants will be invited to complete the Human Synergistics assessments, LSI 1 and LSI 2 which includes a 360 degree component. The results will be distributed towards the end of day one and debriefed individually in the weeks after completion of this module. LEARNING OUTCOMES • Adopt the ‘leadership mindset’ and identify the top qualities of a leaders to aspire to be. • Analyse the proportion of time spent on leading, managing and operating (doing) and understand how getting the balance right is central to achievement of goals. • Develop an understanding of why emotionally intelligent leaders are superior at fostering loyalty and obtaining discretionary effort from their team members. • Gain a basic understanding of the latest in neuroscience and how the rational (neo cortex) and emotional (limbic) parts of the brain work together to make decisions. • Gain greater clarity of personal values and beliefs and align these with your thoughts, feelings and behaviour to be a more authentic leader who ‘walks the talk’. • Combine LSI1 and LSI2 results with insights from the Johari Window model to examine the extent of open, hidden, blind and unexplored parts of your thinking and behaivours. • Understand the role of ‘ego’ and how, if overused, can undermine trust, disempower people, encourage the hiding of mistakes and result in fear based decision-making. • Manage strong emotions to minimise impact on self and others. • Recognise and constructively address the negative emotions that lurk below the surface in the form hostility, passive aggressive actions, sarcasm and complaining. • Assess others’ buy-in and anticipate roadblocks to delivery of goals by reading facial expressions. • Feel more empowered and be more effective by approaching problems positively. • Increase your ability to empathise with others by recognising, understanding, and appreciating how other people think, feel and perceive their environment. Module One: Leading with Emotional Intelligence —Two Days
  6. 6. www.peopleforsuccess.com.au                             TheAuthenticLeadershipProgram SUMMARY OF PROGRAM This program helps leaders communicate and coach to empower team members to be accountable for their results. The communication component of this program introduces the importance of 'framing' conversations, giving constructive feedback and learning essential communication skills such as rapport-building, listening and asking meaningful questions. The coaching component of this program inspires leaders to tap into the creative potential of their team members by replacing the ‘old’ management style of imposing solutions to the new ‘leadership’ style of soliciting solutions. LEARNING OUTCOMES • Learn advanced rapport building techniques such as mirroring, matching and pacing and leading to put team members at ease. • Assess communication style and learn strategies to become an assertive and respectful communicator. • Learn the art of ‘framing’ conversations to set the scene for quality dialogue that influences the quality of the ‘action’ required for improvements in performance. • Identify and overcome the multitude of unconscious fears which prevents difficult yet necessary performance improvement conversations. • Give effective motivational and developmental feedback, using the simple eight step feedback framework, to improve performance and engagement. • Hold quality conversations to keep top performers working to their strengths and motivated to continue to give discretionary effort. • Understand how important it is to deal with performance issues immediately. • Identify the essential coaching principles such as building awareness before action, believing in potential and encouraging the team member to take responsibility. • Understand the negative effect of giving advice and how it undermines performance, erodes self-esteem and results in sub-standard solutions to problems. • Construct a comprehensive set of coaching questions using John Whitmore’s simple four- step process, known as the GROW model. • Conduct a full coaching session with another participant working on a ‘real’ issue whilst being assessed by an observer. Module Two: Communicating and Coaching for Performance —Two Days
  7. 7. www.peopleforsuccess.com.au                             TheAuthenticLeadershipProgram SUMMARY OF PROGRAM This program introduces the 'facilitative leadership approach' which involves directing team members' energy towards a clear, compelling vision and empowering the team to take ownership of the achievement of team objectives. Participants will learn how to facilitate purposeful team meetings by maximising group cohesiveness and decision-making to achieve strong buy-in and accountability for the actions the group creates. LEARNING OUTCOMES • Lead a team with a clear team vision and mission to give absolute clarity of where team members are to direct their attention and energy. • Prepare a results-orientated ‘purpose focus statement’ for every meeting to keep the meeting on-track and the team energised with a sense of purpose. • Develop the mindset and skills necessary to draw out the full participation of team members during a team meeting using a facilitative leadership style. • Build facilitative leadership skills of remaining neutral, empathic listening, asking questions, recording and clarifying people’s ideas and inputs. • Understand the value of consensus and learn when and when not to seek consensus. • Build skills to help teams avoid, manage, and work through conflict. • Gain familiarity and experience using several decision-making consensus tools. • Assess your team’s developmental stage and map out the journey to build a high performance team with high trust, clear goals, and specific, measureable actions. • Learn how to give scope, order and direction to the overall process of leading a team. • Conduct a ‘live’ facilitated meeting, having developed a clear purpose focus statement, using the intellect and creative potential of other leaders in the group. Module Three: High Performance Teams—Two Days
  8. 8. www.peopleforsuccess.com.au                             TheAuthenticLeadershipProgram SUMMARY OF PROGRAM The final program in The Authentic Leadership Program guides leaders to successfully implement the organisations’ strategic or operational change objectives. They will gain a deep understanding of the 'invisible' aspects of change that have the power to undermine the change effort and learn how to transform negative energy into positive contribution. The program outlines how to manage a cultural alignment journey, tailored to the specific organisation, to achieve minimal disruption and maximum employee commitment. LEARNING OUTCOMES • Participate in a simulation designed to experience the positive and negative impacts of change. • Explore the external and internal forces that put pressure on the organisation to change its strategies, structure, systems, culture and ways of interacting with customers. • Recognise that successful cultural change programs are driven by leaders whose own vision and values align with the organisation’s vision and values. • Explore the stages of cultural alignment and the impact that strong leadership has on successful implementation of business change programs. • Recognise the impact that change has on team members and how their attitudes, either positive or negative, affects customers and other stakeholders. • Understand, through a respected change model, the stages of the emotional journey people follow when confronted with new ways of operating and why ignoring this often leads to failure of the change effort. • ‘Frame’ (module two) conversations to help team members make positive meaning out of the change and to communicate in a way that is both empathic and direct. • Develop flexibility and personal resilience for change and help others do the same so they accept and embrace new ways of working. • Develop comprehensive cultural transformation and communication plans for guiding people through change. Module Four: Leading Cultural Change —Two Days

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The Authentic Leadership Program is composed of four unique two-day modules. Each module is underpinned by our Authentic Leadership principles, and aligned with the leadership education framework of Leading Self, Leading Others, Leading Teams, and Leading Cultural Change.

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