Building Internal Leadership Capacity

Guest Post

Rawson Verco Need are like many clever businesses looking for people who can have the conversations that matter to help people to thrive and grow.

What we should remember though is that people can do this whilst not in formal leadership positions like being the “boss” or a director. These influencers, through leadership, make an incredible difference to how people feel. Imagine the roles you have had where there was no-one there to encourage you to grow or to smile when they see you during the day… leaders come in many forms and RVN recognised these people in their teams. They also recognised that there is a specific skill set necessary outside what many of us have learnt in previous roles or at uni.

A good process will encourage influence and leadership to be practical, sustainable, and simple. We try to help your people to find “Moments that Matter” so that your culture improves as people make many little and better decisions every day. Here are some examples:

1. Do I put my head down when two people are arguing, or should I have a chat with them?
2. Do I ignore a person who is grumpy and isolating themselves, or do I reach out in a caring manner?
3. Do I enjoy being in a fun group which excludes others, or do I find ways to make it enjoyable for everyone?

These examples highlight the extremes that might make the daily commute to and from work either something which is dreaded or filled with anticipation. You can choose to find ways to support a kinder, more inclusive, and very much more open environment for people to flourish. Developing a set of skills that make having conversations more likely to occur and with better outcomes.

What we notice with our clients is that the skills that leaders and influencers learn through our process were useful inside and outside work. Apart from improving how it felt to be a part of a team, it also helped people on this program with being a parent, a partner, and a range of roles outside of work which were important to them.

It is important to note too, that not every person who goes on this journey make improvements. Some people dig their heels on or choose not to adjust their style. Now why would we bring this up? Firstly, because it is the truth. Secondly, because this is where some of the magic comes out. What is brilliant to see is people on the course calling out poorer behaviour in their peers and those peers either improve or leave. This means that those who remain enjoy the new and improved team feel. Fearing that someone leaves is just not healthy as they:

1. Play games because they really don’t want to be there
2. Bring the mood down to others trying to have a good day
3. Work at a pace which is slower doing only work they choose to do

Craig Need said recently “Our culture is the best it has ever been. We are really grateful for the journey we have taken with The Training Guru. It feels different and that different is better.”

If you are looking for you and your people to have “more spring in their step” when they come in in the mornings and even when they leave at night, think about having a cuppa with The Training Guru. We want to help your people to change the way they think and the actions they take to make working with your organisation enjoyable, satisfying, and a place where they can thrive.

Kathleen and Peter Arbery
The Training Guru