Frequently Asked Questions

If you have any additional questions about what we do and how we can help you, please contact us.

  • Why is it important to distinguish between the terms “leader” and “leadership”?

    The term leader is often used to describe someone who is in a position with certain authorities and responsibilities. The term leadership is used to describe a set of behaviours where an individual is able to engage willing followers even when they do not necessarily have authority. This is why we often see “leaders” today who do not necessarily exhibit effective “leadership”. Our new business reality requires organizations that have individuals who exhibit leadership at all levels in an organization as opposed to only those at or near the top.

  • Why is “leadership” and “leadership development” particularly important today?

    Leadership at the top may have worked in the past but it no longer works today. The world is a much more complex place today and the rate of change and the challenges that we are expected to respond to are continuing to increase. Moreover, the nature of change itself is changing creating new and unpredictable environments where old ways of thinking and behaving no longer work.

    In a world of constant change and uncertainty people need to be focused on what is most important and are bringing the best of their skills and abilities to the workplace. This only happens when people are engaged through strong leadership. In fact, research shows that a leader’s style influences 50 to 70% of the climate and the climate, how individuals feel about working at an organization, can account for 20 to 30% of business performance (Goleman, 2008). That is a sustainable competitive advantage for any organization. Leadership development is no longer a choice for any organization - it is a necessity.

  • Why are some leader’s great managers but struggle with showing effective leadership?

    Much of our traditional education in school and on the job focuses on developing our technical and management skills as opposed to our personal and interpersonal effectiveness. A foundation that has its roots back in the industrial revolution. In today’s complex world management skills are important but they are only part of the equation to be successful. The key difference is that we manage “things” and lead “people” so leadership and management are two distinct skill sets. Two skills sets that some people often confuse as being the same thing.

    Where we continue to fall short is in providing our people with tools, techniques, coaching and training and development that enhances their personal and interpersonal effectiveness and not just their technical skills. Therefore is it any wonder why people struggle with showing effective leadership if they have never learned how to do it or it is expected that it will simply come together for them at some point in their careers when they are given direct reports? Successful organizations today focus on leadership development as a strategic necessity.

  • How does Emotional Intelligence (EQ) assessment, coaching and training and development help in developing effective leaders and the leadership skills that are required by individuals at all levels in an organization?

    Emotional Intelligence (EQ) is distinct from IQ, or cognitive intelligence, a term that we more often associate with technical competence and is the gateway to better understanding and tapping in to our ability to show more effective “leadership”.  When we explore EQ we start to assess and develop aspects that include:

    • What is our overall level of self-awareness?  Healthy self-awareness allows us to be more conscious and intentional, make smarter choices and better manage ourselves in any situation that we may find ourselves in.
    • How effective are we at building and maintaining successful relationships with others?  Today’s complex business world involves the necessity for teamwork and getting work done through people.  This is more likely to be effective when we have healthy relationships with others where they feel engaged as opposed to disengaged when they are working with us.
    • How well do we manage and respond to stress?  Stress can be energizing or debilitating.  How we respond to and manage our stress when it is energizing or debilitating – and the ability to know the difference - is a critical aspect of our emotional intelligence. 
    • What is our capacity and resiliency for ongoing change?  Our complex business world continues to change at an exponential rate.  Our ability to adapt to and thrive during these changes is an important part of our emotional intelligence. 
    • What is our overall level of self-motivation?  Emotionally intelligent individuals do not wait for things to happen in their lives, they are self determined and take the initiative to make things happen. 

    Taken together, these perspectives provide us insight into our overall level of emotional intelligence (EQ).

  • The need for Leadership Development and Emotional Intelligence (EQ) makes intuitive sense but “how” do we do this?

    Explore our site to learn how we can assist you with assessing and developing emotional intelligence and developing the leadership skills of your people. Then please contact us to learn more how we will provide a customized solution that will best meet your needs and address your key business challenges.