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Tag Archives: Supportive Leadership



If you want to have successful teams in your organisation, make sure you have successful leaders.  What do I mean by this you ask?  The way a team is led will have a major impact on the success or otherwise of the team.

What do I mean by this you ask?  The way a team is led will have a major impact on the success or otherwise of the team.

In fact, when I asked team members from within a large financial institution what they wanted from a team leader they identified the following values they would like their leader to hold.

What do I mean by this you ask?  The way a team is led will have a major impact on the success or otherwise of the team.  In fact, when I asked team members from within a large financial institution what they wanted from a team leader they identified the following values they would like their leader to hold.

  • Trust
  • A commitment to their staff as well as the task
  • The willingness to support and serve the team
  • Inspirational leadership, combined with energy, enthusiasm and appropriate expertise
  • The guts to take responsibility rather than pass the buck
  • The glue to make the team come together and operate as a team
  • A willingness to have fun!

I’ll explain each of these in more detail. (more…)


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Many of the defining characteristics needed for effective leadership -- like having a vision, integrity, commitment and resilience – are innate. Happily, another quality, as essential for success as the others, can be learned.

It is the ability to mobilise a fire-in-the-belly effort among employees to help the leader realise ambitious goals. This quality can be acquired by observing the behaviours of leaders who deploy these skills, by being coached or incrementally with "stretch” efforts by the leader to generate the needed employee commitment.

The power of the leader’s position alone cannot command enthusiasm and dedication from today's workforce. Instead, employees must be convinced that the leader’s objectives are achievable, understand that meeting the goals will provide a personal payoff and be inspired to make their own full force contribution.

To generate the needed support from everyone in the organisation, the leader has to put his leadership on parade: He must be visible, crystal clear about his message and take every opportunity to demonstrate, live and in person, his passion for his goals. Unless he shows how deeply he cares, few others will care and his plan may be seen as another flavour of the month.

(more…)


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As a leader, how you behave has a major impact on others.

This questionnaire is designed to help you gain some further insights into your behavioural preferences and their impact on others.

It is based on the belief that the greater our self-awareness the more effective, positive and beneficial our impact can be.

The questionnaire is in three parts:

Part 1: Emotional Intelligence;

Part 2: Personality Preference;

Part 3: Action Planning

You are asked a series of questions which you are asked to score, reflect upon and create an action plan for improvement.

To download this activity, click on the following link: Personal Reflection Questionnaire


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McKinsey report that executives can thrive at work and in life by adopting a leadership model that revolves around finding their strengths and connecting with others.

They have conducted interviews with more than 140 leaders; analysed of a wide range of academic research in fields as diverse as organisational development, evolutionary biology, neuroscience, positive psychology, and leadership; held workshops with hundreds of clients to test their ideas and undertaken global surveys.

Through this research, they have distilled a set of five capabilities that, in combination, generate high levels of professional performance and life satisfaction.

The five capabilities are:

  • Meaning
  • Managing Energy
  • Positive Framing
  • Connecting
  • Engaging

To find out more about how centred leaders can achieve extraordinary results Click Here


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Leadership has been in the spotlight as never before, as people around the world look to their leaders in all spheres of social, political and organisational life. Rather than help, though, leaders often seem to be part of the problem.

When it comes to politicians, fingers are often pointed at the leaders of political parties for failing to provide a clear vision, for their personal moral failings, or for their inability to deliver on their promises.

Theresa May, the UK prime minister, was widely blamed for the Conservative party’s poor performance in the country’s 2017 general election. Her robotic mantra of “strong and stable” leadership was much-criticised.

Meanwhile, a seemingly never-ending flow of news reports catalogue US President Donald Trump’s alleged lies and question his fitness for office. Conversely, there has been a growing trend for politicians around the world to back or block policies for moral, as opposed to economic reasons.

In organisational settings, we often hear that levels of trust in leaders are at an all-time low in the wake of the financial crisis, a series of corporate scandals, and the ongoing challenges faced by employees in securing “good work”.

Although we inevitably hear most about high-profile cases of failure, leadership is not a process that just takes place at the top of the hierarchy. If we want to know about leadership and how it works in an organisational setting, we also need to look at how leadership behaviours and attitudes are diffused throughout the whole organisation.

If we want to know about leadership and how it works in an organisational setting, we also need to look at how leadership behaviours and attitudes are diffused throughout the whole organisation.


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Receiving effective feedback, both positive and developmental, is very helpful to anyone at work.

Feedback is valuable information that will be used to make important decisions. Top performing companies are top performing companies because they consistently search for ways to make their best employee even better - and providing them with effective feedback is an important aspect of achieving this.

This toolkit can help you and your team colleagues review and develop your feedback skills. It provides you with:

  • Examples of different approaches to giving and receiving feedback, and
  • Tasks and activities that can use with your team.

To download this toolkit, click on the following link: Feedback Toolkit


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