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Transformation Potential – Elke Manjet | Talent Acquisition, Talent & Leadership Growth, Talent Insights & Experience, HR Operations

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Build Leadership Capabilities

Why does it matter for your business?

“Leadership isn’t about exercising power. It’s about using your influence to fuel, inspire, and advocate for others – to serve the greatest possible good. When you commit to your own growth, you simultaneously serve the growth of those you lead and influence.”
The Energy Project, Tony Schwartz

You leaders actions, more than their words, lead the way for people to thrive for the next level. Your leaders impact the talent and customers you can win / retain, your top and bottom line, and hence the success of your company:

  • leaders translate vision and strategy into concrete priorities for their team, ensuring people´s day to day action contribute to the overall strategy and they are encouraged to work across organizational boundaries, including all who can contribute,
  • organizations cannot grow beyond their people´s capabilities. Good leaders identify potential and develop it, helping people grow beyond what they thought is possible, with that extending the capacity to execute and innovate and continuously expand the leadership bench,
  • culture of performance – strong leaders create psychological safety encouraging people to contribute their ideas, experiment and win together, continuously improving.

My services to building leadership capabilities

1. Define great leadership

  • Realistically assess where your leadership capabilities are today across the company (there may be data & feedback to leverage), and define your future leadership aspiration,
  • Define the key leadership values based on the company´s cultural values,
  • Define behaviours for each value, articulating how the values come to life in the daily work as a leader,
  • Based on your aspirations as a business and a culture define leadership expectations (typically 3-5) that embody your values, reflect your desired culture and future business. For each leadership expectation, provide examples of behaviours that reflect what great leadership in your company is, and what it is not.
  • Define metrics by which impactful leadership will be measured.

This work is typically driven with a set of senior leaders across the company, representing the variety of the business and the team.

2. Drive adoption of great leadership across the company

A set of well chosen and designed interventions will drive adoption of behaviours – consider changing behaviours is a journey, a ´one and done´ approach won´t deliver lasting impact. Typically enablement would consist of a series of sessions starting with the senior leadership team role-modelling the change and then involving all leaders in phases. The sessions would typically focus on:

  1. How do these values align with my personal values? Do I feel any contradiction – if yes what are options to dissolve it?
  2. Looking at behavioural examples for great leadership, which ones could I easily apply in my daily work? Which ones seems desirable but not realistic? What prevents me from living this behaviours and what would need to change for it to happen?
  3. Who are the people who will provide me with feedback along the way?

3. Design a leadership learning journey

An update of leadership values, behaviours and expectations may drive the need to design / rework a leadership curriculum ensuring all leaders (including those newly promoted and hired) can live up to the expectations. This curricula can look different depending on where a company is – typically it would include modules enabling leaders to

  1. Grow their business e.g. Craft a compelling strategy and derive tangible goals, Drive profitable business growth, Drive great customer experience and
  2. Grow their people e.g.: Giving & receiving feedback, Identifying potential & growing people, Managing low performance, Shaping great collaboration. 

Beneath more classical learning modules, I will suggest interventions focusing on transferring learnings into everyday work by involving the managers´ manager, the team and peers, as well as agreeing on progress measures.
Consideration: As a single consultant I do not have the capacity to deliver leadership enablement programs at large scale, in this instance I would bring a trusted partner in.Beneath more classical learning modules, I will suggest interventions focusing on transferring learnings into everyday work by involving the managers´ manager, the team and peers, as well as agreeing on progress measures. 

Consideration:

As a single consultant I do not have the capacity to deliver leadership enablement programs at large scale, in this instance I would bring a trusted partner in.

4. Elevate leadership with AI

AI technology allows your leaders to be much more impactful and focus on the value-adding tasks for their business and their team – AI assistants can e.g. take over operational tasks, coach leaders on specific competencies / for specific work events, and can serve as an always-on leadership copilot helping in all aspects of the job. I can help you with:
  • Identifying the biggest levers for evolving leadership effectiveness
  • Owning the RFP to identify the best solution
  • Building and executing the adoption plan fully integrated with the technical implementation, including:
    • change readiness assessment
    • identifying the groups impacted by the change and answering the ´Why?´ and ´What´s in it for me?´
    • creating a holistic communication, enablement and adoption plan
    • executing the change focusing on adoption and sustainable impact.
In addition leaders will be required to manage combined teams of humans and agents, Agentic AI’s dual nature as both a tool and coworker creates competing organizational pressures that current management frameworks cannot resolve.

I can help you with:

  • Re-define leadership in this context
  • Define answers to the key questions
  • Hold leadership enablement sessions