You are wanting to reduce friction in your team/s.
You are losing time dealing with people issues when you could be doing the work you are employed to do.
You are noticing your team feels awkward and people are disengaging.
You are worried good people will leave your team and concerned about the time and energy needed to replace them.
You are concerned that when you offer someone feedback - they will take it personally and the relationship will be damaged.
You are worried that when you hold people accountable or make unpopular changes, someone will put in a complaint about you.
Maybe I'm just not leadership material.
Shakeable: Leaders who are shakeable have the highest risk of bullying, harassment, and stress claims. They feel dis-empowered and dis-engaged. They react to challenge and change. They need to focus on care because they are in danger of burnout or leaving the organisation.
Stressed: If leaders are feeling stressed their productivity and engagement is reduced. According to Dr. Bruce Perry, connection is the best buffer to stress. It’s important they connect with themselves, their purpose, their teams, and their organisation.
Stable: Leaders at the stable level have good days and bad days. Their leadership is inconsistent. Their confidence is on rocky ground. It’s important they build up their confidence to avoid slipping down into the stressed or shakeable level.
Strong: When leaders are strong, their next challenge is increasing their courage to have the often-difficult conversations that need to be had, and back themselves as they make courageous leadership decisions. They courageously face challenge and change head on.
Unshakeable: Unshakeable leaders have the lowest risk of bullying, harassment, and stress claims. They feel empowered and engaged. They have choice in how they respond to challenge and change. They are in the best position to support and develop their teams.
Mindset: Concentrates on the leaders developing useful beliefs, thinking styles, and increasing flexibility in their thinking. The benefit will be leaders who are more open to listening to others, more agile in their approach, and more self-aware.
Power: Focuses on the leaders’ power to choose and be responsible and accountable for their beliefs, emotions, actions, and words. This means they are more likely to provide useful feedback and hold others accountable. They will have the courageous conversations that many leaders avoid.
Esteem: Explores how the leaders choose to value themselves and consider themselves as worthy. They learn to separate their self-worth from their performance as leaders. This means they are better equipped to receive feedback and make the changes suggested to them to take their leadership skills to the next level.
You lead a team with one or more ‘big’ or ‘interesting’ personalities.
There is current and/or a history of high conflict.
You are leading a newly formed team, e.g., because of a re-structure.
You are a new leader and you have inherited some ‘interesting’ team members.
The teams/organisation has experienced significant change.
The team is about to experience significant change.
Your team faces potential abuse from customers/stakeholders.
The team has had a lack of leadership/haven't been held accountable in the past.
You have moved from peer to leader.
You lead a team that is fearful/resistant to receiving feedback.
Lead a high performing team.
Your team already has an empowered culture.
Your team communicates respectfully with each other and others.
Your team has culture where feedback is respectfully offered and graciously received.
Your team is well connected with each other, the organisation and community.
Increased resilience and empowerment in times of uncertainty.
Reduced levels of stress.
The confidence and skills to offer useful feedback.
Increased confidence to have courageous conversations.
The skills to support and move your team from chaos to calm.
You will be surveyed to identify where you are on the Unshakeable Scale. You can also use this measurement with the team you lead to discover the level of risk within your team. This helps to identify any gaps and informs us of the specific areas of the content. This ensures the program is aligned with the very specific to your outcomes.
These are highly interactive, engaging sessions where you have the opportunity to connect, collaborate and ask questions. Content is delivered and you are supported to apply to your own specific leadership challenges.
Sometimes leaders face an especially difficult situation, and you might have an urgent question. Contact between sessions provides an opportunity for you to reflect on the information, apply to your own specific challenges are share your learnings. The between session support provides opportunities for you to ask questions in real time. The additional support creates an environment for implementation of your learning.
As well as receiving a copy of ‘Unshakeable at Work’, you will receive additional resources to support your growth and development. A carefully selected collection of books, articles, links to Ted Talks, Podcasts etc will be provided after each session. That way, you can choose to dive deeper on the content – or not.
