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OUR APPROACH

Leaderplexity

OUR UNDERSTANDING OF TODAY’S LEADERSHIP CHALLENGES

 

Understanding today’s leadership challenges begins by recognizing that leadership is a phenomenon that emerges from relationships and interdependencies between leader, followers and context.

A major challenge facing leaders in today’s volatile, uncertain, complex and ambiguous environment (VUCA) is the need to influence others in multiple and global spaces, contexts and dimensions – and to do so simultaneously.

To address this challenge, we developed the ‘Leaderplexity’ model that offers a broad and multi-dimensional conceptual framework of leadership influence. The model identifies 3 critical components of this influence:

  • Distance – from local to global and from field to top level within the formal hierarchical structure.
  • Scope of influence – from self to the ecosystem.
  • Leadership display – from solo leadership to shared leadership.

The model highlights the importance of building trusted and meaningful relationships as a critical foundation in a complex world.

To promote effective influence leaders must:

  • Bridge the distance- between the different levels and layers of the organization.
  • Expand the influence scope– master the varied aspects of diverse spheres of influence.
  • Extend leadership display- maneuver effectively between exerting solo influence and a shared form of leadership.

WHEN ‘LEADERPLEXITY’ MEETS LEADERSHIP DEVELOPMENT…

 

Our leadership development approach in a complex context is based on the belief that leadership can be developed and is a life-long journey.
We live in a highly results and performance-oriented environment that emphasizes leaders’ “doing” skills. However, to influence courageously and effectively they must also develop their “being” skills, leadership mindset and presence.

Based on our extensive experience, our leadership development processes and programs are designed around a ‘layered framework’ that represents the art of leadership – incorporating “being” and “doing” skillsets required of leaders today.
This framework offers a broad perspective aimed at enhancing influence across 5 critical building blocks of leadership development.

Only after connecting to oneself can an individual connect to others. Thus, we begin the journey by strengthening the individual’s core mindset and presence as a leader. We then proceed to the second building block – the art of meaningful relationships– building the relational infrastructure.

Based on the foundation of trust and meaningful relationships, leaders can identify and release the potential of individuals, teams & units. In order to influence at the system-level, leaders need to cross  the formal boundaries, build networks and acquire the art of connectivity & collaboration. Based on the establishment of all layers, leaders are able to effectively engage in the art of leading disruption & change to create a difference.

CORE – MINDSET & PRESENCE

Who am I as a leader?

My role perception, strengths, uniqueness, passion and life story. Strengthening authenticity, resilience and courage.
Enhancing my leadership presence.

THE ART OF MEANINGFUL RELATIONSHIPS

How do I build meaningful relationships with others and within teams?

Foundation of effective relationships, manifesting authentic leadership, building trust relationships, shaping inclusive teams.

THE ART OF RELEASING POTENTIAL

How can I maximize the potential of individuals, teams and units?

Diagnosing potential and constraints, building platforms for others to grow, creating opportunities for success, conducting meaningful conversations and designing developmental processes.
Building and enabling a developmental culture.

THE ART OF CONNECTIVITY & COLLABORATION

How do I expand and utilize my network?

Establishing meaningful partnerships, building effective networks and inspiring others, breaking the silos.
Being part of a leadership community.

THE ART OF DISRUPTION & CHANGE

How can I generate movement in the system and make a difference?

Developing system thinking, connecting to the strategic organizational level, daring to challenge the status quo and leading constructive change through the power of many.

OUR GUIDING PRINCIPLES

 

We believe that state of the art design, setting and methodology are key elements of effective developmental processes.

Participants undergo a complete learning cycle that includes:

  • Evocative and active experiences that stretch personal comfort zones & capabilities
  • Self and group reflection that deepens awareness and fosters breakthrough insights.
  • Conceptualization that links insights to relevant and updated leadership research.
  • Translation of knowledge and insights into practical personal action and concrete implementation.

* Inspired by Kolb’s learning circle

  • We create a unique structure that enables participants to experience a meaningful discovery process of their authentic leader persona.
  • We enable participants to engage in diverse experiential activities that provide significant feedback opportunities.
  • We design our programs based on updated state of the art knowledge, practical understanding and leadership research (including our own).
  • We believe that leadership is embedded in and influenced by context. Therefore, we aim to bring the organizational realm into our programs and to define specific leadership challenges and coping strategies. This enables participants to implement key learning points quickly and effectively.

 

We achieve this through….

 

PERSONAL LEARNING
AUTHENTIC CORE

Leaders must be true to themselves in order to be effective and resilient.
We help participants explore their own leadership roots, purpose and authentic self.
This discovery is very empowering and helps participants maximize their leadership potential. We achieve this by creating a candid and caring space for personal growth

EXPERIENTIAL LEARNING
LEADERSHIP IN MOTION

Experiential learning is learning that ‘sticks’.
We create unique, creative and diverse experiential platforms that include indoor and outdoor activities and quests.
These enable participants to experience diverse situations representing a wide range of leadership challenges and triggering impactful questions.
This offers participants an opportunity for meaningful exploration and learning about both personal and group influence.

PEER AND GROUP LEARNING
GROWING TOGETHER

Leadership is a group phenomenon, and leadership development is therefore most effective in a group setting.
We create varied group spaces for participants to build authentic relationships and receive real-time feedback from their peers.
Together they explore their individual leadership style and establish a trusted leadership network within the organization

PRACTICAL LEARNING
"BEING" AND "DOING" SKILLS

We all have two fundamentally different yet complementary modalities or dimensions within us – doing and being.
These are comprised of competencies that can be developed. In a complex world being and doing skills are essential for high-performance leadership, enabling leaders to cope with the tensions inherent in our current reality.
We help participants acquire:
- "Doing" skills: actions and practices that impact others and create reality
- "Being" skills: personal beliefs, energy and presence that impact others