Are you a school interested in using MoE PLD hours for PLD with MAM?

Developing a leadership mindset.

Leadership is both incredibly rewarding, yet equally as frustrating and challenging. One of THE most powerful tools in a leader’s kete (basket) is their mindset

Researchers have found a correlation between the identity of oneself as a leader, and one’s ability to think and act as a leader. As one develops leadership skills and competencies, one’s self-belief as a leader grows. Conversely, if a leader takes-on the identity of a leader, they seek more development opportunities and begin to think and act as a leader. Underpinning all of this is a leadership mindset.

Let’s put this into context for you…Sarah has won a position as a team leader after having been a member of the team for five years. She is struggling with the transition of becoming a positional leader of people with whom she has previously worked with at the same ‘level’. Furthermore, she is finding it tricky having to lead people with much more experience than her. 

This is not an uncommon scenario in many workplaces and can be addressed through two major means. The first requires a capability shift from focusing on developing craft capability to then becoming management capable (systems and processes) through to becoming people-leadership capable. The second aspect is an identity shift from follower to participant through to leader. As each of these develop, so too will Sarah’s leadership mindset.

Leadership doesn’t just happen through osmosis or modelling, it is a particular craft that needs to be mindfully developed. I teach leaders the craft of leadership through my Levelled-up Leadership programme

If you are new to a leadership position, or even wanting to develop your leadership capability even further, contact me to book your place on this programme. Numbers on the programme are limited, and places are booking quickly, so secure your place today!

 

 

Middle Leader Coaching and Mentoring

Are you a leader of an organisation or school who is intent on growing your middle leaders, but not quite sure how?

Are you spending time mentoring and coaching them on-the-hop and feel you could be supporting them better?

Maybe with the best of intent, you place them on a one-day course, but these are like a drop in the ocean; they provide some tools, but once back in the face of work, their use can fall-over. This leaves them feeling frustrated and confused, and can sometimes make an even bigger problem for you to deal with, and will eat into your already precious time.

More details here

MA

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