Leadership and organisational development.

A team of experienced leaders and research academics have created an innovative and accurate approach to developing leadership in the 21st Century that moves away from theoretical leadership discussions and delivers accurate leadership profiles.  The result is a unique, people centric and scientifically researched definition of leadership linked to an accurate data-based assessment and diagnostic product.  This is the result of several years of study and development as well as many years of curiosity and experience. 

This is a new approach to leadership development.  We use a combination of leadership experience, research and science to move away from unproveable theory and subjective judgement to deliver a definable product with unlimited application. For individual leaders looking to maximise personal development and results or for organisations wanting to analyse leadership and its effects across an entire structure or business, this will redefine understanding and development.

The work has proved that team members’ perceptions of a leader and leadership behaviours will define their motivation, willingness to follow, loyalty, output and mental health far more than the actual leadership behaviours themselves.  Our application of attribution theory, why and to what degree team members attribute leadership to their leaders, directors or managers, leads to accurate assessments of leaders and leadership in teams, businesses and organisations. 

Importantly, the work is so accurate that individual leaders can define precisely where to focus their personal development to get the most from themselves and from their teams.  Even for leaders and managers of the same grade in the same role, personal leadership development and training will be different.   Our work has developed the Leadership Pathway Audit™ that measures the effectiveness of leadership for any leader or any team and will, over time, chart how leadership changes as any factor of the leader, the team or the situation changes.  Each leader, director or manager gets a unique profile of their leadership of their team and a detailed report on the data and perceptions behind this representation.  There are limitless options for following this with bespoke analysis of an individual’s leadership and for personal development programmes tailored to their profile and organisation.  Equally, reviewing the entirety of a business or organisation’s leadership profiles gives an incredibly accurate view of leadership across an entire company organisation or sector.

This is a new evidence-based approach to leadership that defines and measures leadership and enables leaders and teams to understand and improve their performance.

· The Leadership Pathway adopts a unique, objective, scientific approach. Other work on leadership simply describes how leadership should be, we uncover how it actually is.

· We provide the missing part of leadership work: an accurate assessment of the relationship between the leader and the team that delivers bespoke evidence about, and guidance on, the best way to strengthen the leader and team relationship.

·      The evidence of several years of research and results proves this is what leaders and teams need and want to know.

·  The Leadership Pathway Audit™ can prove the direct link between leadership, organisational performance, staff survey results, absence, stress, anxiety and mental health in the workforce.

The Need

· Leaders want their teams to accept their leadership and to be willing and enthusiastic about the leader. Understanding and explaining how the team responds against all the attributes they are looking for in a leader creates a unique and incredibly useful profile that the leader can use to deliver real leadership.

· Leadership assessment and training tends to be time consuming, only applied to certain leaders and very expensive. The Leadership Pathway Audit™ and the underpinning data and science cuts through the long-winded approaches and re-defines leadership in a simple way, produces a leader’s profile very quickly and defines the precise place to start development and training.

· Other work on leadership concentrates on how leaders should behave, the Leadership Pathway work concentrates on what leadership is and what teams are looking for in their leaders; facts, not vague assumptions or value judgement.

· Teams benefit from a say in how they are led.