- Empowerment Skills
Your journey begins with looking at where you are now and where you want to be, your strengths and your weaknesses, your vision and your fears. You will map out your journey by using the 4 pathways. You will then decide if you have the courage to start.
Courageous Cultures offers a suite of practical empowerment and performance skills which can be built into a bespoke program to support your organisational needs.
Additional support can be added to each empowerment skills to ensure learning transfer and capability at point of work, in the following ways:
- Learning Transfer: How to ensure training >> performance>> growth mindset
- Informal Learning: How to boost performance together >>develop a growth mindset
We use Performance100 software– Software that breaths life into learning
Your role is to stay positive, speak your truth, and be brave.
Leadership is a skill that can be learned and honed with practice. Leadership is critical to organisational and personal success and fulfillment- yet the majority of organisations do not invest in leadership skills- the majority consider that to be a high performer with high knowledge qualifies people to become and be leaders.
For some, this works, for most it does not. and for those who ‘learn’ leadership, they too experience failure- as knowing is not the doing.
Courageous Cultures offers a unique leadership learning experience: It offers the ‘skills’ required that are critical to have before you can lead with respect
As you may have gathered by now, Dr Brene Brown is one of my leadership heroes, and I love her insightful words when talking about leadership.
Leaders must either invest a reasonable amount of time attending to fears and feelings, or squander an unreasonable amount of time trying to manage ineffective and unproductive behaviour.
These pathways make a difference in organisations because they address key business issues and let people know what they should do more of or less of to achieve personal and organisational goals.
It is a process of self-leadership that enables people to gain clarity about who they are, what they are doing, and why they are doing it.
Coaching helps individuals set specific, measurable goals designed to help them achieve desired outcomes.
Most leading organisations have recognised the benefits of integrating coaching with their training and change initiatives. Large-scale deployments and high level accreditation of coaching can be challenging, however when integrated with ongoing skills development and leadership, coaching becomes the ‘glue’ that underpins change, engagement and organisational performance.
Also by introducing coaching as a ‘leadership style’, reduces any knee jerk reaction and perception of coaching being yet more work- to being seen as a way of effectively directing, supporting, and delegating performance and building positive relationships.
The pathways have a strong focus on learning by doing. This includes active coaching engagements, role plays, peer coaching, group learning, supervision of practice as well as cutting-edge classroom sessions.
We achieve this via our Performance100 software
“Better results with less effort and lower cost!”
I’ll bet you wish that people in your organisation performed and better and were more engaged.
Most organisations find that they need to focus on performance and productivity, and yours is no different. There is continuous pressure from inside and outside the organisation for you to be better, faster, and do more with less.
The capability agenda is far bigger than HR and L&D people think it is, and HR and L&D need to step up to this and think of capability in the way that business does, and the way that customers do.
So ask yourself this;
“How many times do you have a task that you know you could do, and you want to do it, but you can’t, because something is missing?