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The Fearless Culture

Leadership Programmes

Proven, World Class, Cost Effective Leadership Development at your fingertips

Individual

High-Performance Fearless Leadership Development

Teams

High-Performance
Fearless Development

Leadership Teams

Fearless Leadership
Team Development

Online Delivery

of Individual and
Team Programmes

Individual

High-Performance Fearless Leadership Development

Leadership Teams

Fearless Leadership
Team Development

Teams

High-Performance
Fearless Development

Online Delivery

of Individual and
Team Programmes

.01

Individual

High-Performance Fearless
Leadership Development

Contents:

  • Programme introduction and contracting
  • Fearless Leadership for a VUCA world
  • The 3Ps and ACT
  • Purpose and its importance
  • Performance = Potential – Interference
  • Personal Leadership Values

Contents:

  • How fear gets in the way
  • Neurophysiology of leadership
  • How we create our own reality and can change it
  • Active Presence

Contents:

  • Active Presence (2)
  • Breathing
  • Peripheral Vision
  • Act versus re-act
  • Freeing yourself from negative triggers

Contents:

  • Importance of Leadership Purpose and Positive Intent
  • Trust – there is no such things as ‘distrust’!
  • Creating a positive intent – for other, for self
  • Dynamic versus Brittle Resilience

Contents:

  • 3Ps to ACT (Awareness, Connection, Transformation)
  • Different worlds, different perspectives
  • Creating fearless relationships

Contents:

  • Parent-Adult-Child
  • Living my Adult 
  • Creating ‘A2A’ relationships
  • Creating an ‘A2A’ culture

Contents:

  • Emotional Intelligence
  • Conversational Intelligence
    • Judith Glaser’s ‘dashboard’
  • Goleman’s Leadership Styles
    • What, when and how

Contents:

  • Empowering delegation with GRACE
  • Coaching Feedback
  • The Magic of ‘Questions’
    • To connect
    • To manage
    • To de-fuse
  • A library of questions 

1 month later:

  • What’s gone well?
    • Self and others
  • What’s gone not so well?
    • Self and others
  • What have I learned?
  • What Needs To Happen (WNTH)?

Why do I need this?

If you can keep your head when all about you are losing theirs and blaming it on you…

This famous quote from Kipling identifies the essential element of all leadership – leadership of self – after all, if you cannot lead yourself, how can you possibly lead others in a way that liberates their and your own potential and highest performance in all circumstances, especially the most pressured?

This effectiveness of this programme has been proven around the world in organisations of all sizes and sectors with leaders young and old, experienced and new, from many background cultures. It covers the three essential areas of High-Performance Fearless Leadership using techniques from well proven psychology to the latest neurophysiology:

1. Leadership of Self

2. Leading Others

3. Leading Teams

The programme consists of 9 x 2-hour sessions, which can be provided face-to-face or online depending on location.

.01

Individual

High-Performance Fearless
Leadership Development

Contents:

  • Self, course
  • Fearless Leadership for a VUCA world
  • The 3Ps and ACT
  • Participants – names, purpose and goal
  • Purpose and its importance
  • Performance = Potential – Interference
  • Personal Leadership Values

Contents:

  • What is fear?
  • Aspects of fear
  • Triune brain: reptilian or human leader?
  • Neurophysiology
  • Negative fantasies and the stories we tell ourselves
  • NLP model and conditioning
  • Change exercise
  • Active Presence exercise

Contents:

  • Active Presence (2)
  • Breathing
  • Peripheral Vision
  • Act versus re-act
  • Presence and Triggers
  • Triggers Exercise

Contents:

  • Importance of Purpose
  • Leadership Purpose and Positive Intent
  • Trust – what is it?
  • Trust Exercise
  • No such things as ‘distrust’!
  • Creating a positive intent – for other, for self
  • Dynamic versus Brittle Resilience

Contents:

  • 3Ps to ACT (Awareness, Connection, Transformation)
  • Different worlds, different perspectives (‘red box/blue box’)
  • Creating fearless relationships exercise

Contents:

  • Parent-Adult-Child
  • PAC Exercise
  • Who and what triggers me?
  • Living my Adult (visualisation)
  • Creating A2A relationships
  • Creating an ‘A2A’ culture
  • Group discussions (exercise)

Contents:

  • Emotional Intelligence
    • Core model
    • 16 elements
  • Conversational Intelligence
    • Judith Glaser’s ‘dashboard’
  • Goleman’s Leadership Styles
    • What, when and how

Contents:

  • Delegating with GRACE
  • Coaching Feedback
  • The Magic of ‘Questions’
    • To connect
    • To manage
    • To de-fuse
  • A library of questions exercise

1 month later:

  • What’s gone well?
    • Self and others
  • What’s gone not so well?
    • Self and others
  • What have I learned?
  • What Needs To Happen (WNTH)?

Why do I need this?

If you can keep your head when all about you are losing theirs and blaming it on you…

This famous quote from Kipling identifies the essential element of all leadership – leadership of self – after all, if you cannot lead yourself, how can you possibly lead others in a way that liberates their and your own potential and highest performance in all circumstances, especially the most pressured?

This effectiveness of this programme has been proven around the world in organisations of all sizes and sectors with leaders young and old, experienced and new, from many background cultures. It covers the three essential areas of High-Performance Fearless Leadership using techniques from well proven psychology to the latest neurophysiology:

1. Leadership of Self

2. Leading Others

3. Leading Teams

The programme consists of 9 x 2-hour sessions, which can be provided face-to-face or online depending on location.

.02

Why do I need this?

Each team is unique.

As soon as people come together they form a dynamic ‘system’ of relationships and subtle/subconscious understandings derived from the interaction of each individual’s personality.

It is the system that determines how the team performs … unfortunately, these processes usually take place by ‘default’, without proper focus on the purpose and goals of the team.

This means that, far from being ‘greater than the sum of its parts’, team performance is usually on 40% to 60% of its potential!

Question:
How do you turn a group of people who work together – well or badly – into a high-performance team?

Answer:

  1. By ensuring full alignment around the team purpose, vision, values and mission
  2. By developing a common language, conceptual framework and experiential understanding of leadership
  3. By ensuring full and transparent understandings of high-performance behaviours and individual commitment to embody them at all times
  4. By developing unique ‘Rules of Engagement’ that make it clear what is acceptable and, more importantly, what is not acceptable as a member of the team
  5. By ensuring clear contracting of each individual member to the team and of the team to each member
  6. By ensuring that all of the above are developed by the team for the team without external imposition

This programme, proven around the world in organisations of all sizes and sectors from many cultures, with teams new and long-established, does all of this. It is intense, dynamic, experiential, practical and fun!

Here’s an outline summary of how, and a short explanatory video:

Teams

High Performance
Fearless Development

Sessions 1 to 4 can take place as a 1.5-day face-to-face workshop (preferable) OR 4 x 2-hour online sessions

Contents:

  • Programme introduction and contracting
  • Leading a Team in a VUCA world
    • Team Formation
    • Paradoxes
    • Handling Elephants
  • Leadership Purpose and Teams
  • Performance = Potential – Interference

Contents:

  • The 3Ps – Presence, Purpose and Positive Intent
  • Fear and interference
  • Neurophysiology of Leadership
  • Escaping negative conditioning
  • Personal Leadership Values

Contents:

  • How to escape from the prison of fear
  • Act versus re-act
  • Parent-Adult-Child
  • EI & Conversational Intelligence
  • Creating ‘A2A’ relationships and cultures
  • “Triggers”

Contents:

  • Purpose, Vision and Mission
  • High-Performance Team Values
  • Team ‘Rules of Engagement’
  • What Needs to Happen (WNTH)?

Sessions 5 to 10 are 2-hour monthly face-to-face or online sessions. The first hour reviews team performance from the previous month. The second hour concentrates on a specific topic crucial for team high-performance.

Contents:

  • What’s gone well?
    • Self and others?
  • What’s gone not so well?
    • Self and others
  • What have I learned?

Specific Topics to be covered when the time is right:

Trust and Positive Intent

  • Trust – what is it?
  • Creating a positive intent – for other, for self
  • Dynamic versus Brittle Resilience

Contents:

  • What’s gone well?
    • Self and others
  • What’s gone not so well?
    • Self and others
  • What have I learned?

Specific Topic: Emotional and Conversational Intelligence

  • Emotional Intelligence
  • Conversational Intelligence

Contents:

  • What’s gone well?
    • Self and others
  • What’s gone not so well?
    • Self and others
  • What have I learned?

Specific Topic: Efficient Delegation, Feedback and Conflict Handling

  • Empowering delegation with GRACE
  • Coaching Feedback

Contents:

  • What’s gone well?
    • Self and others
  • What’s gone not so well?
    • Self and others
  • What have I learned?

Specific Topic: Conflict Handling

  • What is Conflict?
  • The Purpose of Conflict
  • How to ‘Use and Diffuse’ Conflict
  • The Magic of ‘Questions’

Contents:

  • What’s gone well?
    • Self and others
  • What’s gone not so well?
    • Self and others
  • What have I learned?

Specific Topic: Resilience

  • Scharmer’s ‘Theory U’
  • What is Resilience?
  • ‘Flow’ and Performance
  • Brittle Resilience v. Dynamic Resilience

Contents:

  • What’s gone well?
    • Self and others
  • What’s gone not so well?
    • Self and others
  • What have I learned?

Specific Topic: Leadership Teams and Organisational Culture

  • The High Performing Leadership Team – what’s the difference?
  • The Impact of Culture
  • ‘Espoused’ v. ‘Experienced’ Culture
  • Measuring and changing Cultures

.02

Teams

High Performance
Fearless Development

Sessions 1 to 4 can take place as a 1.5-day face-to-face workshop (preferable) OR 4 x 2-hour online sessions

Contents:

  • Self, course
  • Participants – names, purpose and goal
  • Leading a Team in a VUCA world
    • Team Formation
    • Paradoxes
    • Elephants – the ‘Undiscussables”
  • Leadership Purpose and Positive Intent and Teams
  • Performance = Potential – Interference

Contents:

  • The 3Ps – Presence, Purpose and Positive Intent
  • Interference – Aspects of fear?
  • Triune brain: reptilian or human leader?
  • Neurophysiology
  • NLP model and conditioning
  • Personal Leadership Values

Contents:

  • Active Presence (2)
  • Breathing
  • Peripheral Vision
  • Act versus re-act
  • Parent-Adult-Child
  • PAC Exercise
  • EI & Conversational Intelligence
  • Creating A2A relationships and cultures
  • “Triggers”
  • Triggers Exercise

Contents:

  • Purpose, Vision and Mission
  • High-Performance Team Values
  • Team ‘Rules of Engagement’
  • What Needs to Happen (WNTH)?

Sessions 5 to 10 are 2-hour monthly face-to-face or online sessions. The first hour reviews team performance from the previous month. The second hour concentrates on a specific topic crucial for team high-performance.

Contents:

  • What’s gone well?
    • Self and others?
  • What’s gone not so well?
    • Self and others
  • What have I learned?

Specific Topic: Trust and Positive Intent

  • Trust – what is it?
  • Trust Exercise
  • No such things as ‘distrust’!
  • Creating a positive intent – for other, for self
  • Dynamic versus Brittle Resilience

Contents:

  • What’s gone well?
    • Self and others
  • What’s gone not so well?
    • Self and others
  • What have I learned?

Specific Topic: Emotional and Conversational Intelligence

  • Emotional Intelligence
    • Core model
    • 16 elements
  • Conversational Intelligence
    • Judith Glaser’s ‘dashboard’

Contents:

  • What’s gone well?
    • Self and others
  • What’s gone not so well?
    • Self and others
  • What have I learned?

Specific Topic: Efficient Delegation, Feedback and Conflict Handling

  • Delegating with GRACE
  • Coaching Feedback

Contents:

  • What’s gone well?
    • Self and others
  • What’s gone not so well?
    • Self and others
  • What have I learned?

Specific Topic: Conflict Handling

  • What is Conflict?
  • The Purpose of Conflict
  • How to ‘Use and Diffuse’ Conflict
  • The importance of Positive Intent
  • The Magic of ‘Questions’
    • To connect
    • To manage
    • To de-fuse
  • A library of questions exercise

Contents:

  • What’s gone well?
    • Self and others
  • What’s gone not so well?
    • Self and others
  • What have I learned?

Specific Topic: Resilience

  • Scharmer’s ‘Theory U’
  • What is Resilience?
  • ‘Flow’ and Performance
  • Brittle Resilience v. Dynamic Resilience

Contents:

  • What’s gone well?
    • Self and others
  • What’s gone not so well?
    • Self and others
  • What have I learned?

Specific Topic: Leadership Teams and Organisational Culture

  • The High Performing Leadership Team – what’s the difference?
  • The Impact of Culture
  • ‘Espoused’ v. ‘Experienced’ Culture
  • Measuring and changing Cultures

Why do I need this?

Each team is unique.

As soon as people come together they form a dynamic ‘system’ of relationships and subtle/subconscious understandings derived from the interaction of each individual’s personality.

It is the system that determines how the team performs … unfortunately, these processes usually take place by ‘default’, without proper focus on the purpose and goals of the team.

This means that, far from being ‘greater than the sum of its parts’, team performance is usually on 40% to 60% of its potential!

Question:
How do you turn a group of people who work together – well or badly – into a high-performance team?

Answer:

  1. By ensuring full alignment around the team purpose, vision, values and mission
  2. By developing a common language, conceptual framework and experiential understanding of leadership
  3. By ensuring full and transparent understandings of high-performance behaviours and individual commitment to embody them at all times
  4. By developing unique ‘Rules of Engagement’ that make it clear what is acceptable and, more importantly, what is not acceptable as a member of the team
  5. By ensuring clear contracting of each individual member to the team and of the team to each member
  6. By ensuring that all of the above are developed by the team for the team without external imposition

This programme, proven around the world in organisations of all sizes and sectors from many cultures, with teams new and long-established, does all of this. It is intense, dynamic, experiential, practical and fun!

Here’s an outline summary of how, and a short explanatory video:

.03

Leadership Teams

Fearless Leadership
Team Development

In addition to being a high-performing fearless team, a leadership team has additional needs and responsibilities.

Never forget that, as a leader, how you behave will determine the culture of the team and the people you lead…

As a leadership team, the way you work together and the relations you develop will determine the culture of the organisation – as you are, so shall it be, whatever you espouse or communicate through other channels!

So, how do you ensure that as well as being a high-performing fearless team you are able to:

  1. Ensure unified leadership as a team without compromising individual leadership integrity?
  2. Ensure full alignment on the organisational culture that you wish to create and develop?
  3. Exemplify that culture in all you do, from your team relationships to the decisions you make?

Why do I need this?

This programme covers the essential elements of The High-Performance Fearless Team with additional work on creating and leading a truly high-performance fearless organisational culture, using as a primary tool the unparalleled cultural transformation tools of the Barrett Values Centre:
  • The only set of organisational diagnostic tools that allows the integration of the individual, team and organisational levels on a common basis of values
  • Unparalleled in providing a framework in which individual and group transformational work can take place – a clear definition of the actual (as experienced) culture versus desired company culture, and a ‘road map’ between the two
  • Pre-defined company values can be included as a real-time assessment of their effectiveness
  • Generated by leadership team (LT) members by a 20-minute on-line questionnaire
  • Results provide the basis for the development of the behavioural ‘Rules of Engagement’ by the LT with the wider organisation to ensure consistent demonstration of the desired culture (”As you are, so shall it be!”)
  • This increases ownership, accountability and empowerment throughout the LT
  • Reinforces the importance of fearless, high-performance adult-to-adult relationships at all levels
  • Provides the behavioural basis for performance management systems/activities with transparency and clarity at all levels
  • This process creates a culture of empowerment and leadership that will attract and retain, empower and motivate high-performing individuals for the company as it expands.

.03

Leadership Teams

Fearless Leadership
Team Development

In addition to being a high-performing fearless team, a leadership team has additional needs and responsibilities.

Never forget that, as a leader, how you behave will determine the culture of the team and the people you lead…

As a leadership team, the way you work together and the relations you develop will determine the culture of the organisation – as you are, so shall it be, whatever you espouse or communicate through other channels!

So, how do you ensure that as well as being a high-performing fearless team you are able to:

  1. Ensure unified leadership as a team without compromising individual leadership integrity?
  2. Ensure full alignment on the organisational culture that you wish to create and develop?
  3. Exemplify that culture in all you do, from your team relationships to the decisions you make?

Why do I need this?

This programme covers the essential elements of The High-Performance Fearless Team with additional work on creating and leading a truly high-performance fearless organisational culture, using as a primary tool the unparalleled cultural transformation tools of the Barrett Values Centre:
  • The only set of organisational diagnostic tools that allows the integration of the individual, team and organisational levels on a common basis of values
  • Unparalleled in providing a framework in which individual and group transformational work can take place – a clear definition of the actual (as experienced) culture versus desired company culture, and a ‘road map’ between the two
  • Pre-defined company values can be included as a real-time assessment of their effectiveness
  • Generated by leadership team (LT) members by a 20-minute on-line questionnaire
  • Results provide the basis for the development of the behavioural ‘Rules of Engagement’ by the LT with the wider organisation to ensure consistent demonstration of the desired culture (”As you are, so shall it be!”)
  • This increases ownership, accountability and empowerment throughout the LT
  • Reinforces the importance of fearless, high-performance adult-to-adult relationships at all levels
  • Provides the behavioural basis for performance management systems/activities with transparency and clarity at all levels
  • This process creates a culture of empowerment and leadership that will attract and retain, empower and motivate high-performing individuals for the company as it expands.

.04

Why do I need this?

Remote working and geographically-dispersed teams make it necessary to be able to deliver these individual and team programmes in this way.

Zoom online technology means that full group, sub-group and individual programmes can be experienced without the travel, location and opportunity costs associated with traditional ‘away-day’/group events.

Both individual and team programmes cover the essential elements of high-performance fearless leadership.

Individual programmes enable the full customisation of the content to your own unique personal profile and professional circumstances.

Team programmes work in individual, small group and whole team exercises during the sessions to complete the High-Performance Fearless team programme.

Leadership teams build upon the essential high-performance team programme to ensure the leadership responsibilities of the team are most positively and effectively developed and applied.

Online Delivery

of Individual and Team Programmes

This Online High-Performance Leadership Development course is a highly cost-effective and efficient way of delivering world-class leadership development whenever and wherever it is convenient to you or to your team via face-to-face online sessions.

Individual and team programmes (for up to 15 people) are available.

.04

Online Delivery

of Individual and Team Programmes

This Online High-Performance Leadership Development course is a highly cost-effective and efficient way of delivering world-class leadership development whenever and wherever it is convenient to you or to your team via face-to-face online sessions.

Individual and team programmes (for up to 15 people) are available.

Why do I need this?

Remote working and geographically-dispersed teams make it necessary to be able to deliver these individual and team programmes in this way.

Zoom online technology means that full group, sub-group and individual programmes can be experienced without the travel, location and opportunity costs associated with traditional ‘away-day’/group events.

Both individual and team programmes cover the essential elements of high-performance fearless leadership.

Individual programmes enable the full customisation of the content to your own unique personal profile and professional circumstances.

Team programmes work in individual, small group and whole team exercises during the sessions to complete the High-Performance Fearless team programme.

Leadership teams build upon the essential high-performance team programme to ensure the leadership responsibilities of the team are most positively and effectively developed and applied.