This is the final post in this 10 part series about becoming a person centred leader. This one is about working with people, which you will notice, is the thread that both connects all of the behaviours we have talked about in the series (see the reminder below) and is underpinned by them all. It is at the centre of person centredness if you like. Perhaps I should have presented it first!
In fact by engaging in the behaviours below, we are, by default, working with people.
The environment created through Person Centred Leadership of being collaborative and inclusive, respectful of individual’s values and aspirations, utilising people’s strengths and acknowledging their achievements and their potential enables people to achieve and feel satisfaction and connection. It enables them to grow and learn – two things so important to progress and change in business and organisations.
I have learned from my experience with individual leaders, collectively with leaders and teams and through reading the work of others*, that working with people in a person centred way has the potential to:
And all of these things can positively influence personal, team and organisational achievement, progress and sustainable change. They can influence workplace culture.
Also significantly, working with people in a person centred way, builds a strong foundation for organisations, businesses and teams upon which a range of models, methodologies or tools can be applied or integrated to achieve team and organisational goals, change and growth.
Finally I think it is important to remember that working in this way does require that we know ourselves and are willing to learn about, appreciate, acknowledge, enable and collaborate with others. It requires a high level of emotional intelligence and outstanding communication and enabling skills. It requires commitment to ongoing learning and to helping others grow too. The development of ‘soft skills’ if you like. And it results in a high level of satisfaction. Who wouldn’t want that!
Well, we have come to the end of this series on becoming a person centred leader. Thank you so much for reading. I hope you have gained as much value from reading it as I have from writing it.
I am interested to hear your views and ideas about this post and/ or this series. Also suggestions for future topics so very welcome.
Watch out for the ebook!
* In the work of these authors, coaches and leaders in their field (among others), person centeredness can be found in the context of leadership, although not generally by this name. The writings of these authors have as a result influenced the content of this series and I thank them for their wisdom and their influence: Napoleon Hill, John Maxwell, Martin Seligman, David Rock, Bob Burg, Lolly Daskal, Brian Tracy, Richard Branson, Jim Rohn, Kouzes and Posner, Helen Sanders & Associates, Heifetz, Grashow & Linsky, Don Dunoon.
Strengths Finder Assessment and Feedback
Doing Strengths Finder coaching has enabled me to see how I can make the most of my natural abilities. The test itself outlined 5 particular strengths but it was the coaching that meant I now know how to actually utilise this information. It is going to help me a great deal when it comes to my academic life and in particular how I can study in the most effective way. The coaching helps access the key to knowing your strengths and Deb has helped me devise a plan of how I can move forward with these skills. Her work with me has been vital to the Strengths Finder process and I would absolutely recommend the coaching as vital to finding your strengths.
Family Harmony Workshop for Parents
The course gave a great framework to build a more harmonious family - I find it difficult to explain to my teens why I don't like their behaviour but with this toolkit I am able to articulate this easily and less emotionally, resulting in better communication and a less charged atmosphere. Thanks Deb for the lifeline
Team Building Facilitation and Coaching
As a new Manager to a newly formed team of eight staff, I engaged Deb to facilitate our first team planning day. The objective of the day was to identify a shared vision and to start a process of strategic planning for the next three years. The day was a great success and set the team up with greater clarity of purpose and a framework for future planning.
Deb demonstrated a great understanding of the team, its context and challenges. This was due to her careful and thorough planning and reflections prior to the day. Deb managed the varying levels of engagement among the team exceptionally well; she did this with the establishment of clear ground rules and a sense of trust and respect. Deb listened actively and regularly questioned for greater clarity before reflecting on the team’s contributions.
We ended the day with a clear vision that was shared and in which all members felt they had an investment. Deb followed up regularly after the session to check in on progress and to provide advice about next steps. We were extremely lucky to have been able to work with Deb at this important stage of the team’s development and I would not hesitate for a moment in engaging Deb again.
Angela Hehir, (Manager)
Business Leadership Coaching
Debra's help in getting me to focus on the strategic direction of my business and my work-life priorities has proven invaluable. She has the ability to ask simple questions to create greater clarity and focus in both work and personal goals. Debra is a great listener, follows up on her clients and creates a great support base for her clients through recommending network groups, courses and reading material. For those who want a leadership coach that goes that extra mile,
I highly recommend her.
Yvette Audet, Sport & Recreation Management Services
360 degree feedback and Mentoring
Debra provided feedback on my 360 leader/manger profile. I have taken this style of development tool on two prior occasions and found the feedback underwhelming. This time I found that Debra has an empathetic and approachable feedback style. Previously I have felt very much that I was being placed in a stereotypical box.
I liked Debra,s approach and understood more that the outcomes of the survey reflect a favored management leadership style and this could be flexible. Debra is able to draw out your thoughts on how you feel others perceive you rather than preaching which was a great attribute.
We talked about the outcomes and the way forward and I was left with a comfortable feeling that I could achieve my higher aims. Debra provided positive feedback and kept in contact after the initial interview. Her trouble in organizing some key topic papers and net links was commendable. I hope very much to take Debra up on some future mentoring and would highly recommend Debra’s leadership skill set to you.
Professor Tim Lyons, Newcastle
Concrete personal career goals
I have appreciated my coaching sessions this year more than I can say. Deb has challenged me at every turn which I have loved, making me work hard to find my own solutions during an extremely professionally challenging year. This has been extremely satisfying.
I also now have concrete personal career goals and a plan on how to get there – non existent when I started coaching and really not something I consciously thought I needed. As a consequence I feel more focused and motivated for the next year and beyond.
Finally I would have to say my coaching session with Deb have been an absolute lifeline for me this year, keeping me on track, helping me to grow and learn and ultimately make a monumental shift in my approach and style as a leader. I am very grateful for her time, patience, humor and professionalism – I am certainly am better leader thanks to coaching with Deb.
Bernadette Hollis, Sydney