What we do
Isn’t it strange how many of us feel lost, frustrated, angry and even let down on a daily basis? We don’t tend to talk about it as we consider our organisational side to be a weakness.
Even more, isn’t it strange that what makes us human can be seen as something that is less desirable at work?
Roughly 50% of who we are is genetic and about 40% is set by the time we are 25. Keeping that in mind, how do we create room for the person we are now or that we work with/or for right now? Asking people to change is like rolling a rock up a hillside covered in slippery goo – an exercise in futility.
Who we are is expressed in our behaviour, to a large extent, based on what our environment allows. Who do you allow others to be, or yourself for that matter?
Can you be yourself? We know that one of the biggest stressors at work is conforming to behaviour that is contrary to who we are. Are you able to live your passions at work? Is your purpose hijacked instead of utilised?
Being able to find how the puzzle pieces fit together is not merely an exercise in skills matching, we also need to ensure people give each other the room and allow for our best selves to emerge. This is what we call our Exponential People Architecture
We often hear leaders cannot be leaders without followers. If we are mandated to have a seniority over those we manage, are we then also leaders that people will willingly follow?
Leadership is based on the context of where we find ourselves and the needs of those we lead. To ensure we know what is required of us, we may need to reengineer some of the things we do. In our Exponential Leadership Architecture programme we look at what your specific context needs whilst giving you tools and interventions that leads to a practice of leadership that can adjust not only to where you are today, but also where you would like to be tomorrow.
In this we use three different aspects of Exponential Leadership. We help you find your unique leadership perspective and help you to find your best leadership intervention opportunities.
When we can see what needs to be done (perspective) and we identify the most impactful interventions, we need to understand how to best communicate that to those we serve. Have you found your unique voice, your adaptive perspective, and your unique blend of interventions to garner both loyalty and understanding what those you lead really need?
Have you found your uncomfortable comfort spot yet? Where you can exist comfortably while the world shifts around you? What does your Exponential People Architecture look like?
Teams are special. We try and bring people together from different walks of life, cultures, background and so also people that have had different experiences shaping them into whom they are today. This includes traumatic events that create strange behaviour and triggers, as well as coping mechanisms and reactions that are deeply engrained. We know that neuroplasticity allows us to modify what our brains do, but we also need to understand that this is not a panacea – we cannot rewire the brain completely.
With our Exponential Teams Programme, we look at what makes each team unique. Each person has a unique contribution to make that is more than just a behavioural analysis. How do you create a work environment that feels safe and where people can show who they are and what they can offer? What is the most unforgettable thing you know about those next to you?
Teams are about the strings that bind us together and the things that threaten to sever them. We often see that with teams in conflict that both are present, but people are blissfully unaware of what precisely causes there breaks. We help teams find the perspective they need to help, to leave space, and to celebrate some of the unique capabilities such as the ability to see how others feel. Something that varies a lot from one person to the next, but is not only overlooked but key to the way we engage with each other
When we know what gets in the way we can use the interventions that allows us to bring it to light and take the actions we need to ensure improved team communication and performance growth. Once you have done every program to build your high performing teams and keep on pushing and prodding to optimise it, maybe it is time to let the team speak, show and be who they are. The beauty of leading teams in this way is increase performance, better team cohesion, and long term mental health improvement.
What is your team perspective, favourite effective intervention, and piece of communication?
Sometimes we feel as if we are alone in this world, not connecting, not belonging, or out of place.
Being able to shift our perspective to allow us to see ourselves as the whole person we are and just the reflection we think we see in others, gives us a way in which to allow ourselves to be more whole.
During our lifetime our brains develop by building on what has gone before. That also means we need to accept some of who we are and if we really want to change something we need to expend the effort.
It sounds easy enough, but we all find it hard. Just try drawing faces with emotions and labelling them and see how far you get. 5? 10?15? If labelling and articulating other’s emotions is already difficult, how much can we articulate about ourselves?
Finding ways in which we can say what we really mean, and feel is hard. The vocabulary is often difficult to find. Trying to express what we are passionate about, in a way that someone else can help us to do more of the same, is also not easy. In our Exponentially You coaching programmes we
help people find their voice, and how to express that in a way that helps not only yourself but also other to connect with you.
We even have a special programme called Geekspeak where we help individual take the complex idea and explain it in ways others can understand. Brining value to an organisation is often not only in your specialisation or skills, but more often in how you can bring your ideas to light and get them noticed.