Between facilitating leadership development workshops, Peter shared with us some thoughts on his work.
Q. Tell us about yourself.
A. I’m an Associate for LKS Quaero specialising in training, leadership, and culture. My background is in electrical engineering, specialising in large and medium heavy industry environments. I’m an experienced organisational leader with a proven track record in developing employees and creating a constructive culture where working productively and continuous improvement is a way of life. When not at work, I enjoy spending time with my family, riding my bike, and swimming.
Q. What have you been particularly enjoying in your work at LKS Quaero?
A. I enjoy working with a variety of industry sectors. We get to help teams and individuals solve all sorts of problems.
Q. Are there any trends in the issues that have been cropping up for your clients lately?
A. One of the most common issues we see in organisations is that training in leadership skills has not always been a priority. We often see that the best technical person has been promoted to a leadership role without any training on the “how to” of being an effective leader. And then of course we see leaders who have been trained in the skills of leadership but they do not have the “will or drill” to carry out what is expected of them, including performance management.
Q. What do you find challenging in your own work?
A. We are always reviewing the content of what we deliver to ensure we meet the needs of the client and this is often quite different for our clients so it is not one size fits all. We tailor each program to ensure that each participant get the right tools to solve the problems they face in their area of accountability.
Q. As a leadership and culture specialist, where do you think leaders should be putting their focus?
A. The most important thing a leader should focus on is providing role clarity through setting clear expectations about what each leader is expected to do and why. Provide feedback on how each leader is meeting (or not) the set expectations and then be able to describe what the future will look like as part of career development for the leadership team. The other aspect of this is to ensure that you have the right people in the right role doing the right work in the right environment that the leader has created.