By supporting their growth from the outset, organisations can better prepare them to take on greater responsibilities and build continuity in leadership.
At LKS Quaero, we are committed to helping leaders to develop their emotional intelligence through comprehensive assessments and targeted coaching. This empowers them to lead with empathy, resilience, and authenticity, driving organisational success.
That's why it's so important socially for us to value persistence; it builds more satisfied human beings who are better at doing what they need to do, and who value the journey.
By organising authorities to ensure decisions are made efficiently at the lowest viable level, organisations can unlock their full potential and achieve sustained success.
From 30 July to 1 August 2024, in Singleton NSW, we're running a Site Safety Supervisor program open to anyone who'd like to sign up. Successful completion of the course results in a statement of attainment for four units of competency from the RII30120 Cert III in Surface Extraction Operations.
This phenomenon occurs when individuals intentionally underperform or manipulate situations to their advantage, ultimately impeding the progress of the team or organisation as a whole.
Having shepherded hundreds of students through our programming, here’s our advice on how you can get the most out of your leadership development journey.
By leveraging the strengths of both AI and human beings in a thoughtful manner, businesses can foster stronger connections and deliver exceptional service tailored to individual needs.
Sam Robinson, Nathan Farr, and Chally Kacelnik got together to talk about Nokia's strategy, and how they went from top to bottom and on the rise again.
Strong relationships are the foundation of a successful organisation, and a leader who can build and maintain genuine relationships with their team, stakeholders, and clients is more likely to achieve their goals.
Sam Robinson, Nathan Farr, and Chally Kacelnik got together to talk about one of the most persistent issues we see: gaps between individual roles and their links to organisational strategy.
Spillover bias can cause you to perceive more diversity than is actually there: "people who observe one kind of diversity are likely to think a different kind of diversity is present".
Here's Senior Consultant Chally Kacelnik’s advice on attributing mental states to others in order to get the right outcomes and smooth the path of human interactions - it's about applying what's known as theory of mind.
We're running a mix of in person, virtual, and hybrid leadership development programs right now, and we're tracking lessons from each format to the benefit of our programming over all.
Our Managing Director, Sam Robinson, is in the June issue of the Hunter Business Review. Read Sam's article about how to get the right training for your team.
Here's our Managing Director, Sam Robinson, on creating clarity for your team by setting fair and consistent social, technical, and commercial expectations.
Sometimes you don’t know what you think you know. With a little humility and curiosity, a good organisation will build learning and interdependency into how work gets done.
If you ever get the chance to go somewhere exciting, I say go for it! Apart from the great memories, you’ll be able to learn from that experience for many years afterwards.
It’s all too easy to assume that you and others are on the same page – or that your own understanding of a purpose won’t shift over time if it isn’t documented
What works is presenting a toolkit where a person gets to choose what to do when, time to reflect and try it out, stories and support, raw honesty, and a lot of courage.
The common phrase "everyone's replaceable" is such a misnomer. Yes, you might be able to replace a hardworking employee who knows how to do everything right, but at what cost?