The Hero’s Journey is a metaphor coined by the American writer Joseph Campbell for the process of inner transformation we all have to make to achieve our true potential. The process requires us to develop new ways of thinking to overcome challenges, seize opportunities and inspire others. It is particularly important for leaders in all walks of life to make their journey a success. To do so, they must add great creativity and exceptional 'soft' skills to their technical, managerial and organisational capabilities. Coaching helps them to add these skills by showing them ways to challenge their established beliefs, attitudes and mindsets constructively and purposefully. This will be invaluable experience for the individual and greatly benefit the organisation they work for.
Leaders themselves have to realise that they must change to be successful. This is true for professionals at all levels in companies and organisations. They must be willing to embrace inner transformation and anticipate, manage and enjoy external change. This is what leadership coaching can facilitate and optimise.
We have seen many changes in how we work, travel and live since the COVID-19 pandemic began. Whilst it is not clear to what extent we will revert to our old ways when it has ended, many of us are reshaping our ambitions, expectations, and ways of working for the long term. Some people speak about “when we get back to normal” but it is likely that for many, things will not return to their previous state.
The pandemic, new technologies, environmental issues, and the generational shift as baby boomers exit the market are powerful forces that are helping to shape the future. They are already forcing current leaders in business, government and social organisations to change their mindset and behaviour in order to deliver success. This is true at all levels in organisations - from team leader, to department leader, to C-suite leader and all the way to the Board of Directors. These forces are also influencing how new leaders are recruited and rewarded.
As the pace of change in the world quickens, leaders still have to be competent and have the determination to 'deliver' but, increasingly, they are having to be more agile, creative, and cooperative than were the leaders in the world that is passing. They are also having to manage staff in a way that shows much greater commitment to fairness, inclusion, and diversity. Some leaders will fear this new reality. They will try to hold on to the old ways but will find it increasingly difficult to be successful. Others though will embrace the new era, take an active part in shaping it, and thrive in it.
Leaders often have to manage teams that include people who realise the need for change and people who doubt its value. Team members who welcome change will probably be highly talented and may leave the company or organisation they work for if change does not happen or is slow. To manage teams of people who hold differing attitudes on the need for change leaders must show much empathy and emotional intelligence, especially in encouraging people who are 'set in their ways' to expand their knowledge and skills.
We often hear from our clients that their managers pay little attention to their desire for personal growth and development. This is usually the case when the top managers of companies do not acknowledge that they themselves need to grow personally. When people think they do not need to change, they are unlikely to encourage others to do so. Companies and organisations that are led by people who refuse to acknowledge the need for personal growth and development will struggle to achieve their objectives, especially in a period of global transformation.
Investing in personal growth will play a key role in enabling the leaders of the future to realise their full potential. This will improve the overall performance of the teams they work in and drive the creativity, innovation and communication that will be needed to shape the 'better tomorrow' we are all striving for.
We are happy to cooperate with companies, government departments or social organisations who are interested in providing their leaders with coaching. We are also happy to work with leaders who are acting on their own initiative in seeking leadership coaching. To maximise the benefits of coaching, people who become our clients must be personally committed to the coaching process. This means that independence, personal motivation and responsibility, freedom of expression, flexibility and trust in the relationship between us and our clients must be paramount at all times in the coaching process.
We provide coaching to people who have a leadership role - no matter how junior or senior that role may be - and to people who have been earmarked for leadership or who want to develop their leadership skills. For all the people we work with, the journey starts with each person having the courage to transform themselves first and then help to inspire and empower others to do so.
Our leadership coaching packages can help our clients to:
- Get a deeper understanding of who they are
- Become aware of their attitudes and beliefs
- Develop their personal purpose and mission in life
- Develop a balanced and positive mind-set
- Improve their ability to communicate with all stakeholders
- Develop emotional intelligence
- Develop new success habits
- Improve confidence and tolerance of failure/setbacks
- Develop flexibility of responses
- Raise their level of happiness and joy
We offer a free of charge Leadership Review Strategy Session (LRSS). To book your exploration call and start your journey towards personal transformation please email us at contact@oxanabristowe.com
We look forward to hearing from you!