We develop leaders' consciousness so they can increase performance, navigate their organisation through a decade of transformation and raise the consciousness of their teams, organisation and society. This enables them to gain more sophisticated skills, thrive during uncertainty and complexity and be better able to use their leadership to lift society onto a regenerative path.
This decade will bring significant transformation to our society and organisations, whether we like it or not. To avert climate change, society needs to transform. If we don’t avert climate change, society will be transformed. To avert climate change and address the other multiple environmental, social and mental health crises facing society today, we are now beginning to embrace a regenerative lifestyle as a society.
Organisations that can navigate through the chaos of societal transformation and serve a society that is embracing a regenerative lifestyle will continue to thrive. Those who try to remain focused on business as usual will become overwhelmed and lose their social license to operate.
To succeed, organisations now need leaders who can work with complex interconnections, spot the patterns that emerge from the chaos of societal transformation, behave flexibly to effectively respond to emerging situations, have the emotional resilience and compassion to support their own and other people’s anxiety with change, and, ultimately, serve society by lifting societal consciousness onto the regenerative path.
How leaders respond to the multiple crises society is facing can be considered in terms of a continuum from ‘business as usual’ at one end to ‘consciousness leadership’ at the other. Their response depends largely on their stage of consciousness development.
Business As Usual Leadership: Leaders who have not developed their consciousness will become overwhelmed by the crises their organisation is facing in society. As being overwhelmed is threatening to their self-image, these leaders will go into denial and focus on ‘business as usual’. This allows the leader to continue to be successful in launching new products, striving to achieve sales figures, finding ways to increase productivity, etc., with little regard to their environmental, social and psychological impact.
Sustainability Leadership: Leaders who have recognised it makes good business sense to contribute to solving societal problems will launch sustainability initiatives. However, without consciousness development, many leaders will employ linear ‘cause and effect’ thinking, implementing these initiatives in isolation rather than as part of an integrated system. Sustainability becomes a ‘bolt on’ to ‘business as usual’.
Regenerative Leadership: With a higher level of consciousness development, leaders will apply more systems thinking to see sustainability as an integrated part of their organisation’s purpose rather than a bolt-on. In doing so, they will ensure their organisation regenerates all types of capital alongside the financial, such as social, psychological and environmental. They will recognise that all these types of capital are interconnected and the regeneration of one can be used to facilitate the regeneration of the others.
Transformation Leadership: To lead an organisation through this decade of societal transformation will require the leader to have the capability to work with complex interconnections, spot the patterns that emerge from the chaos of societal transformation, behave flexibly to effectively respond to emerging situations, have the emotional resilience and compassion to support their own and other people’s anxiety with change. This requires a high level of consciousness development.
Consciousness Leadership: Ultimately, if society to adopt the regenerative lifestyles needed to avert climate change and address all the other environmental, social and psychological crises, organisations need to develop leaders who can navigate through the chaos of transformation and use their leadership to serve society. Only then will they be able to lift the societal consciousness onto the regenerative path.
Leaders develop their consciousness in the workplace, not in conference centres or training rooms. They develop by facing a challenge where their current perspective will not provide a solution. By overcoming the challenge a new perspective emerges and they transition to a higher stage of consciousness. This allows them to integrate and use new leadership knowledge and skills. To make this transition effectively, we ensure leaders face the right challenge and are first need to be prepared and then supported.
- Knowledge - Pre-reading to provide the theoretical underpinning to the new leadership skills.
- Skills - Workshops enabling the practice of leadership skills that deliver the brand in a challenging and safe environment.
- Psychological Capability - Activities enabling leaders to gain greater capability in how they think, feel and behave.
Leaders are guided to find and take on a business project that provides a developmental challenge that is appropriate for their stage of psychological growth.
As facing a developmental challenge causes anxiety until the next stage in their development starts to emerge, the leaders are supported by working with a coach and participating in action learning groups.
We have delivered a range of leadership development programmes for the Costain Group Plc. Download the Costain Leadership Development Case Study here.
Contact us to chat with one of our team about a leadership development programme in your organisation.