How do you get the Leadership Edge?

Keogh’s leadership development programs have become renowned for producing some of the most admired and sought-after executives and leaders. The programs will challenge, confound, captivate, inspire, excite, transform and propel leaders at any level.

Leadership Edge is based on the latest research of what works in leadership development, combined with over 30 years of experience. It’s a process which covers several steps:

  • Self – the first mantra of compelling leadership.  Managing self beyond all others
  • Quantum – utilising all intelligences for lifting performance and outcomes
  • Smarts – thinking and understanding holistically and strategically
  • Legacy – shaping a compelling vision and purpose for self as leader
  • Community – engaging the hearts and minds of those around us
  • Worldviewing “reality” through  new lenses to open new possibilities

Frequently Asked Questions

1. What is the purpose of a leadership development program?

A leadership development program can have a range of different objectives, depending on who it is targeting. Some programmes are aimed at entry-level leaders in which case they might cover the fundamentals of leadership. Other programmes may focus on helping leaders transition from operational roles into strategic roles.

Keogh Leadership Development Programs are designed to challenge, confound, captivate, inspire, excite, transform and propel leaders at any level. The ultimate aim is to provide leaders with the necessary tools to lead themselves and others effectively. A program should encourage individual change on three levels, namely: Mindset, Knowledge and Behaviours.

A shift is required in how leaders think, what they know and how they behave. It’s important to recognise that no one size fits all, so leadership development programs need to allow for an individual’s learning style, preferred ways of thinking and unique strengths and talents.

2. Why should companies invest in leadership development?

There is strong evidence to suggest that investing in leadership development pays off. Research by the Centre for Creative Leadership shows that this investment improves bottom-line financial performance, helps to attract, develop and retain talent, and enables the organisation to successfully deliver its strategy as well as effectively navigate change. By inspiring others to perform at higher levels, there is a direct impact on the bottom line. Increased retention rates, improved employee wellness, profits and return to shareholders are all a consequence of good leadership development.

3. What is included in a leadership development program?

A comprehensive and effective leadership development program will go beyond the classroom. It should be informed by the 70:20:10 model of learning where 70% of learning is acquired on-the-job, 20% from interactions with others, including mentoring and coaching, and 10% from formal educational events. A large component of any leadership development program should be raising a leader’s awareness of their self, and the impact they have on others. This is often effectively achieved through the integration of 360-degree diagnostic tools.

Other elements of an effective program would include working with a team to solve an organisational problem or challenge, professional coaching support and mentoring. A focus on physical wellbeing and techniques to manage stress are also important components, as is the introduction of peer learning and coaching.

Leaders should also be supported in effectively conveying the purpose, vision and strategy of the organisation through techniques such as storytelling. Finding their own leadership signature that honours their true self and helps them leverage their strengths should also be encouraged.

4. How is leadership development tracked?

Leadership development can be tracked by several methods including improved retention rates, engagement surveys, the performance of teams, increased innovation, productivity and bottom-line figures. Additionally, the inclusion of 360-diagnostic tools can also help individuals assess their progress, by completing the diagnostics at both the start and completion of the program (6-months apart as a minimum). A whole-of-organisation leadership development program should also start to shift performance and potential ratings.

5. What are the key leadership skills?

Leaders of the future will bring with them a mindset of curiosity and a hunger for learning. They will demonstrate strong empathy, be able to manage complexity and ambiguity, and leverage purpose and meaning to motivate others. They will be comfortable delegating, and growing and coaching others. They will be skilled at bringing people together to collaborate and recognise and leverage the value of diversity and inclusion. Creating a safe psychological environment where teams feel safe to speak up, experiment, and fail, will be key for leaders now and in the future. Additionally, leaders need to be able to constantly disrupt themselves, and the businesses they lead, to survive and thrive. They will be personally resilient and know how to build this in the teams they lead. Motivating and leading distributed teams will also be vital.

6. What are the top leadership development goals?

The penultimate goal of Leadership Development is to grow and develop your people in all areas, resulting in renewed energy and the capacity to achieve at a higher level than they previously could. This in turn dramatically increases the performance of teams and ultimately the business at hand.

A clear path to business goals and objectives, and an ability to achieve these goals, makes the investment in leadership development essential. Building strong emotional intelligence is an important leadership development goal. Research suggests that emotional intelligence accounts for approximately one-third of leadership effectiveness.

"Their involvement since has been more open, honest, and as peers of the board."

Ian Kuchel | Director, GPA Engineering

Watch video