"Leadership is communicating to people their worth and potential so clearly that they are inspired to see it in themselves" (Stephen R Covey). Leaders of the future are catalysts, connectors, coaches and navigators. The complexity of these demands calls for a holistic and blended approach to leadership development. Keogh offers a range of bespoke and immersive programs and experiences to accelerate the growth of leaders and their teams to deliver bottom-line results.
We take a holistic approach to leadership development.
How we help
A comprehensive approach to helping a leader transition to a CEO role forges the way for an effective relationship with Board members and other key stakeholders. It helps them navigate the political landscape, manage the organisational culture and build the trusted relationships they need to succeed.
Coaching is an invaluable development tool. At Keogh, we subscribe to the view that coaching involves ‘partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential’ (International Coaching Federation definition).
In today’s complex world, no leader can make it alone. Teamwork is more important than ever. And it’s well recognised that high performing teams deliver results. Research by McKinsey suggests that executives are five times more productive when working in a high-performing team than they are in an average one.
Regularly bringing leaders together to share and engage in the strategy, exchange knowledge and ideas and take collective action is an important organisational ritual. Done well it will unite leaders, enhance the organisation’s strategy and ignite sustained change.
Leadership & Team Assessment
Keogh Consultants are experienced in using a wide range of diagnostic tools to develop leaders and teams. Some of the tools we use include the Genos Emotional Intelligence assessment, Human Synergistics – Life Styles InventoryTM (LSI), and Group Styles InventoryTM (GSI), and NeuroCapability psychological safety assessment (PS25TM).
Growing Your Blue
Growing your Blue’ is a 12-week program specifically designed to improve the cohesion and performance of a leadership team. It is based on the Life Styles InventoryTM (LSI), a tool designed to help leaders understand and change the way they think and behave.
Getting to Results
This program is a team leadership program based on Patrick Lencioni’s five dysfunctions of a team model. Designed to be delivered virtually, it includes five short, sharp facilitated sessions over five weeks, interspersed with action learning assignments. The program can be easily adapted to suit face-to-face requirements.
Our Leadership Development Consultant
Who we've worked with
Leadership Development insights
Time for oil and gas producers to rewrite their stories
Culture key to ending workplace harassment
Big changes required to fix toxic workplace culture
Why is culture important to my business?
Intent-Based Leadership Bootcamp Taster from Peter Russian
Intent-Based Leadership Program Perth
Emma Robson from Aspen Coaching talks about resilience
Choose to Challenge
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 programs are aimed at entry-level leaders in which case they might cover the fundamentals of leadership. Other programs 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, make 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.
“Keogh enabled great engagement of people at all levels, development of consensus and creation of deliverable plans with timelines and buy-in.”