Leadership development

You can only lead others, if you know yourself and know how to lead. This is the essence and point of departure for all Maleene's leadership engagements within organizations. Furthermore it demands a culture whereby business issues and challenges are seen as learning opportunities. In other words it's all about expanding learning abilities and seeing the links between execution and learning: for the individual as well as for the organization. Seen from that perspective focussing on leadership is a win-win situation.

By enlarging awareness and insights about their own actions, personality, behavior, interactions, management style etcetera, individual team members develop a sense of responsibility, trust and courage to lead. First to lead oneself and then to lead others.

The route to effective leadership within organizations differs, depending on company culture, composition of personnel, education and strategy. This means that every engagement starts with an 'inquiry' to explore and fully understand the real issues and challenges within the organization and to find out in what way leadership development can help to achieve success. The ultimate goal is to enable people to perform and lead more effectively within the context of the organization.

Some examples of leadership engagements : introduction of assessments (such as MBTI, strengths finder, 360 feedback) as a uniform point of departure (and culture) for all new personnel and to develop growth from there; workshops 'learning from generations', peer intervision and executive coaching.

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