Courage is the core of leadership.
It takes courage to use Power (aka soft) Skills to lead and navigate in our complex times.
Often we know what would support our leadership but we’re not quite sure how to apply our knowledge or could use support in easing into it effectively.
The COURAGEOUS LEADERSHIP program is a unique blend of:
- Spark Success’ values-centred leadership approach, leadership based on what is important and fulfilling to you – your unique values and purpose – and which supports leading successfully in quickly changing times.
- Mental fitness (PQ) – PQ is the measure of your Mental Fitness. It’s the best predictor of how happy you are and how well you perform relative to your potential. It increases your capacity to handle challenges with a positive rather than a negative mindset, and achieve peak performance, peace of mind, and healthy relationships. Link to PQ page (adapt current page to provide information without program offerings).
- Concepts from Dare to Lead – Dare to Lead is an empirically based courage-building program and includes a combination 4 courage-building skills sets. Learn more about Dare to Lead Program here.
From Pigeon-holed to the C-Suite:
Julia was a high-achieving manager who felt pigeon-holed in an area of the organization that had low visibility. Whenever she approached her boss about career path development, she received little to no direction.
We started looking at how she could be more visible with other decision makers. She had a mentor with whom she met once a month and decided to ask her mentor what volunteer opportunities might be available to contribute to and show her value.
The mentor immediately mentioned an opening in a role that had a direct line to the executive team of the organization. Julia applied for and got the job. She was then able to demonstrate her visioning, planning and leadership skills. Within 6 months, she was further promoted to the executive team with expanded responsibility.
From “Perfect” to Authentic – Developing a Leader’s Confidence, Relationship Building, and Engagement Skills:
Chris was a senior level leader in his organization who excelled in his role. Despite a confident exterior he was plagued by imposter syndrome and often questioned himself. He also had specific area for development, empathy.
As Chris identified and focused in on his values, demonstrated and led by those values, and had positive results – rather than thinking he needed to be somebody other than himself – his imposter syndrome subsided, and his empathy skills increased.
Through our coaching, Chris was able to build closer relationships with more people, be more relatable when presenting, coaching and mentoring others, and share more about his philosophy and values. People were able to see Chris as a human rather than a boss who “had it all together” and who seemed unapproachable.
Within a year, Chris was promoted to global leadership in his area of the business.
Shifting from Tactical to Strategic:
Joseph was an expert at achieving sales that were consistently far above expectations. He was quickly promoted and at mid-life was a leader of leaders. However, he was still operating at a tactical level, getting into the weeds with the sales team members and not growing his direct report leaders to the degree that would allow him to be more strategic.
In order to progress in his career, which he very much wanted, Joseph needed to get out of the tactical and focus on strategy. He had received this feedback from his leader. Through examining what was at play, we were able to find a way for him to fulfill his strengths and values in new ways. Instead of getting overly involved when he was worried a deal was at stake, he groomed his direct reports to be the leaders that he needed them to be and who they wanted to be. This allowed him to trust that they would handle what he would no longer be involved with and for him to apply his strengths and values to focus on the bigger picture and create a vision, strategy and plan.
As a result, Joseph was promoted to the next level in his area, promoted one of his direct report leaders to fill his prior position, and now leads both his prior team and two related teams.