The leader self-development programme aims to create an authenticity culture in teams and organisations
The role of the leader as culture development agent within the organisation
These days, leadership has been one of the most debated and laboured themes for organisations. Since the development of leaderships based in specific styles, as well as the types of leaders, the necessary skills for leadership have been permanently reassessed and reworked in recent years. This is often achieved by linking them to trends and models which don’t always reflect the reality of organisations, teams and the leader himself.
In that case, what is the role of the leader? Which skills does leadership demand? What is the action of the leader in the development of an organisation’s culture? What impact does the style of leadership have? There are a lot of questions that still lack a conclusive answer, maybe because leadership itself is also a continuous and living process, which adjusts, shapes and reinvents itself permanently. More than mastering the basic skills, the leader must go above and beyond in his action. He must question and doubt himself. He must have a self-conscious process to achieve his self-development and to build a culture around him.
It is in this context that the SPIL programme comes in. By rethinking these questions about a differentiating approach – the vulnerabilities – a differentiating and enriching perspective is created for how a leader can develop himself and… the team, creating along the way (and how he can create) an authenticity culture which spreads to the rest of the organisation. SPIL does not work on the basic skills necessary for leadership, but the incentives which can be used to that effect. It intends to create a leadership in where there is no directing, no enforcing, no pressuring… Instead, there are incentives! Intends to know, understand and facilitate the incentives the team needs to go above and beyond in its development and for the organisation’s results on multiple levels.
The SPIL programme
It has three phases:
- Selfie Report: moment prior to the programme in which a diagnosis of each participant is carried out, based on their vulnerabilities, in order for them to be integrated in the SPIL.
- Deep Program: in (pulse), inner (pulse), our (pulse). Three-day workshop for developing SPIL tools and methodologies.
- Call2Action: individual monitoring/coaching period in the professional daily routine to implement the programme.
It is a differentiating programme, with an Inside-Out methodology and specific tools in a continuous reflection-action programme, in which the leaders’ sphere of action (action sphere of the leader) is worked on. It is developed based on authenticity and vulnerabilities, given that these are viewed as the (a) starting point for the process of self-consciousness and self-development. In SPIL, the vulnerabilities are treated naturally, with the need to be revealed and resolved, in a safe way and with the commitment of everyone involved in a trustworthy environment.
SPIL: The programme in three stages
Through the action of the SPIL Leader (programa ou a pessoa?), we believe that:
- It will promote a bigger team engagement.
- It will focus on the continuous individual self-development, making the assessment process more agile and effective.
- It will develop a culture of sharing, awareness and accountability for all regarding common goals, through the “spread” in its action sphere.
- It will grant a greater “elasticity” of the leader’s role in relationship and emotional management within the various levels of the organisation.
- It will promote suitable innovative practices for the different organisational spheres (practices), based on an authenticity culture brought by a consistent methodology.