A functional organisational culture is developed through the leadership style that can augment increased levels of efficacy, esteem, sense of purpose and identity.
An organisation can consider it’s cultural dimensions in the context of ‘individualistic’ or ‘collective’. When we consider the notion of an ‘individualistic’ culture, the individual is more focused on personal interests rather than those of the collective. The weave of the relationship fabric often lacks trust and integrity.
From a ‘collective’ perspective the interest and the welfare of the group becomes the primary focus, relationship fabric is strong, and a high degree of authenticity and loyalty exists. 
Functional relationships are the fabric of organisational life and foundation for individual and organisational development, growth and cultural maturity.
Leaders can unite the collective, create a sense of purpose and identity alternatively expose the organization to morale and performance decline, reduced commitment and loyalty.
The Five Dysfunctions of a Team authored by Patrick Lencioni explores the fundamental causes of organisational politics and team failure. Lencioni outlines the five dysfunctions as:
- Absence of trust: unwilling to be vulnerable within the group
- Fear of conflict: seeking artificial harmony over constructive passionate debate
- Lack of commitment: feigning buy-in for group decisions creates ambiguity throughout the organization
- Avoidance of accountability: ducking the responsibility to call peers on counterproductive behaviour which sets low standards
- Inattention to results: focusing on personal success, status and ego before team success
An absence of organisational awareness, can create inattentiveness around what is driving organisational behaviour, which can inadvertently become incongruent with the organisational strategies and goals.
This can lead to questioning performance when organisational goals are not met, and in turn result in valuable time and resources flowing into performance management rather than the realisation of leadership potential.
Our Organisational Leadership coaching is a three stage process over a recommended time frame.
Stage One: ENGAGE
We start at the consultancy level, to first understand the organisational challenges and vision for the coaching engagement. We dedicate an agreed time frame within the organisation in real time to achieve an insight into the organisational fabric and life. Listening to what the people of the organisation from leadership to team level are thinking and saying (or not saying), and observing how the organisation is interacting.
A report is then provided identifying strengths and opportunities to support the organisations future vision and strategy, and the proposed coaching methodology.
How a leader perceives their leadership is not necessarily accurate in how they are perceived by others. The 360 survey can be a valuable barometer and guide for a leader / organisation along with a range of other leadership and organisational culture assessment tools which can be used to augment the process.
Stage Two: EXPLORE
The consultancy process now transitions into the organisational coaching process and involves a full day workshop for up to a maximum of 12 participants. We explore the organisational landscape in the ‘here and now’ focusing on the ‘whole person’ in relation to the ‘whole’ organisation. Exploring both self and organisational awareness.
We explore the internal and external worlds at the subjective and objective level, and put meaning to how self and the leadership role contribute to the organisational fabric. We then challenge the status quo, and explore what makes an influential and transformational leader, and in turn what fosters a functional organisational culture.
Specific leadership development opportunities are defined and we identify the respective roles all stakeholders will commit to in the learning journey.
Stage Three: EVOLVE
Leadership is an adaptive and evolving process across a dynamic organisational landscape. The coaching process now focuses on 1:1 (90 minute) coaching sessions with each individual leader for an agreed amount of sessions over a specified time frame. The coaching sessions are ideally carried out in person, or can be remote via telephone / Skype.
Throughout the coaching journey leaders are empowered with a self-governing goal management process and commitment to complete reflective learning tasks as part of the coaching engagement.
The essence of the leadership coaching is to foster transformational leadership competencies building on the platform of self and organisational awareness.
We then evaluate and communicate learnings as a collective.
“Transformational leadership occurs when one or more persons engage with others in such a way that leaders and followers raise one another to higher levels of motivation and morality”. ~James MacGregor Burns~