Leadership Development – The Tekara Way
To say we’re passionate about leadership is an understatement. It is at the heart of everything we do. After 20-plus years researching, testing, exploring, and working in the area, we’ve landed on five key design principles that form the basis of our leadership and team development programs.
- Leadership development is about the achievement of personal mastery (self-leadership).
Leaders grow from the inside-out. To increase the ability to lead and develop others, leaders need to increase their ability to lead and manage themselves first. - Leadership development starts at the top and cascades throughout the organization.
Senior leaders need to actively embody and sponsor leadership development — both through their actions and words as well as by offering resources for the entire organization to grow its leadership muscles. Leaders at all levels need to model effective leadership behaviours (leadership in action) to create a “culture of leadership”: a real belief that the long-term success of the organization depends on the growth of all of its leaders. - Leadership development needs to reinforce the business strategy, and produce desired business results.
To wield significant influence and impact, leadership development work must align with the mission, vision, values, and goals of the organization. This connection is crucial to long-term success and sustainability of results. - Leadership development is an ongoing process, not an event.
There is no finish line on the leadership journey, it is a continuous practice. The process involves the full learning cycle including building awareness. - Leaders need to be skilled in multiple approaches to thrive in a dynamic environment that includes managing a diversity of people and situations.
There is no “one-size-fits-all” leadership style. Leadership development needs to equip individual leaders to adapt their leadership style, depending on the situation.