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My executive coaching will support you in becoming a more intentional leader as you work towards achieving your professional goals. I will help you take a more deliberate and purposeful approach to your leadership.

If you are an intentional leader, you are someone who is deliberate and purposeful in how you go about leading others, rather than simply being focused on what you want to achieve. Furthermore, as an intentional leader you ensure there is congruence in what you say and what you do. It is this alignment that helps you foster the trust that is needed when leading an effective teams – a process that starts with you reflecting on the organisational goals, and how to align these with your personal values and the leadership practices you prioritise to deliver results.

To be successful, organisations need a new breed of leader: people who possess a deep self-knowledge and understanding of how their values and beliefs influence their leadership. As a more intentional leader, you look for possible blind spots in your approach and learn how your emotional triggers negatively impact performance. As an intentional leader you are also skilled at identifying how your own disruptive thinking and behaviour could impact your performance, and in doing so, you have developed proactive strategies to improve your leadership approach.

If you’d like to learn more about my work in developing more intentional leaders, please don’t hesitate to get in touch for a no-obligation consultation.

Benefits of Intentional Leadership

More intentional in communication

Intentional leaders bring increased self-awareness to their ability to relate to their team. They tend to be more empathic and understand how to connect with each person based on their personal drivers. Intentional leaders create an environment for their team to thrive, including providing greater clarity on the team’s purpose, goals, roles, areas of responsibilities, expected behaviours and are more effective at delegating projects.

More intentional in leading change

It is this intentionality in developing interpersonal relationships that opens up a genuine dialogue that is particularly important in periods of organisational change. Intentional leaders’ partner with their team to develop a shared vision and plans for the future. These are the leaders who are patient with members of their team who might resist change and see it instead as an opportunity to learn from these different perspectives.

More intentional in problem-solving and decision making

When working with their team, intentional leaders also foster an environment in which people feel safe to engage in healthy debate. In doing so, these leaders are better equipped to access the wide range of views and experiences that will enhance creativity, problem-solving and decision-making.

More intentional in stakeholder management

In my work with intentional leaders, I have found that they bring greater organisational awareness, with clarity on the internal and external stakeholders who influence their ability to get things done. They understand what motivates these stakeholders and adapt their communication approach accordingly to be more effective in delivering their professional agenda.

More intentional in self-regulation

Overall, intentional leaders are highly effective at self-regulation, and are more adept at managing their reactions in challenging workplace situations. With the cognitive space that comes with greater self-awareness, they shift from reactingto events to making a more conscious choice in how they respond. It is this shift to be more intentional that brings greater authenticity, clarity and focus to their leadership – helping to set them up for greater success.

Coaching Approach

So, what are some of the ways I can support you in becoming a more intentional leader?

  1. We can work together to understand your values and strengths, and how you can use them to positively impact your leadership approach.
  2. We can define the personal leadership priorities that influence how you go about achieving results for the organisation.
  3. We can explore the situations in which your emotions take over and how you can develop strategies to self-regulate in the moments.
  4. We can map your key stakeholders’ goals, motivations and communication preferences to be more effective in achieving your goals.
  5. We can work together to develop your interpersonal effectiveness and how you can better influence and engage key stakeholder groups.
  6. We can work together on your professional goals, and how you can create an environment where your team thrive.
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