Esprit Consulting

Having a meaningful impact. “Thanks so much for today. The energy you bring is really inspirational. Everyone involved made a point of saying how much they got out of the workshop”. “It was a really great session and I feel like our teams are both now thinking with more of a 'one team' mindset”. Our purpose is to create the space for positive change. We draw upon behavioural science research to create solutions that make a positive – and sustainable – difference. So, when feedback like the above lands in our inbox, we’re PUMPED! #leadership #positivechange #testimonialtuesday

Raise your hand if you are a leader. 🙌🏻 This is the invitation we often pose at the start of a workshop we deliver for frontline leaders in a global healthcare company. An alarmingly small number of hands go up. But here’s the magic: we ask the same question at the end of the workshop and the difference is monumental. Every hand is raised. Our facilitators focus on making leadership accessible. We believe that leadership isn’t about title or status but about mindset and behaviours. By the end of our programs, our participants believe that, too. They walk away with the confidence to own their leadership opportunity and the practical skills to have a positive impact. Meanwhile, our facilitators walk away with a spring in their step – this is the stuff that makes our hearts sing! Keen to help your people recognise they are leaders? We’d love to help. #leadership #leadershipfacilitation #leadershiprecognition

Esprit Consulting collaborated with Bupa to develop the 'Lead at the Heart' program, a three-day leadership development initiative aimed at enhancing the capabilities of Bupa's frontline managers. This program focuses on experiential learning, moving beyond traditional training methods to promote genuine behavioural change among leaders. The program is designed to positively impact employee engagement, retention, and overall performance within Bupa's aged care sector by equipping frontline leaders with improved skills and strategies. The industry has recognised this program and has been nominated for the AHRI award. Learn more: https://lnkd.in/emETBa6U

What do we mean when we say we develop ‘brain-friendly’ leaders? We know that leaders will have greater positive impact on others when their approaches align with how the brain naturally works. That’s why we draw heavily on neuroscience and psychology to provide insight and tools that support effective leadership practices. There’s an ever-expanding body of research available to inform how we can provide feedback without triggering a defensive response; how we can help team members successfully navigate change; how we can support learning to be more ‘sticky’, and so on. Our facilitators are skilled at making the complex simple – weaving evidence-based insights into our workshops and coaching programs to build knowledge and support effective leadership habits. Keen to have more brain-friendly leadership in your organisation? Let’s discuss how we can support your leaders with evidence-based, practical solutions.

✨ Leadership is not a title ✨ We’ve had the privilege of working with thousands of individuals who are committed to honing their leadership. They seek the models, frameworks, tools and strategies that will support their leadership effectiveness. And we salute them for that. Yet, before exploring the tactics of leadership, we believe it’s important to unpack what leadership is. In short, it’s not a title, position, seniority or location on an organisational chart. Instead, it’s mindset. Our mindsets drive our daily intentions and behaviours. And, in turn, the impact we have on people and culture. That’s great news, as it means anyone at any level of an organisation can demonstrate leadership. It’s a choice. So, let’s choose to be leaders today and observe the positive ripple effects.

Where has the trust gone? Trust is the bedrock of high performance in teams and organisations. One study (HBR, 2017) found that, compared to low-trust organisations, employees in high-trust organisations are more productive, have more energy, collaborate better, experience less stress, and stay with their employers longer. Yet, according to recent Korn Ferry research, trust at work is diminishing. In the U.S., a third of professionals say they don’t trust their employer. And the feeling is mutual – not only are organisations demanding employees return to the workplace but, alarmingly, “seven in ten firms now electronically track workers”. It’s a vicious cycle that harms individual and organisational well-being. And, as with all unhealthy cycles, a circuit breaker is required. Now is the time for leaders to actively build, demonstrate and reinforce trust in their teams and organisations. We’re dedicated to helping leaders be the solution rather than the problem. Get in touch if you’d like to explore what this could look like in your company. #leadershipcoaching #leadershipfacilitation #organisationaldevelopment

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Kate and Dominic were on the road last week, supporting an executive team in Brisbane. The Leadership Circle 360 feedback tool was used to enhance individual and team effectiveness. The focus was facilitating conversations, encouraging open feedback, helping the team gain new insights and improving their leadership impact. Through this process, they could reflect, grow, and better contribute to their organisation’s success. How are you incorporating feedback into your leadership development strategies? #leadershipdevelopment #executivecoaching #teamperformance #leadershipgrowth #teamdevelopment #effectiveleadership #leadershipinsights

We've just had an energising few days working with Steadfast's Senior Leaders and Mirvac's Emerging Leaders. Our team are continually grateful for the opportunity to support the leadership journeys of these talented professionals, who play a vital role in shaping organisational culture and driving performance. #leadership #leadershipjourneys

Are you striving for excellence or perfection? As leaders, we typically set the performance bar high. Doing so means we contribute value to our organisation and customers. Yet, unchecked, our drive for excellence can unintentionally become a drive for perfection. And the two are very different beasts. Whilst excellence is characterised by positive striving, perfectionism is driven by fear. As Brené Brown clarifies, “perfectionism is the belief that if we live perfect, look perfect, and act perfect, we can minimise or avoid the pain of blame, judgement and shame. It’s a shield.” Not only does perfectionism mean we personally never feel good enough, but we diminish others through micromanagement and criticism, negatively impacting their confidence and engagement. How do you know if your drive for excellence has slipped into perfectionism? Consider: Do you feel that your output is never good enough? Do you feel that you ought to know the answer to every question? Do you flog yourself rather than asking for help? Do you equate failing on a task with being a failure yourself? If so, remind yourself that you are human and reset the bar. Perfection is not attainable, but excellence is. #leadership #leadershipfacilitation #brainfriendlyworkshops