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Develop Resilience - Improve Results - Reduce Risk

Leadership Development

Leaders who understand their impact can create organisations that are driven by motivation, well-being and high performance. How it feels to work in a particular organisation or team very often comes down to leadership. Measuring how your employees are feeling, identifying the impact a leader is having, and supporting leaders to adapt their style to get their teams engaged creates a culture of motivated well-being.

How we help

ASSET Well-being at Work Audit

ASSET is a highly effective online questionnaire measuring staff engagement and perceived performance, and helps to identify sources of stress in the workplace. There are over 100,000 cases of data against which to compare your own organisations results. The findings educate leaders in how staff are feeling, identifies for the leader what risks there are, and gives them an understanding of the impact their own style has on the team. Used as a diagnostic tool it can provide a clear picture of performance and well-being levels in the workforce by highlighting ‘hot spots’ for targeted interventions to improve performance and well-being.

Leadership Impact Profiling Tool

‘Leadership Impact’ is a self-completion profile based on an established and validated personality questionaire (Neo-PIR) that helps leaders to identify the ‘impact’ that they are likely to have on those around them. It explores the positive aspects of their strengths, but also how strengths can become risks if they are over used. What makes this profile stand out from other ”leadership profiles” is that the research from which it is formed provides the framework that links leadership style directly with motivation, well-being and performance.

Focus on Strengths Resource

Using the Strength Deployment Inventory (SDI) resource we help leaders to understand why certain people have an impact on them and visa versa. It is designed to enable leaders to understand the reason why people do things rather than just observe and to react to what is done. For example the SDI provides insights into how to recognize the first signs of conflict in others and shows how to respond appropriately to resolve a dispute before it gets out of hand or unwittingly causes further antagonism. Leaders also become more able to adapt to diverse motivational styles in their teams.