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Turn Training into Action

the International Leadership Association conference in Auckland. The presentation focused on leadership development and attempted to give an axiological perspective on what it takes for managers to take the ‘theory’ they get in development programmes and turn it into action in the workplace.

In this blog we quickly share a few of the thoughts presented, to stimulate some thoughts about your programmes or your participation in leadership development training.

Getting back to the “Why”

I recently attended a Leadership conference, bringing together the minds of academics and practitioners to listen and discuss the research and development of leadership. We covered topics about how the brain works, the three hearts of leadership, Axiology and putting learning into practice, Poetry in leadership, Pacifica leadership and more.  The value of immersing myself… Read more

Committing to our own self-development

Making time for our own self-development
Promises, promises, promises….the tyranny of the urgent means that many of us leave our own self-development to the last thing on the list. So how do we get traction? We need to be very clear about why we’re on the journey of self-development. Each of us has our own unique motivators for becoming committed. So choose self-development activities that connect to the way we learn.
Once clear on why we’re doing it, we then need to make time for it. Commitment has an emotional component to it, driven by a deeper sense of what really matters, with the consequence of easily saying ‘no’ to what doesn’t. It requires a large dose of continued self-discipline to make our self-development a priority.
It also helps to connect our plan to our values.
Making time for our own self-development is gratifying and beneficial for all concerned. So when we catch ourselves saying ‘I don’t have time,’ think on.

The Challenges of Introverts

The Challenges of Introverts, through the eyes of an Extrovert As an extrovert who has grown up in a family of extroverts, working mostly with extroverts for the first 15 years of my career and living in a country that is typically more extroverted, I grew up assuming everyone was like me, with extroverted behaviours. … Read more

Models or motives?

Establishing a culture of coaching is one of the most challenging change initiatives any company can take on. I’m talking about a true culture of coaching, where every manager and employee engages in it and not the kind we are seeing advocated in some organisations where a few people are trained as internal coaches. I’m taking cultural, where it becomes ‘the way we do things around here’ The difficulty, as we’ve written here before, is in the integration of coaching into every leaders modes operandi. In this blog I share some insights from a recent discussion with an emerging leader coach.