Leadership Lab specialise in the following core services

Clifton strengths coaching for individuals and teams

How do we understand our strengths and those of our team?

Clifton Strengths Coaching for individuals and teams

Empower your organisation with a customised strengths-based development programme designed to inspire growth, enhance collaboration, and drive success. Rooted in the unique strengths of your team, this tailored experience will help individuals and groups harness their natural talents, build confidence, and work more effectively together.

Our team has 18 Clifton Strength coaches who can offer individual and team coaching based on Clifton Strengths profile – allowing leaders to connect with their strengths and those of their team.

Leadership coaching and 360 profiles

How do we as leaders gain constructive feedback to grow our self awareness?

Leadership Coaching and 360 profiles

How do we as leaders gain constructive feedback to grow our self awareness?

We have provided 360 profiles and coaching for over 200 leaders around New Zealand and Asia over the last 10 years

Leadership 360 profiles

A constructive technique to collective and review feedback from a wide range of stakeholders allowing leaders to gain self-awareness to inform their leadership development.

• We have access to the Leadership Circle 360 psychometric tool, which you experienced in the UC Leadership Lab NGO leaders programme.
• The process involves each leader selecting up to 20 colleagues to provide feedback on their leadership. Several coaching sessions with each leader allow them to gain self-awareness, which informs their leadership development

We are very willing to sit with you to explore what your needs are and what a simple and effective process might look like to get there together.

Facilitation of senior teams

How do we develop a highly engaged and effective senior team?

Facilitation of senior teams

How do we develop a highly engaged and effective senior team?

We have worked with many senior teams to……..

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We are very willing to sit with you to explore what your needs are and what a simple and effective process might look like to get there together.

Action learning groups

How do we facilitate powerful peer to peer coaching and support?

Action learning groups ALG

Both the leadership literature and our own Leadership Lab evaluation data has consistently shown us that peer to peer learning is the most powerful way for leaders to grow. For example when we ask participants in any of out Incubator programmes what was the most impactful aspect they always say something like “Well the big group workshop were great, the coaching was very helpful too but the Action Learning Group with my peers was totally life changing?”

What’s an ALG?

There are hundreds of processes for groups to meet together.  Over the last 9 years we have tried many and fine-tuned a process that we now call an ALG. It’s a group of 6-8 leaders who meet together either face to face or online for around 1-3 hours every 6 -8 weeks. At each session, the time is split evenly between each person and in their time slot, each leader has the opportunity to share a dilemma or question they have in their leadership practice for a few minutes. Their group colleagues listen and then write ‘expanding questions’ on post its which they then offer to the leader whose turn it is. These expanding questions are not advice but instead are from the perspective of a peer standing next to them, offering a question that might open up the leader’s perspective to understand their own context in a clearer way in order to come up with their own solutions. These could also be described as “generative” or “coaching” questions.

Whats the benefit of an ALG?

Three very clear and compelling impacts;

1. Each leader has multiple opportunities to unpack a range of their dilemmas and growth areas in a very safe and confidential environment leading to insights and self-awareness
2. Each leader has multiple opportunities to practice asking “expanding questions” rather than defaulting to advice giving in the leadership of their teams.
3. By watching others do each of the two items above, leaders are able to harvest a multitude of ideas that they can then apply to their own context.

We are very willing to sit with you to explore what your needs are and what a simple and effective process might look like to get there together.

Strategic thinking processes

How do we think strategically about the future we want for our organisation?

Strategic thinking processes

We have worked with many teams, organisations and systems to collectively create a future vision and strategic plan.  We work alongside leaders to create a process that they can implement with our support that includes all stakeholders.  Depending on the scope of the system this can involve days, weeks or months.

Strategic thinking requires sensing the system, creating a collective vision and prioritizing future actions

Seeing the system

Exploring a wide range of factors and components to look for connections, interactions and leverage points across a wide range of stakeholder voices

Creating a collective vision

A broad system approach creates connections, synergies and collaboration where everyone voices are heard

Prioritizing future actions

Collectively deciding on a strategic approach that maximises opportunities for a way forward that the organisation can prioritize.

We are very willing to sit with you to explore what your needs are and what a simple and effective process might look like to get there together.