Smashing the roadblocks to leadership peak performance

Smashing the roadblocks to leadership peak performance

Leadership is not for the faint of heart- more than a job title or a position description, it’s an act, a state of being, and it is one which requires peak performance in order to lead in the most impactful way. However, the barriers and obstacles that leaders face can limit performance potential. A huge part of my work with leadership teams across Australia is to support their people to sustainably achieve peak leadership performance by breaking through their roadblocks.

Before we can identify the roadblocks to peak leadership, we really need to clarify or define what we mean by ‘peak’? What are the performance parameters that equate to peak? What are the goal posts? What’s excellence in the context of how we lead organisations and people?

Research tells us that high performing teams have a number of consistencies. They have clearly articulated shared goals, they have clear leadership models, communication is positive and purposeful, expectations in terms of roles, responsibilities and outcomes are widely known and there is a sense of accountability and trust. Their leaders have a sense of purpose and demonstrate a strong connection to the organisation, the people and the work.

We also know the common leadership obstacles and roadblocks preventing leaders from leading a high performing team, or leading in their own peak performance. They include factors such as a lack of trust (in themselves and in their people), self-criticism, self-doubt and a lack of courage. These obstacles manifest in a number of ways, none of them optimal! They include:

•    An autocratic leadership style that’s demeaning and demotivating

•    Communication style that varies between poor through to downright damaging

•    Poor decision making- either an ability to actually make a decision or decisions that seem irrational and emotional rather than logical and considered

•    Non-productivity or decreased efficiencies and effectiveness

•    Non-diversity of thinking across the team where divergent views are either shut down or not solicited in the first place

•    Conflict is ignored or magnified

•    Lack of clarity around goals and roles leading to decreased engagement, performance and commitment.

Bottom line- the workplace is dysfunctional for everyone. This can have dire consequences- personal, professional and legal.

My services and programs as a leadership coach are focused on helping leaders shift to peak performance. While the roadblocks I’ve detailed above seem huge- and they are- they aren’t insurmountable. They require self-awareness, a commitment, a willingness and an openness to both examining and addressing behaviour. I have a number of tools and strategies to support leaders to do so, and many involve a form of reflective practice.  With awareness comes empowerment, but we can’t be reflective when we’re running on fumes and so a strong self-care practice is also a non-negotiable for working with me.

 We all want to feel productive and fulfilled at work- and as leaders, we need to be at peak to get the best out of our teams’ potential. My programs and services are designed with that very goal in mind- for more information or to explore working together, just get in touch and we’ll make it happen.