Peter O'Connor
Latest posts by Peter O'Connor (see all)
- The Best Managers Still Break Rules - 10/April/2013
The Leadership Development Process (LDP).
Peter O’Connor at Perfomance Partners now provides this comprehensive Leadership Development Process to clients in Ireland.
It is based on 30 years of research and using a process & materials developed by Integro Leadership Institute (who have worked with leaders in hundreds of organisations), Intégro has distilled the complex role of leadership down to four basic skills:
1. Build Trust
2. Mentor
3. Inspire Commitment and Passion
4. Build Winning Teams
What most leadership programs attempt to do is teach these skills in one session, whether that be a short talk of 90 minutes or a five day intensive leadership course. The reality is each of these skills needs to be applied before they are really learned. The uniqueness of the Intégro approach (facilitated by Peter) is to focus on developing one skill at a time and requiring leaders to apply that skill in the workplace.
How the Approach to Leadership Development Increases Customer Loyalty and Passion.
It is a process not an event. The Leadership Development Process consists of four levels of leadership development designed to be run over 18 months to two years.
The appropriate use of learning instruments. In addition to Intégro’s Flexibility and Trust Survey, we have included a number of learning instruments to provide leaders with feedback about different aspects of their behaviour. Each new layer of self-awareness contributes to an ongoing increase in emotional intelligence.
Application in the workplace. After each session there are specific application assignments leaders complete with their teams. The focus of these assignments is on the employee… increase their engagement and commitment, and focus them on delivering value to the customer that your competitors can’t match.
One-on-one coaching. Follow-up coaching for each leader is provided after each session, with a focus on supporting leaders in achieving their own personal development goals, as well as coaching them through the implementation of the assignments with their teams.
Find out more by calling Peter on 353-1-2402255 or download the eBrochure here
Frontline Management & DiSC ‘People Management’ Strategies.
Leveraging The Strengths Of Your ‘Style’.
When people leave an organisation, they may well be leaving their manager rather than the organisation, although this may not be stated.
Poor people management results in poor relationships at work, lack of engagement with the goals of the team or business and performance that does not meet expectations.
It costs a lot of money to hire, so you want people to perform and be a good contributing team member.
The DiSC Management Strategies training allows people to understand their own management style, highlights key interaction needs and how to manage performance with different people, with differing expectations, motives, needs and development requirements.
You also learn with DiSC Management Strategies, using the DiSC management model, how to manage those with the different styles and how to direct, develop trust and to delegate appropriately with people who see the world differently to you.
Managers have incredible influence. Their strengths can empower and energise the people who work for them. And, of course, their limitations can trickle down to create frustration, confusion, or even paralysis for those they manage.
This program gives managers a safe, fun way to understand the strengths and challenges that they bring to the table, using the power of DiSC®.
