Nexus Partners
Training in North Shore
www.nexuspartners.co.nz
Remember you found this company at Infodats
(09) 448557?
Address
Level 1. Albany.. 1018, North Shore, Auckland.Are you the owner or manager of this company?
What you should know about Nexus Partners
Firstly, leaders love to learn and we love to work with them on their leadership journey as they do this learning. We also notice that leaders we work with respond well when we challenge them to reach for things that they haven't yet achieved. Our leadership training helps leaders at these difficult times as they navigate particular challenges. This leadership training has a workshop component of 2 or 3 days depending upon the setting and has an integrated on site coaching visit built in to ensure that application of learning is reinforced.
It is tailored to produce leaders who have acquired a deep knowledge of what it means to lead over the long haul. By understanding how you are different from others and how team members can relate better with one another using the knowledge of the MBTI model, team members can better understand how to maximise each other's differences for the good of the team and the organisation. The StrengthsFinder tool from Gallup developed by Donald Clifton is a helpful instrument when looking at individual and team strengths. Gallup's recent research shows how important a focus on strengths is to an organisation, with people who are able to focus on their strengths at work being six times more likely to report as being engaged.
These can be used as a starting point for planning a specific intervention to facilitate healthy team development. An easy to understand report is delivered to the team and its leader to consider in setting out a plan for the team's growth. Once assessment has taken place we work with you to customise a short series of team development workshops that are proven to result in better team performance. We are users of Pat Lencioni's material on healthy team functioning and we find that many teams benefit from examining and learning about his model which produces the following strengths for a team Building Trust Mastering Healthy Conflict Achieving Commitment Embracing Accountability Focusing On Results.
We work with teams that are struggling to understand how to process and cope with conflict among team members. We use a variety of conflict resolution models in our work with teams in conflict and this means that different approaches can be drawn upon depending on the specific needs of the team. We are leadership coaches who care deeply about seeing results come from the coaching we do. This means that we concentrate at the beginning of a coaching relationship on assessing where the needs lie. We do this in a variety of ways including using psychometric tools and competency sets including the Lominger Leadership Architect to bring a close focus to the ongoing coaching that takes place. Beyond assessment there are some essential components to our coaching practice which are proven to produce tangible and measurable outcomes for leaders.
These include making clear decisions in each coaching session about what goals are needed to be focused on, bringing specific resources to the discussion that address the needs of the individual leader, and involving the leader’s leader from time to time so that clear accountability for development is clearly in place. More recently the Clifton StrengthsFinder is playing an important part in our leadership coaching work with our clients. This instrument gives useful feedback on what the leader's strengths themes are, and we work with them to highlight how they might harness their strengths to focus on performance challenges, relationships and career focus. The feedback we are consistently receiving about our use of StrengthsFinder is that clients feel highly affirmed in their strengths and are more able to see how to apply them in their daily work.
The leaders we work with often seek our guidance on how to gain agreement to common goals and vision. We are able to assist in these situations by facilitating team based vision and strategy workshops
It is tailored to produce leaders who have acquired a deep knowledge of what it means to lead over the long haul. By understanding how you are different from others and how team members can relate better with one another using the knowledge of the MBTI model, team members can better understand how to maximise each other's differences for the good of the team and the organisation. The StrengthsFinder tool from Gallup developed by Donald Clifton is a helpful instrument when looking at individual and team strengths. Gallup's recent research shows how important a focus on strengths is to an organisation, with people who are able to focus on their strengths at work being six times more likely to report as being engaged.
These can be used as a starting point for planning a specific intervention to facilitate healthy team development. An easy to understand report is delivered to the team and its leader to consider in setting out a plan for the team's growth. Once assessment has taken place we work with you to customise a short series of team development workshops that are proven to result in better team performance. We are users of Pat Lencioni's material on healthy team functioning and we find that many teams benefit from examining and learning about his model which produces the following strengths for a team Building Trust Mastering Healthy Conflict Achieving Commitment Embracing Accountability Focusing On Results.
We work with teams that are struggling to understand how to process and cope with conflict among team members. We use a variety of conflict resolution models in our work with teams in conflict and this means that different approaches can be drawn upon depending on the specific needs of the team. We are leadership coaches who care deeply about seeing results come from the coaching we do. This means that we concentrate at the beginning of a coaching relationship on assessing where the needs lie. We do this in a variety of ways including using psychometric tools and competency sets including the Lominger Leadership Architect to bring a close focus to the ongoing coaching that takes place. Beyond assessment there are some essential components to our coaching practice which are proven to produce tangible and measurable outcomes for leaders.
These include making clear decisions in each coaching session about what goals are needed to be focused on, bringing specific resources to the discussion that address the needs of the individual leader, and involving the leader’s leader from time to time so that clear accountability for development is clearly in place. More recently the Clifton StrengthsFinder is playing an important part in our leadership coaching work with our clients. This instrument gives useful feedback on what the leader's strengths themes are, and we work with them to highlight how they might harness their strengths to focus on performance challenges, relationships and career focus. The feedback we are consistently receiving about our use of StrengthsFinder is that clients feel highly affirmed in their strengths and are more able to see how to apply them in their daily work.
The leaders we work with often seek our guidance on how to gain agreement to common goals and vision. We are able to assist in these situations by facilitating team based vision and strategy workshops
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Authors and researchers Jim Kouzes and Barry Posner have just released a ground breaking new book on leadership explaining the process leaders must engage in if they are to continue to develop and grow as leaders. Every day we work with people who realize that leadership potential is everywhere. But harvesting that potential is a deliberate and conscious process for you to grow as a leader. The starting point for any leader is to have confidence that you can develop and grow your ability as a leader. What are you doing to engage with a mentor or coach who can help guide you in the development of your leadership skills?. Kouzes and Posner say What actually differentiates expert performers from good performers is their dedication to doing something every day to improve. March Delegating Assertively Leading through Change Leading Assertively Communicating in Challenging Situations. June What We’re Reading Learning Leadership by Kouzes and Posner Practicing The Art Of Delegation
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