Doing Transformational Leadership

By the time I reached this level of leadership I was a change consultant. Having NLP tools at hand was a big advantage. I knew how to foster a culture of innovation in organisations.

I had reached a level of helping people connect with their identity, working towards their passion. Purpose was the ultimate motivator. Most people at this stage wanted to leave a legacy behind. It was my job to help them find their way.

I began by providing people with the tools to dream. Like Walt Disney who created Disneyland from nothing, I continued to facilitate senior teams deeper into their inner most selves.

This was a wonderful way to spark the a-ha moments.

Often once people reached this level, they understood how to anticipate and shape future trends. They saw opportunities and weaknesses. This spurred them towards their longer term goals.

Establishing a mentoring infrastructure within the organisation helped create mentors at all levels. This long term sustainability became the anchor for organisations to lean on as profitability improved.

​Stability of people individually and people as teams, added value to the leadership model where emerging leaders were spotted and developed within. The key to success when people and long term goals were aligned.