Resonant leadership™

Resonant leadership™

Unlike standard leadership training programs that focus on teaching, the focus of the Resonant Leadership™ program is – developing. The leading models in business practice clearly demonstrate that the development of leadership potential within the organization is a key factor for the success of a company and can make or break it. The the decisions made by the leaders in an organization can have a ripple effect on employee recruitment, engagement, development, and performance.

The training program Resonant Leadership™ differentiates between horizontal and vertical leadership as based on the latest integrated models of leadership, implemented in leading Fortune 500 companies.

The program focuses on vertical leadership development by examining eight dimensions of development, their characteristics and the synchronization between leaders and teams in each dimension.

The success of any organization is directly dependent on the skills and knowledge of its leaders. When the company has a well-trained and motivated team led by an effective resonant leader, it is always able to fulfil its potential and be a step ahead of the competition. Effective leadership occurs and develops within corporate culture and serves as a bridge between the current status-quo and the vision of the company.

A key element of resonant leadership is energy management. Most leaders are not even wondering why they are energetic one day and tired the next. Very few leaders are aware of where their power is coming from, where it goes and why they feel exhausted at the end of the week. Stress and tension are inexorable at high management levels and can be extremely dangerous if not managed and controlled. Proper and effective recovery is critical not only in sports but also in the business world where most leaders just expect to continue day after day and year after year. The rules in sport are different from those in business, but harnessing and managing energy levels for optimal performance and recovery may cause a radical change in the results and prevent the occurrence and negative consequences of burnout. Optimal energy management invariably leads to increased personal efficiency and influence of the leader on the team.

Another key dimension of the Resonant Leadership™ training program which is based on the latest models for development in business, analyzes and defines leadership in a dynamic framework of stages, characterized by positive and negative features on each developmental phase and identifies the necessary steps to transition to the next stage.

The program takes a sophisticated and integrative approach at the multi-dimensional aspects of Leadership, rather than a simple and incomplete one-dimensional perspective on the phenomenon through looking only at leadership behaviors or even authentic, situational, compassionate or servant leadership. Unless we pay attention to all the existing dimension, we will never be able to achieve our full leadership potentials.

By reviewing and training the practical models and techniques, the Resonant Leadership™ program focuses on achieving the following results:

defining the difference between leadership and management- the qualities of an effective leader, as well as blind spots
horizontal and vertical leadership – an integrated approach – levels of Resonant Leadership
emotional leadership, social intelligence and relationships within the team – models and techniques for managing group dynamics within teams
creating a positive emotional climate in the team
situational leadership – elements and factors
understanding and management of corporate culture and internal social networks
management and unlocking of the potential and skills for successfully self- and team motivation
effective communication and feedback
improving personal effectiveness and decision-making

The objectives and results of the training program Resonant Leadership™ are:
 significant increase in productivity of both the leader and the whole team
 significantly quality improvement of decision-making
 optimization of the internal team processes – increasing the level of initiative, reducing conflicts, reducing the number of sick days, increased efficiency
 increase employee motivation and loyalty