Blog Posts

Programme FAQ’s

  • Development Programmes have been shown to have significant impact on engagement, retention and performance. Please read our blog "Value for money: the ROI of leadership development"!

  • Yes absolutely. The modular approach of our programmes means that we can put it together in any combination that is right for you. Much like a modular sofa: you can add, replace and mix and match any of our modules and sessions. In addition, we personalise the top and tail end of each module, programme or session to reflect your brand and needs.

  • At Orbitl Leaders we believe that development should be available and accessible to all. We have three programmes, one for leaders and line managers, one for (ususally) intact teams and one for employees of all levels across your organisations.

    In addition, sessions and modules can be mixed and matched in a way to suit your specific organisational needs.

  • Each programme combines an information component, usually an interactive lecture which introduces the session topic and builds participants knowledge and understanding.

    We then use a combination of group discussions, interactive exercises, role play, games and self reflection, to embed learning and behaviour in a sustainable and lasting way.

  • To measure the success of our development programs, we take a multi-faceted approach which we agree with you and aligns with tools and processes already in place within your company.

    First, we conduct pre- and post-training assessments to identify shifts in leadership competencies and team dynamics. This might include 360 reviews or other tools you already have in place.

    Additionally, we gather immediate participant feedback, and offer long-term follow-up through coaching sessions to ensure that the changes are sustainable.

    We also align the programme with your business objectives and, where appropriate, can track key performance indicators such as employee engagement, productivity, and retention rates, especially where those diagnostics (for example Employee Engagement Surveys) are already in place.

    This comprehensive evaluation framework allows us to track both the immediate and long-term success of our programs

  • Our trainers are highly experienced, usually industry experts and with both in-house and external, consultancy experience.

    Accredited in a range of psychometric tools, trained through ICF or ACC accredited programmes, and deeply passionate about developing talent at all stages of life, we ensure that the quality of our programmes and qualified facilitators meet the highest standards, always.

  • Yes we can. You can find testimonials and some of the businesses we work with in the About page on this website. For more detailed references and case studies please contact us!

  • Most certainly. Whilst the Leadership Catalyst and Team modules are delivered in person, the Employee Catalyst consists of virtual sessions which are suitable to to all level of employee across the hierarchy.

    The Team Catalyst modules meanwhile have been designed in a way that perfectly combines with your company's All Hands, QBR or team meetings. A 3 hours long they are full of energy, highly engaging and real spirit boosters!

  • Final pricing does depend on a few factors but we do believe in transparency and feel it's important to take the mystery out of costing your programme. We have a full price list available for you: please drop Martine a line at martine@orbitl-leaders.com or pop your details here and we'll send you the link.

development fAQ’s

  • Read our blog on 5 Reasons Why You Should invest in Leadership Development. Here are a few key points:

    1. Fosters a Strong Company Culture

    Leadership behaviour shapes the culture of a startup. A strong company culture attracts top talent, improves employee retention, and enhances overall morale. Investing in leadership development ensures that leaders are self aware, emotionally intelligent and equipped to create and maintain a positive, productive work environment.

    2. Enhances Decision-Making Capabilities

    Startups face a myriad of decisions that can significantly impact their future. Well-developed leaders are better equipped to make strategic, informed decisions under pressure, reducing the risk of costly mistakes and guiding the company toward sustainable growth. Effective Decision-Making and Conflict Resolution should be key components of your Leadership Development Programme.

    3. Drives Innovation and Adaptability

    Startups operate in dynamic environments where change is constant. Effective leaders foster a culture of psychological safety and healthy risk taking, encouraging innovation, creative problem-solving and adaptability. Leadership development ensures that leaders have the skills to drive and manage change, keeping the startup competitive.

    4. Improves Employee Engagement and Productivity

    Employees are more likely to be engaged and productive when they are led by competent, inspirational leaders. Leadership development helps in honing the skills needed to motivate teams, align them with the company's vision, and maximise their potential, leading to higher productivity and better business outcomes.

    5. Supports Scalability and Growth

    As startups grow, they need leaders who can scale the business effectively. Leadership development prepares leaders to handle increased responsibilities, manage larger teams, and navigate the complexities of scaling a startup, ensuring the company grows in a sustainable and structured manner.

  • Leadership is a multifaceted discipline that requires continuous growth and adaptation. Developing effective leaders involves focusing on several core principles that guide their actions, decision-making, and influence. Here are the five tenets of leadership development that are crucial for fostering competent and inspiring leaders.

    1. Self-Awareness

    Self-awareness is the cornerstone of effective leadership. It involves understanding one's strengths, weaknesses, emotions, and values. Leaders who are self-aware can recognize how their actions and decisions impact others, allowing them to lead with authenticity and integrity.

    Key Strategies:

    • Regular Reflection: Leaders should engage in self-reflection practices, such as journaling or mindfulness meditation, to gain insights into their behaviors and thought patterns.

    • Feedback Mechanisms: Constructive feedback from peers, subordinates, and mentors helps leaders identify blind spots and areas for improvement.

    • Behavioural Assessments: Tools like DiSC, Insights Discovery and Gallup StrengthFinders can provide valuable information about a leader’s inherent traits and tendencies.

    2. Continuous Learning

    The landscape of leadership is constantly evolving, and leaders must commit to continuous learning to stay relevant and effective. This tenet emphasises the importance of intellectual curiosity and the pursuit of new knowledge and skills.

    Key Strategies:

    • Formal Education: Pursuing advanced degrees, certifications, and attending workshops can enhance a leader's knowledge base.

    • Informal Learning: Reading books, listening to podcasts, and engaging in online courses are accessible ways for leaders to stay updated with the latest trends and theories.

    • Mentorship and Coaching: Learning from experienced leaders through mentorship programs or professional coaching can provide practical insights and guidance.

    3. Emotional Intelligence

    Emotional intelligence (EI) is the ability to recognise, understand, and manage one’s own emotions, as well as those of others. High EI enables leaders to build strong relationships, manage conflict effectively, and foster a positive work environment.

    Key Strategies:

    • Empathy Development: Practicing active listening and showing genuine concern for team members' well-being helps in building empathetic connections.

    • Emotional Regulation: Techniques such as mindfulness and stress management exercises can help leaders maintain composure under pressure.

    • Social Skills: Enhancing communication skills, such as clarity in speech, and developing the ability to influence and inspire others are essential components of EI.

    4. Vision and Strategic Thinking

    Leaders must possess a clear vision and the ability to think strategically to guide their organizations towards long-term success. This tenet involves setting a compelling direction and making informed decisions that align with the organization’s goals.

    Key Strategies:

    • Vision Articulation: Clearly communicating the vision to all stakeholders ensures everyone is aligned and motivated towards common objectives.

    • Strategic Planning: Developing and executing strategic plans that outline actionable steps towards achieving the vision is critical.

    • Innovative Thinking: Encouraging creativity and exploring new ideas can help leaders identify opportunities and navigate challenges effectively.

    5. Ethical Leadership

    Ethical leadership is about leading with integrity, fairness, and respect for others. It involves making decisions that are not only beneficial for the organization but also morally sound and socially responsible.

    Key Strategies:

    • Value-Based Decision Making: Leaders should base their decisions on a set of core values and ethical principles.

    • Transparency: Being open and honest in communication fosters trust and credibility.

    • Corporate Social Responsibility (CSR): Engaging in CSR activities and promoting sustainable practices reflect a commitment to ethical leadership.

    Conclusion

    The development of effective leaders hinges on these five tenets: self-awareness, continuous learning, emotional intelligence, vision and strategic thinking, and ethical leadership. By embracing and cultivating these principles, organizations can nurture leaders who are not only capable but also inspiring and responsible, driving success and fostering a positive impact on their teams and communities.

  • Identifying potential leaders requires a proactive approach by managers and HR professionals.

    High performers who exhibit leadership behaviours, such as taking initiative, influencing others positively, and demonstrating strong problem-solving abilities, are often good candidates for leadership roles.

    Beyond technical skills, traits such as resilience, adaptability, and emotional intelligence are key indicators of leadership potential.

    You can use a combination of performance reviews, peer feedback, and leadership assessments to identify potential leaders.

    Engaging employees in leadership development programs early can also reveal hidden talent.

    A focus on diversity in leadership pipelines is important to ensure that potential leaders from all backgrounds are considered.

  • A successful leadership development programme often includes a blend of formal and informal learning opportunities.

    1. Formal learning may consist of workshops, leadership courses, or seminars that focus on building core competencies such as decision-making, strategic thinking, and emotional intelligence.

    2. Informal learning, on the other hand, can include mentorship or coaching, where leaders gain insights and feedback from experienced individuals who provide guidance and advice.

    3. Another important component is real-world application. Leaders need opportunities to apply what they’ve learned in practical situations, such as leading projects, managing teams, or solving complex problems.

    4. Additionally, regular feedback and assessments (such as 360-degree reviews) are essential for leaders to understand their strengths and areas for improvement.

Leadership Development

  • Employee development refers to the ongoing process of enhancing employees' skills, knowledge, and capabilities to ensure they can meet both their current and future job demands. This development can take various forms, including training programs, coaching, mentorship, and on-the-job learning opportunities. Employee development is crucial because it keeps skills sharp and helps employees adapt to changes in their roles, industry trends, or organizational needs.

    For businesses, investing in employee development boosts productivity, improves retention rates, and helps to build a more engaged workforce. When employees feel supported in their personal and professional growth, they are more likely to stay loyal to the company, contribute innovative ideas, and take on leadership roles in the future. The benefits extend to the organization’s competitive advantage as it ensures that the workforce is always evolving and capable of meeting new challenges.

  • A personalised development plan is tailored to an individual’s career goals, strengths, and development areas.

    The first step is to conduct a self-assessment and gather feedback from managers to identify the employee’s current skills and where improvement is needed.

    From there, career goals can be set, which provide direction for the types of development activities the employee should pursue.

    The plan should outline specific, measurable actions, such as attending training courses, participating in job rotations, or taking on stretch assignments.

    Regular check-ins are important to review progress and adjust the plan as needed.

    A well-crafted development plan aligns the employee’s growth with organisational goals, benefiting both the individual and the company.

  • Measuring the success of employee development programmes requires both quantitative and qualitative metrics.

    1. One way to gauge success is to track performance improvements over time. For example, if an employee development program aims to enhance leadership skills, evaluating participants' leadership effectiveness through 360-degree feedback, promotions, or improved team performance can provide insights into the program's impact.

    2. Retention rates are another important metric, as employees who feel they are growing within their roles are more likely to stay with the organisation.

    3. Increased employee engagement, higher job satisfaction, and better alignment with business goals also indicate the success of development programs.

    4. Ultimately, linking employee development initiatives to key business outcomes such as productivity, profitability, and innovation is crucial to understanding their true value.

  • Supporting employee development starts with identifying the individual’s strengths and areas for improvement. Personalized learning and development plans can be created, outlining specific goals and the skills or knowledge needed to achieve them. Offering a variety of learning options, such as workshops, online courses, or on-the-job training, ensures that employees can develop in ways that suit their learning styles.

    • Regular feedback is essential for guiding employee development. Constructive feedback helps employees understand their progress and where they need to focus their efforts. In addition to formal training, mentoring and coaching provide personalized support, helping employees navigate challenges and learn from experienced professionals.

Employee Development

  • Building a high-performing team is crucial for achieving organizational success, and Google's "Project Aristotle" provides deep insights into what drives effective teamwork. Launched in 2012, Project Aristotle aimed to uncover the key factors that distinguish the most successful teams from others within Google.

    1. Psychological Safety

    The single most important factor discovered by Google's research was psychological safety. This means team members feel safe to take risks and be vulnerable in front of each other without fear of ridicule or retaliation. In high-performing teams, everyone is encouraged to share ideas, voice concerns, and contribute without the worry of being judged.

    2. Dependability

    High-performing teams also exhibit a strong sense of dependability. Team members reliably complete tasks on time and meet expectations. Each individual can count on others to follow through, which builds trust and fosters collaboration.

    3. Structure and Clarity

    Clear roles, responsibilities, and goals are essential for a team’s success. When team members know what is expected of them and understand how their work contributes to the larger objectives, they work more efficiently. Structure and clarity help team members stay aligned and focused.

    4. Meaning

    A sense of purpose or meaning behind the work is another critical factor. High-performing teams often find intrinsic motivation in what they do because they believe their work matters. Whether it's contributing to a larger mission or seeing the impact of their efforts, meaningful work drives better performance.

    5. Impact

    Lastly, high-performing teams have a clear understanding of the impact of their work. They see how their contributions affect the organization or broader community, which boosts motivation and encourages further effort.

    Conclusion

    Google's Project Aristotle emphasizes that high-performing teams are not just about having the right mix of skills or technical expertise. Instead, the foundation of success lies in fostering an environment of psychological safety, dependability, clarity, meaningful work, and a shared sense of impact. These factors create the conditions for teams to thrive, innovate, and excel.

  • The five stages of team development, introduced by psychologist Bruce Tuckman in 1965, describe how teams evolve and grow through various phases. These stages are:

    1. Forming

    • Characteristics: The team members come together for the first time, and they are typically polite and positive. There is excitement about the team's potential, but there may also be anxiety about roles and responsibilities. Team members often rely on a leader for guidance and direction.

    • Focus: Getting to know each other, understanding the task at hand, and clarifying roles.

    2. Storming

    • Characteristics: Conflict and tension arise as team members begin to push boundaries. Differences in opinions, working styles, and personalities may lead to disagreements. Power struggles or competition for influence can surface. The team may struggle with authority or the direction of the task.

    • Focus: Addressing conflicts, establishing clear roles, and building trust within the group.

    3. Norming

    • Characteristics: Team members start to resolve their differences, develop stronger relationships, and establish norms around how they collaborate. Trust and respect build, and members begin to work more effectively together. The team starts to focus more on the task and less on interpersonal conflicts.

    • Focus: Cooperation, solidifying roles and processes, and building a cohesive team environment.

    4. Performing

    • Characteristics: The team is functioning at a high level. There is trust, independence, and confidence in one another's abilities. Team members are aligned with the goals and work collaboratively, making decisions efficiently. Productivity and performance peak during this stage.

    • Focus: Achieving goals, maintaining high performance, and continuing to improve processes.

    5. Adjourning (or Mourning)

    • Characteristics: The team disbands after successfully completing the task, or when the project comes to an end. There may be feelings of achievement as well as sadness as the team separates. Reflection on the team's successes and learning experiences is common.

    • Focus: Closure, celebrating achievements, and transitioning to future roles or projects.

    These stages provide a useful framework for understanding group dynamics and managing team development over time.

  • Leaders play a pivotal role in fostering collaboration by creating an environment where open communication is encouraged, and everyone feels heard. This begins with setting clear, shared goals so that each team member understands how their individual contributions fit into the larger picture. Clear roles and responsibilities reduce overlap and confusion, allowing team members to focus on their areas of strength.

    Encouraging regular team check-ins and open feedback sessions is another way to build collaboration. Leaders should also model collaborative behaviors, such as being open to suggestions, valuing diverse perspectives, and solving problems collectively rather than individually. It’s also important for leaders to cultivate trust within the team by being transparent, reliable, and supportive of their team members.

  • Conflict in teams is inevitable, and how it’s managed determines whether it will strengthen or weaken the team.

    One of the most effective strategies for resolving conflicts is early intervention—addressing issues as soon as they arise prevents them from escalating. Leaders should facilitate open communication by creating a safe space where team members feel comfortable expressing their concerns.

    More than that: leaders should actively mine for conflict, by proactively and openly asking questions to surface concern or disagreement, and stating that you'd welcome any opposing or alternative opinions. Pay attention to body language and other (quiet) signs of discontent or disagreement.

    Empathy is another key to resolving conflict. Encouraging team members to see the situation from another's perspective can help reduce tension and find common ground.

    Leaders should also focus on problem-solving, guiding the team to concentrate on interests rather than positions. By finding solutions that benefit everyone, leaders can transform conflict into a constructive force that strengthens the team.

team Development

Team Culture

  • Team culture is the expression of shared values, behaviours, attitudes, and norms that exist within a group; it is your team's personality.

    When your team's culture is very different, even opposite, to your own personality, you may feel tense and stressed. This can have a detrimental impact on your wellbeing, engagement and performance.

    It is worth noting that the shaping of culture will happen regardless of whether, as a a leader, you pay attention to it or not. If you don't pay attention to it, you may well end up with a culture that limits your team's potential.

    Building and maintaining the kind of team culture you want therefore requires conscious, deliberate and sustained effort, together with a clear understanding of what "good" looks like within your company.

    It also requires emotionally intelligent leaders who understand how that their behaviour and leadership styles impact the climate and culture within their team.

    Atlassian identified four "personality" types in their blog The 4 types of company culture, explained:

    • Clan Culture: friendly, family-like. Teamwork, participation and collaboration are valued. Employees feel a strong sense of belonging.

    • Adhocracy Culture: Innovation, creativity, and risk-taking. Employees are encouraged to think outside the box and challenge the status quo.

    • Market Culture: Emphasises competition and achieving results. Employees are driven by goals, and success is measured through market share and profitability.

    • Hierarchy Culture: Structured and controlled, with clear processes and well-defined roles. Consistency, efficiency, and predictability are key.

    Each of these team cultures comes with its own set of strengths and challenges, and the effectiveness of a particular culture can depend on the team’s goals, the industry they operate in, and the personalities of its members. Often, teams may exhibit a combination of cultural types depending on situational demands.

    Whatever culture exists in YOUR team, it will significantly influence how your team functions and how members interact with one another.

  • Emotional Intelligence (EI) is the ability to recognise, understand, manage, and influence emotions in oneself and others. It consists of five key components:

    1. Self-awareness: Recognising your own emotions and how they affect your thoughts and behaviour.

    2. Self-regulation: Managing and controlling impulsive feelings and behaviours.

    3. Motivation: Harnessing emotions to pursue goals with energy and persistence.

    4. Empathy: Understanding and sharing the feelings of others.

    5. Social skills: Managing relationships to move people in desired directions.

    EI matters because it enhances communication, leadership, decision-making, and conflict resolution, improving personal and professional relationships. It contributes to better teamwork, mental health, and overall success.

  • While trust and psychological safety are closely related, they are distinct concepts that both play a crucial role in fostering effective teamwork.

    • Trust refers to the belief that others will act in your best interest, fulfill their promises, and be reliable. It’s often built over time through consistent actions, reliability, and integrity. In teams, trust means that members feel confident that others will follow through on commitments and support one another.

    • Psychological Safety, on the other hand, is the shared belief that the team environment is safe for interpersonal risk-taking. This means that team members feel comfortable expressing ideas, asking questions, admitting mistakes, or offering feedback without fear of ridicule or negative consequences.

    Key Differences:

    • Trust focuses on interpersonal expectations (e.g., "I trust you will do your part").

    • Psychological safety focuses on the team environment (e.g., "I feel safe to speak up or make mistakes here").

  • Both trust and psychological safety are foundational to high-performing teams:

    1. Enhanced Collaboration: Trust enables team members to depend on each other’s expertise and contributions. When there’s psychological safety, members collaborate more freely, exchanging ideas without fear of judgment.

    2. Innovation and Creativity: A psychologically safe environment encourages risk-taking, experimentation, and the sharing of novel ideas—critical for innovation. Team members are more likely to propose unconventional solutions when they don't fear negative repercussions.

    3. Faster Problem-Solving: Trust facilitates efficient communication, while psychological safety promotes open dialogue. Together, they ensure that challenges are addressed promptly because people feel comfortable raising concerns.

    4. Improved Learning: In a psychologically safe space, individuals can admit mistakes and ask questions, leading to faster learning. Trust ensures that feedback is received with the belief that it’s intended to help, not criticize.

    5. Stronger Team Cohesion: Trust and psychological safety build stronger relationships within the team, reducing conflicts and fostering mutual respect. This leads to a healthier work environment where individuals support each other’s growth and success.

    In summary, trust builds the foundation for reliable and supportive relationships, while psychological safety ensures team members feel secure to engage fully and take risks. Both are critical for a team’s overall success and well-being.