When I founded David J Green and Associates over 25 years ago, I wanted to help develop and improve organisations in all kinds of ways ...
… in order that they were more strongly people-oriented, employees would be happier, more fulfilled, and could contribute more of what they had to offer.
Those aspirations remain true, but I've come to realise that the central focus of my consultancy needs to be leadership, both for individuals at all levels and for the organisation in its culture.
Leadership is about all those important organisational matters we can't control in others, like trust, openness, belief, collaboration, honesty, courage, purpose, identity, morale, optimism, connectivity, creativity, emotions, and energy. Good leadership works with human dynamics to create and hold the enabling conditions for these forces to be well-expressed.
This focus on building leadership calls for approaches which integrate individual and organisational development, which include opportunities to learn and build self-awareness, relationships and teams, connection skills, and open, honest engagement. The development process needs to be centred on those things which make us uniquely human. It needs to be experience-based, challenging, face-to-face, and safe, so as to be open, and allow us to explore and try new things. The learning design needs to model leadership itself.
From the first meeting with clients, I work with them to help them build and constantly refresh these capacities in real time and in reality.