Strategic Intent - Leadership

Intentional Leadership

What do we mean by Intentional Leadership?

There are so many roles we need to fulfil in life—leader, boss, manager, colleague, partner, parent, child, sibling, community member. While each has its own rewards and challenges, it may be difficult to give our best to each role and it is easy at times to feel fragmented. What if we were to live the fullness of our lives intentionally?

Intentional Leadership aims to address the fragmentation that many people experience and move toward wholeness so that you can give your best to each interaction. We help you explore and understand your intentions, so that you can determine where your attention should be focused for action. We guide you and/or your team through mindful goal setting, and then coach you in cultivating your ability to pay attention to what really matters for you.

Learning to live and lead intentionally is a life-long practice.

For more information on how Intentional Leadership could work for you and your team, .

Executive Short Breaks

Executive Short Breaks help you make the link between your wellbeing and your performance as a leader. Drawing on the research from Senge, Jaworski, Collins, Goleman, Prochaska and DiClemente, Kabat-Zinn, Kegan and Lahey and others, Executive Short Breaks is designed to give you the tools of mind and body to use for work and other aspects of your life. The focus is on change that transforms and sustains you rather than on a transactional experience. Download the PDF here

Executive Short Breaks has four modules. Each module is structured to take a “short break” from your office and meetings and participate either in a group session or an individual session and focus on what is important to you. This time and the time in between sessions allows for reflection, practise and sustainable behaviour change.

The first three modules can be used as “stand alone” modules. The fourth module builds on previous learnings and deepens your practice and understanding

Theory U Retreat

Theory U addresses the question: ‘what is required to learn and act from the future as it emerges?’ Created by organisational development consultant Otto Scharmer, this theory recognises that we have many sound processes for learning from the past—most a derivation of the model developed by educational theorist and experiential learning consultant, David Kolb

Kolb’s four-step model begins with a concrete experience, then moves through reflection on that experience, the formation of concepts regarding the experience and finally, testing the new concepts. Theory U goes further to define another level of discovery: learning from the future as it emerges.