The last few months have seen ‘business as usual’ take on a whole new meaning. Organisations in almost every sector have had to learn very quickly to carry on as best they can, in the face of increasing levels of uncertainty and challenge.

In the midst of this many leaders have risen to the challenge, but equal numbers are succumbing to pressures created by our current reality – and the difference between success and overwhelm is often as simple as mindset.

So how do you create leaders with a mindset that enables them to adapt, survive and even thrive when the world as we know it has been turned upside down?

Using organisational culture to empower leaders

While almost every large organisation globally will have some form of leadership development programme in place, the long-term outcomes associated with these vary radically.

We’ve worked with clients in many sectors (both private and public), and our experience is that – for those wanting to create a legacy of agile leadership – one of the single greatest influences on the outcomes of leadership development programmes is the culture within the organisation.

Why? Well, we know that agile leaders are characterised by a number of common traits – for example, the ability to take calculated risks and suggest innovative ways of achieving organisational goals (or dealing with challenges!)

But, for people to feel that they can offer novel solutions, the culture within their workplace needs to value and promote diversity of thinking – with the acceptance that trying new and different things occasionally results in failure.

By creating a culture of ‘psychological safety’, individuals feel empowered to express fresh ideas without fear of ridicule. This is particularly important in places like New Zealand where ‘tall poppy syndrome’ means many of us are reticent when it comes to putting our heads above the parapet!

Addressing the elephant in the room

While organisational culture is critical to supporting the development of agile leaders, it is often an area that L&D professionals shy away from. After all, the change required to transform an organisation’s culture (or the buy-in needed to begin the process!) can feel overwhelming.

Despite that, we believe that engaging in conversation about organisational culture is one of the most important aspects of planning a successful leadership development programme.

Talk to us about leadership development in your organisation

At Mantle, we’ve worked with the full spectrum of large-scale New Zealand organisations – from Government departments and NFPs to multi-nationals and home-grown enterprises.

Our leadership development programmes are tailored to the specific needs of each client, and always consider the impact of the organisation’s culture.

If you’re interested in developing a leadership development programme that delivers ongoing value, talk to us.