Cultivating relational intelligence in your business…
restoring relational intelligence to the heart of leadership

Cultivating relational intelligence in your business

… restoring relational intelligence to the heart of leadership

Confidential, virtual coaching offers your leaders:

A brave space to reflect honestly on their leadership challenges, and their impact on others and the organisation

Frank yet supportive feedback as they actively develop their capacity to lead with insight, empathy, trust, and courage

The opportunity to gain fresh perspective and be resourced as they lead others through change and uncertainty

During these times of rapid change, uncertainty, and disconnection, leaders are facing some of their biggest challenges. Coaching helps leaders convert challenges into opportunities for growth and positive impact.

Cultivating relational intelligence in your business

… restoring relational intelligence to the heart of leadership

Confidential, virtual coaching offers your leaders:

A brave space to reflect honestly on their leadership challenges, and their impact on others and the organisation

Frank yet supportive feedback as they actively develop their capacity to lead with insight, empathy, trust, and courage

The opportunity to gain fresh perspective and be resourced as they lead others through change and uncertainty

“As a coach my goal is to hold a brave space for my clients to think like the leaders they inherently are, take action, and make a positive impact in their world.”

- Cara McCarthy -
Restoring relational intelligence to the heart of leadership

Leaders high in Relationship Systems Intelligence understand that organizations run on relationships. They have a deep appreciation for the power of leadership to shape the relationship eco-systems through which organizations impact the world.

Relationally intelligent leaders lead through connectivity and trust, empowering their teams to unleash their collective intelligence, and holding them accountable for shared performance.
They welcome feedback and know that conflict is a valuable expression of difference within the system, working with its generative and creative potential to arrive at better outcomes.

The relationally intelligent leader mobilises their people towards a future vision, yet is adaptable, anticipates change, and is willing to work with what is emerging.

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How we can help you develop your leaders

Executive Edge Coaching™: A valuable professional investment for leaders in executive and enterprise-wide roles who want to enhance strong technical skills with relationally intelligent leadership skills; better lead high performing teams and organization culture; and maintain resilience in complex business environments.

  • Emotional and Social Intelligence: Expanding self-awareness; developing trust through interpersonal relationships skills, listening skills, and empathy; enhancing communication skills; developing resilience in high performance contexts.
  • Relationship Systems Intelligence: Influencing the system and creating positive impact; motivation and engagement; leading with vision and purpose; building effective culture and teams.
  • Change Intelligence: Leading during times of change; navigating uncertainty and ambiguity; decision and prioritization skills; building change capability in teams and organization culture.
  • Support Resources: We typically recommend the use of the Leadership Circle Profile assessment to map the leaders’ use of their Creative Competencies and Reactive Tendencies, and/or the Hogan suite, to identify strengths on which to capitalise and address habits and behaviours that may hinder success.
‘Navigate’ New Leader Transition Coaching™: An investment in the success of leadership talent taking on a first-time leadership role or a significant increase in leadership responsibilities. Designed to act as a pre-emptive strike on the high failure rate of leadership transitions, and to significantly improve performance, resilience, and early impact.
  • New Role Intelligence: Mapping the requirements and needs of the Role, Culture, Team, and Stakeholders; taking a leadership view, delivering through others, and managing former peers; addressing performance issues.
  • Emotional and Social Intelligence: Expanding self-awareness of own leadership capability, style, and growth areas; understanding and enhancing communication, conflict management and decision-making styles; developing trust through interpersonal relationships skills, listening skills, and empathy; developing resilience in high performance contexts.
  • Relationship Systems Intelligence: Influencing the system and creating positive impact; motivation and engagement; leading with vision and purpose; building effective culture and teams.
  • Change Intelligence: developing and communicating a vision; leading and empowering through change; navigating uncertainty and ambiguity; decision and prioritization skills
  • Support Resources: We typically recommend the use of the Leadership Circle Profile assessment to map the leaders’ use of their Creative Competencies and Reactive Tendencies, and/or the Hogan suite, to identify strengths on which to capitalise and address habits and behaviours that may hinder success.

‘High Value Contributor’ Coaching™: The development goals and needs of senior specialists and critical individual contributors are often overlooked, contributing to poor performance, under-utilisation of their potential leadership influence, or conversely, to inflated ‘star’ behaviour that may negatively affect reputation, wider organization performance, or the ability to gain buy in from others.

  • Emotional and Social Intelligence: Identify strengths, mindset, and assumptions that may underpin self-limiting behaviours; expand view of one-self to that of leader through influence, knowledge, and reputation; understand the positive impact of collegiate behaviour and empathy on the performance of stakeholder teams and the wider organization; identify and self-manage ‘star’ behaviour; build appetite and identify opportunities for knowledge sharing, mentoring, and advocacy of broader organization goals; strategies for managing stress and boosting resilience for peak performance
  • Relationship Systems Intelligence: Awareness of how individual specialist role intersects with internal teams to successfully meet customer needs; gain a broader view of organizational structure, processes, and decision makers; identify and build capacity for behaviours that engender positive impact, increase sphere of influence, and create goodwill and buy-in with key stakeholder relationships
  • Support Resources: We may evaluate recent qualitative 360 assessments, or conduct new assessments as appropriate to understand impact, identify strengths on which to capitalise, and address habits and behaviours that may hinder success.
  • ‘Accelerate’ Future Leader Coaching™: Catalyse the growth of your high-potential talent and position future leaders to make an even bigger contribution to the organization’s success.
  • Career Intelligence: Exploring and defining career aspirations and goals; identifying strengths and development gaps and building a targeted action plan; strategies for building a network and expanding circles of influence; identifying mentors and advocates.
  • Emotional and Social Intelligence: Exploring personal purpose, values, and motivators; positive impact and influence; growth mindset; effective self-advocacy; building resilience to navigate setback, uncertainty, and change; developing potential in others.
  • Support Resources: We may evaluate recent assessments or conduct new assessments as appropriate (e.g. qualitative 360, BeTalent Strengths, BeTalent Decision Styles), and link to the organization’s leadership principles, values and resources.
Deasert Spring shape