Professional Development for Leaders and Teams
Build the behaviours people need to lead, work and perform effectively.
Professional development works best when it responds to a real need.
flowprofiler® combines behavioural insight with practical, workplace-based development to help leaders and teams strengthen the capabilities that matter to their role, their people and their organisation.
From targeted workshops to assessment-led development, we help organisations move beyond learning about behaviour to applying it where it matters.
Development That Starts With What People Actually Need
Training is easy to deliver. Knowing where development will have the greatest impact is harder.
flowprofiler® assessments can provide a behavioural baseline across emotional intelligence, resilience and motivation. This helps individuals and organisations identify strengths, potential watch-outs and areas where targeted development may be useful.
Development can then focus on the capabilities that matter rather than assuming everyone needs the same programme.
Assess → Analyse → Design → Develop → Apply
Assessment is not essential for every workshop, but where it adds value it gives development a clearer starting point. We call this data driven development.
Leadership and Professional Development Workshops
Our facilitated workshops focus on practical capabilities that leaders and employees can use in their everyday work.
Programmes can be delivered as standalone development or combined into a broader pathway.
Accountability Culture
Build clearer expectations, stronger ownership and greater personal and collective accountability.
Impactful Communication
Help individuals recognise the strategies available to them in order to communicate with greater impact.
Emotionally Intelligent Leadership
Develop greater emotional awareness, emotional regulation and social effectiveness in everyday leadership.
Resilient Leadership
Strengthen the behaviours that help leaders respond effectively to pressure, setbacks, uncertainty and change.
Leading Through Influence
Understand how influence works and develop more constructive ways to gain commitment without relying solely on authority.
Coaching on the Job
Give managers practical skills for using everyday work as an opportunity to coach, reinforce and develop capability.
Leading Development
Help leaders take greater responsibility for developing their people through meaningful conversations, feedback and workplace opportunities.
Succession Planning
Bring greater structure to decisions about performance, potential and readiness while strengthening the leadership pipeline.
Commercial Impact
Connect leadership behaviour and workplace action with process, performance and commercial outcomes.
From Learning to Workplace Application
Because knowing is not the same as doing.
A good workshop can create insight.
The harder question is what happens afterwards.
Our development approach encourages participants to apply learning to real work rather than leaving it in the training room.
Depending on the programme, this can include practical workplace activities, coaching, reflection, follow-up sessions and SkillSprints™.
SkillSprints™ are work-based projects that give participants a defined opportunity to put learning into practice.
They may focus on:
Behavioural activation
Applying or strengthening a specific leadership behaviour.
Process improvement
Improving the way work is organised, communicated or delivered.
Cost or revenue initiatives
Applying leadership capability to an opportunity with a measurable commercial outcome.
The objective is simple:
Learn something useful. Apply it at work. See what changes.
Development Informed by Behavioural Intelligence
There is no single ideal way to behave.
Effective behaviour depends on the person, the situation and what needs to be achieved.
flowprofiler® assessments help people explore how their behaviour presents day to day and under pressure.
This can reveal where a behaviour is:
- being underused
- providing a solid base
- operating effectively
- at risk of being overused
Development therefore becomes less about telling people what kind of leader they should be and more about helping them expand the behavioural choices available to them.
We call this behavioural agility.
Development for Teams
Individual behaviour does not happen in isolation.
Teams need to communicate, make decisions, manage pressure, resolve differences and coordinate work together.
Assessment-led team development can help a group explore both individual and collective behavioural patterns and create a shared language for discussing how the team works.
Development can then be targeted around the challenges the team actually faces, from accountability and communication to resilience, motivation, collaboration and leadership.
The goal is not to create identical behaviour. It is to build the capability to work effectively together.
Build Capability Inside Your Organisation
flowprofiler® Interpreter Development
Organisations using flowprofiler® assessments can also build internal capability.
Interpreter development equips suitably experienced practitioners to understand flowprofiler® reports, facilitate effective feedback conversations and use assessment insight responsibly within development activities.
This can help organisations embed behavioural development within existing leadership, coaching, talent and learning programmes.
Looking for a Complete Leadership Development Pathway?
Standalone development is not always enough.
Where an organisation wants to develop a leadership cohort over time, align development with organisational priorities and evidence workplace application, Leadershipflow® Pathways provide a more comprehensive approach.
Leadershipflow® combines behavioural assessment, organisational alignment, facilitated development, workplace SkillSprints™ and outcome measurement.
Develop What Matters
You do not need another programme full of interesting ideas that disappear when people return to work.
Start with the capability your people need.
Develop it.
Apply it.
Then look for the difference it makes.
❝Education is the most powerful weapon that you can use to change the world.
– Nelson Mandela
❝Students who took this assessment could gain a deeper self-awareness. It was a great opportunity for them to think about their future works as well as their lives!❞
❝flowprofiler® gave me a great report. I was able to pinpoint the areas where I could have greater impact in the business.❞
❝As someone who is interested in L&D, mentoring, coaching and providing feedback, the team training was a great course to attend.❞
❝flowprofiler® allowed us to reach individual and shared agreements to continue advancing and growing as a team reviewing dimensions of autonomy, awareness and emotional regulation, self-confidence and assertiveness.❞
❝flowprofiler® helps staff understand how to regulate specific dimensions of resilience and identify stress areas. They have become more resilient by becoming self-aware of how well they regulate their behaviour. As a result, we plan to use subsequent training workshops to support them in managing their mental and physical wellbeing.❞
❝Comparing the results 12-months apart showed how the organisation can shift. This was relevant because of the external factors with Covid-19.❞
❝To have the insights that flowprofiler® provides across the whole of the organisation is going to really help us put our strategies in place as to what reward and recognition frameworks we need to put in place to manage, retain our staff, and to be a destination employer.❞
❝ I like that flowprofiler® is a 12-month journey. You can see the beginning and the end and discover any changes.❞
❝To do the test was quick and easy. When I got the results, it showed that I was managing at a day-to-day level, but I was pushing so hard when things got tough. This insight enabled me to make changes in my behaviour.❞
❝It was useful to have completed resilienceflow® 12-months apart to compare results.❞
❝The development report was detailed. The charts made it easy to make sense of the findings.❞
❝Having done the test again I can see the improvement in what I have been working on, but I still have areas to work on.❞
❝We use flowprofiler® to coach existing employees and in our interviewing process. Our people have filled in the questionnaire. It’s them. It’s their own feedback. To have the reports presented to them in the way in which we’ve sold it. It’s a gift!❞
❝Using the motivationflow® development report, it was visually evident that under pressure I am highly motivated by purpose, growth, recognition and collaboration.❞
❝Using flowprofiler® I was able to gain more trust from my team and work better interdepartmentally across the hotel. This is very important in a hotel environment.❞
❝I like that flowprofiler® is a 12-month journey. You can see the beginning and the end and discover any changes❞
Vivian Zhang, Human Resources Director, Langham Hotels, Australia