Leadership development informed by the psychology of behaviour change for organisations that want to close the knowing-doing gap.
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Do your leaders know what to do?
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Do your leaders know how to do it?
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Are your leaders enabled to do it?
Sound familiar?
You design and deliver a leadership development program, and your leaders leave the workshops inspired, equipped with new insights, and motivated to put them into practice.
But as the days and weeks go by, nothing changes. For the most part, your leaders still lead the way they always have, and the gap between knowledge and application widens.
This disconnect between leaders knowing what to do and doing it is commonly called the “knowing-doing gap.”
This gap is a significant challenge, as organisations globally spend billions on leadership development each year, often without getting a good return on investment because leaders soon revert to their old ways of doing things.
Justine La Roche
I can help you safeguard your leadership development investment by ensuring your leaders know what to do and are able and enabled to do it.
Leadership development solutions
I believe that the goal of leadership development is behaviour change and when leaders change it for the better, they can transform organisations by improving the employee experience, building high-performing teams, and shaping healthy cultures.
However, it’s not enough to view leadership development through an individual lens, as the context in which leaders work may make it difficult to put what they know into practice.
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Do your leaders know what to do?
If not, define the leadership mindsets, behaviours, and skills crucial to your organisation's success.
You can then use your leadership framework to signal and reinforce required behaviour and inform important leadership decisions, including what to invest development in.
Learn more here.
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If your leaders know what to do, the next step is to ensure they know how to do it.
I can support you in delivering a leadership development program specifically for your organisation and business context that deepens awareness of which leadership behaviours are crucial to success and how to demonstrate them.
Learn more here.
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If your leaders know what to do and how to do it, implementing a strategy to turn knowledge into action is the final step.
The key enablers of this strategy are structure, support, and accountability.
Learn more here.
Find your starting point
To be successful, leaders need to know what to do and be able and enabled to do it. The three questions below form a simple diagnostic to help you figure out where to target your efforts in the first instance to close the knowing-doing gap.
Define, Develop, Do
Let’s close the knowing-doing gap together
Get in touch today to discuss your leadership development goals.
Trusted by:
Endeavour Group
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ALH Hotels
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BWS
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Dan Murphy's
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Country Road Group
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TAC Transport Accident Commission
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Yarra Valley Water
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Swinburne University of Technology
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The University of Newcastle
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Medibank
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Dentsu
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KingSwim
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Spiire
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Endeavour Group • ALH Hotels • BWS • Dan Murphy's • Country Road Group • TAC Transport Accident Commission • Yarra Valley Water • Swinburne University of Technology • The University of Newcastle • Medibank • Dentsu • KingSwim • Spiire •
Latest insights
Whitepaper: Designing Leadership Development Programs that Change Behaviour
Are your leadership programs bridging the gap between knowledge and application?
Discover how to guide leaders from knowing what to do to actively driving lasting behaviour change.
Designing Leadership Development Programs that Change Behaviour dives into:
The individual and organisational factors that close the knowing-doing gap in leadership development.
How to design development pathways aligned with the stages of behaviour change for maximum impact.
Strategies to ensure your leadership programs drive meaningful behavioural improvements.