Ongoing research - Identity and How Leaders Grow

Succeeding in work, without needing to give up self, is arguably the key concern on the minds of individuals in the working world - the talented individuals that organisations need to attract, build and retain.

During 2004, Talent Dynamics began to explore an individual's sense of their identity as a factor in the development of executive talent.

Purpose of the study

In our work with leaders in business, we repeatedly find ourselves in conversations about what it really is, in individuals and teams that delivers exceptional business performance. People talk about the 'magic' or 'charisma' that some individuals seem to be able to bring to their work. They talk about leaders needing to do this in a way which honours not only the business goals, but also the human relationships involved, and they remember for ever the few people they have encountered who really seem to live this out. They talk about great leaders as being 'real', 'congruent' and 'honest'.

From our experience as executive coaches, we already know a good deal about how this comes about. What we want to do now, is to explore this deliberately, rather than by simply 'noticing' what we notice as we work.

At executive levels in particular, leaders are expected to have a strong presence, identity and authenticity. Achieving this often involves development through individually tailored, powerful interventions such as executive coaching, which allow leaders to explore their leadership identity and their personal alignment with the values of the organisation they represent.

This study will help us, and participating businesses, to understand how their star individuals do what they do, but by looking way beyond skills and behaviours, which have traditionally been the focus of leadership development activities in business.