Organisational & Leadership Development

Organisations and their Leadership have the ability to impact procedures and methods which influence, inspire and support employees in accomplishing responsibilities essential to improve organisational, team and individual performance, impacting organisational objectives and the organisational culture.

Organisational Development

Organisations are constantly changing as the size, shape and structure of the company develops organically to meet the demands of their customers and market. Unless each aspect is consciously shaped then it’s likely to mean less flexibility for your company holistically. Consequently, changes to the organisational elements (technology, strategies, structure, products, systems, people, etc.) aim to improve organisational effectiveness and efficiency.

The methods used need to be integrated as they affect all aspects of the organisation including internal and external stakeholders. Change needs to be planned, structured and strategically implemented, taking cognisance of all employees especially those critical to the change process, especially the change leaders and drivers.

Our approach to organisation design is practical and systematic. The challenge of is often in its delivery. Application of a structured approach needs to consider changes to behaviour and culture, reward, recognition and personal development – it puts people in the centre of any change.

Organisational Culture and Change

In order to develop the organisational strategy, it is important to understand that Organizational climate and organizational culture are interrelated. Organisational climate is briefly defined as the meanings people attach to interrelated bundles of experiences they have at work. Organisational culture is defined as basic assumptions about the world and the values that guide life in organizations. These elements are what and how the employees conduct themselves in their daily routines. Critical to this is the way in which the leadership operates and the levels of trust, transparency and empowerment within the organisational culture.

Our approach is to examine the roles of leadership in understanding organizational culture and climate and the overall performance and culture as the determining factors in understanding the organizational behaviour. The aim is the get the leadership, employees and all stakeholders to obtain an integration of climate and culture thinking which promotes innovation and change. No matter what kind of change takes place in an organization it is important to note that it needs to ensure improvement, so that top managers, who have a much clearer vision of the organization as a whole, promote only those changes that lead to better results than those recorded before starting the process of change.

Leadership Development

Leaders impact organisational procedures and outcomes through decisions, systems and strategic input which affects, the work and external environment, suppliers, customers, colleagues and significantly employees, especially their direct reports.

Leadership is no longer simply described as an individual characteristic or approach, but rather is depicted in various models and styles as a complex social dynamic. In the global marketplace, current leadership is more participative and inclusive – an engaging or holistic style of leadership. Engaged leaders show a vested interest and concern for people. They foster a climate which enables all parties to buy-in to the vision, objectives and culture. This leadership encourages development, growth and mutual accountability, enabling individuals to communicate openly, grow potential, and think creatively and strategically. The leader shows that he values other people, their input and a shared mutually established vision which everyone is working towards achieving. The relationship requires honesty, transparency, openness and high levels of ethics and integrity. Employees who feel engaged with their leaders have a greater sense of well-being and commit additional effort to achieve work goals forming an essential component of the leadership dynamic.

Leadership Coaching

Coaching supports whole, healthy and resourceful people as they work out how to move forward in a current professional situation or explore the kind of future, they wish to create for themselves. Coaching draws out the intelligence and wisdom of the leader rather than taking on a role of advising or being a counselor. Coaching does address personal issues or life conditions that have impact on professional effectiveness. Coaching may address specific personal projects, business successes, or general conditions in the leader’s life or profession. The coach and leader are both committed to observing the boundaries of coaching.

The coach/leader relationship in Basileia Consulting
The leader can count on the coach to support the leader’s aspirations and growth by asking questions, making observations, and providing a safe, supportive space in which these topics can be discussed. The coach counts on the leader to be committed to his personal and professional development, willing to challenge current beliefs, and able to accept feedback. The leader must be committed to making the time to do the work of coaching that often happens between sessions. The leader must understand that successful coaching requires a co-active collaborative approach. In the coaching relationship, the coach plays the role of a facilitator of change, but it is the leader’s responsibility to enact or bring about the change.

How Basileia Consulting Adds Value

Does your organisation and its leadership perform at these levels?


Basileia consulting will inspire, engage and develop your organisation and people to deliver extraordinary results. Basileia Consulting’s leadership assessment and certain development programmes are linked to the Organizational Leadership Assessment (OLA) created and development by Dr. Jim Laub who operates the OLA in the USA.

Consequently, the first step will be to assess your organisation and your employees to determine your exact organisational health level and to then mutually decide on the next level of engagement required, which can include Training and Development, Consulting and Coaching to inspire and develop your organisation and its people to deliver exceptional results.



Measure what you have

Contact us today for a no-obligation discussion on your organisation’s assessment needs. See if the Organisational Leadership Assessment best represents the values you desire for your organisation and if it is the right assessment tool for your organisation.