LM Methodology
We are committed to working with leaders who have as much appetite to develop their processes and systems as they do their human capital - the way to upgrade as a human is through EI development - it is evolutionary not revolutionary.
Zoe Williams, Luminary Mindset®
Coaching with Luminary Mindset® combines 1-2-1, group and self-directed learning deliveries through all levels of an organisation. The way we work at Luminary Mindset® is very different to any other performance culture organisation - we use transformative coaching tools and techniques not yet commonplace in the corporate world. These tools are designed to break down mental models in a safe way so that leaders can experience new paradigms in a matter of moments. These techniques connect individuals to a new way of thinking themselves - and the power is in the transformation of ‘group-think’ where en-mass shifts in beliefs result in a new strategic pathway, area of focus or possibility.
Integration
We integrate our breakthrough methodologies with the Leadership Performance frameworks you already have in place. This ensures that our work is fully integrated with the performance culture journey you are already on. We work closely with your HR and Culture and Capability teams both at the centre and local operational and functional teams to align our methods with already existing performance management processes, systems and frameworks. This can be already-in-place leadership development programs, performance behaviour models and standards, performance outcome business plans and priorities. This integration ensures that our work does not contradict, duplicate or replace work already done to manage the performance culture of your organisation. Our methodologies bring even more alignment to this work and enhance the effectiveness of this work by at least 20%.
It All Starts With Conversation
Through Zoe Williams’ 20 year career in finance, risk and internal audit and her exposure to conversations occurring across large organisations from board to organisational levels, one thing was clear. The difference between conversations at board and director level compared with similar conversations at front-line and organisational level were impacting the organisation, its strategic outcomes and its overall performance.
“Conversations are pretty much the biggest leverage an organisation has outside of processes and systems to optimise their performance.”
Conversations in the workplace lead to decision-making, relationship building, risk assessment, information meaning-making, collaboration, problem solving and so much more. And these conversations are driven by our mental models, our mindsets.
Discovering a block between these conversations within the corporate environment and the lack of knowledge around shifting people’s mindsets at a belief system level to create different conversations and outcomes, led to the evolution of the Luminary Mindset® Methodologies.
We Build These Conversations For You
We’ve developed a methodology at Luminary Mindset® that looks at the systems that are running in an organisation from an individual level with our executive and leadership coaches. We then look at it from a group level - and this is where the magic starts to happen.
Elevating Emotional Intelligence
The Luminary Mindset® Methodologies focus on elevating emotional intelligence on an individual level through every part of the organisation. Discover how we use emotional intelligence coaching to create incredible outcomes with our clients, here.
DownloadWorking With Luminary Mindset®
Group work, In person and Online
It’s more effective to transform a culture in group contexts than individually. This is where we witness the ‘impossible’ becoming possible for each of our clients and organisations. As conversations are created, mindsets shift and the energy in the room changes. People begin to have and create discussions that have never been explored previously, leading to a transformation in mindset, collaboration and overall strategy and performance.
Individual Work
Our top-down approach involves working with the CEO and executive team to clarify and define performance culture expectations and intended strategic outcomes. Our 1-2-1 leadership coaching is knitted together with group work as part of our transformational programs, which are then designed bespoke for each organisation to align on specific performance outcomes within each unique strategy.
Self-directed Online Work
At Luminary Mindset®, we believe in self-directed learning to encourage accountability and ownership of the learning process. As part of our methodology, we provide the systems and tools to enable this style of coaching and learning. Our online platform allows our clients to learn in bite-size modules, specific to your organisation’s goals.
Group work in person and online
It’s more effective to transform a culture in group contexts than individually. This is where we witness the ‘impossible’ becoming possible for each of our clients and organisations. As conversations are created, mindsets shift and the energy in the room changes. People begin to have and create discussions that have never been explored previously, leading to a transformation in mindset, collaboration and overall strategy and performance.
Individual work
Our top-down approach involves working with the CEO and executive team to clarify and define performance culture expectations and intended strategic outcomes. Our 1-2-1 leadership coaching is knitted together with group work as part of our transformational programs, which are then designed bespoke for each organisation to align on specific performance outcomes within each unique strategy.
Self-directed online work
At Luminary Mindset®, we believe in self-directed learning to encourage accountability and ownership of the learning process. As part of our methodology, we provide the systems and tools to enable this style of coaching and learning. Our online platform allows our clients to learn in bite-size modules, specific to your organisation’s goals.
How Our Methods are Different
- Psychologically safe learning environment
- Continuity of relationship with leadership teams
- Integration of previous and existing L&D tools
- Embedded culture of learning and accountability created at all levels of the organisation
- Integration of giving and receiving feedback
- Coaching tools as part of the learning experience
- Problem solving part of the experiential learning
- Integration of both top down and bottom up methodologies
Why Performance Leadership Matters
Aligns the organisation and leadership directly behind the CEO's objectives.
It creates a motivated and challenged workforce.
It optimises incentive plans to specific goals and leadership behaviour.
Improves employee engagement because everyone understands how their leadership directly contributes to the organisation's performance.
Creates transparency in achievement of goals and leadership development.
Professional development programs are better aligned directly to achieving business level goals.
Simplifies communication of strategic goals scenario planning.
Provides well documented and communicated processes for strategy, leadership and performance.
Performance Culture:
Our understanding of the link between behaviour, risk management and performance allows us to support leaders in the development of their performance culture. Performance for us is not about happy people = performance. It is about leaders having an elevated emotional intelligence which results in them being able to master their own behaviour and know what behaviour will create high performance.
Elevating self awareness and becoming conscious of the leadership beliefs, values and behaviours that are unsupportive of elevated performance.
Shifting mental models in place which are unsupportive of elevating leadership performance. This involves overcoming the awareness that leaders are at the source of reduced performance (ego work/transactional analysis).
At an individual and group level, creating the new desired leadership beliefs, values and behaviours required to elevate performance through declaration, commitment, accountability and feedback.
Elevating self awareness and becoming consciously incompetent of the leadership beliefs, values and behaviours that are unsupportive of elevated performance.
Altering/shifting the mental models in place unsupportive of elevating leadership performance. This involves overcoming the awareness that leaders are at the source of reduced performance (ego work/transactional analysis).
At an individual and group level, creating the new desired leadership beliefs, values and behaviours required to elevate performance through declaration, commitment, accountability and feedback.
