We believe that individuals do their very best when they feel trusted and supported.
We believe that teams are greater than the sum of their parts when teammates feel empowered and inspired.
We believe that team leaders—whether they’re executives or managers or supervisors—have a large impact on each team member’s work experience, for better or worse.
Our mission is to help every leader in the world support their people in the best possible way.
People do great work when they feel trusted and supported
As a worker, you know this, don’t you? You naturally want to do your best. When your manager consistently supports you and believes in you—regardless of the inevitable ups and downs—you know you’re in the right place.
And you want to do even more great work.
As a manager, the first thing you need to know is this: your people will do great work so long as they feel that you’ve got their back.
When they feel supported by you, they show up ready, willing and able.
When they feel trusted by you, they find ways of going above and beyond. They solve more problems. They sell more stuff. They stay with you and the team.
And you want to trust and support them even more.
These feelings can be measured, correlated, quantified and improved
Since 1999, large, multi-organisation research projects have consistently demonstrated that employees who feel supported deliver better financial performance.
In 2019 we developed proprietary tools that measure this in individual organisations. Since then we’ve worked with organisations ranging in size from 78 people to 157,000 people. We consistently find that employees who feel trusted and supported sell more, innovate better, have more satisfied customers and stay with the organisation longer.
Looking after employees is good great business.
Traditional management approaches can get in the way
Linear leadership (traditional top-down command-and-control) can cause even the best-intentioned manager to forget about their people.
Linear leadership wants to achieve short-term, financial-related results. At its worst it squeezes the people element out of schedules and budgets leaving nothing but the stress to perform.
We believe linear leadership is an old-fashioned pendulum that has swung too far. It’s time to update it.
Circular leaders create high-performing teams where people love to work
Circular leadership gently reminds us that an organisation’s people are responsible for 100% of its productivity.
Circular leadership tells us that individuals perform better or worse depending on how they feel. It knows that we are social beings, too, and that group dynamics play a big role in performance.
Further, circular leadership proves that group performance can be significantly improved by leaders and it shows leaders how to do this.
In short, circular leadership helps leaders unlock hidden organisational value by creating a more dynamic and collaborative workforce.
Want to build high-performing teams where people love to work?
You’re in the right place. 🙂