Maree McKeown | Local service

Maree McKeown

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25.01.2022 http://www.linkedin.com//multiple-dangers-happy-sheets-mar

25.01.2022 https://www.risetothechallenge.com.au///29/Feedback-Frenzy

24.01.2022 https://www.risetothechallenge.com.au//Where-does-your-arr

20.01.2022 http://www.linkedin.com/pu/training-roi-magic-maree-mckeown

18.01.2022 Here's my latest post https://www.risetothechallenge.com.au///26/Covert-Coaching

18.01.2022 Here is my latest newsletter. https://www.risetothechallenge.com.au//Leadership-Research

17.01.2022 My latest newsletter, enjoy..

16.01.2022 http://www.linkedin.com/pulse/fan-pink-maree-mckeown

16.01.2022 How ROI on Leadership Accountability could have saved Geelong City Council http://ow.ly/4mSYgH

15.01.2022 How ROI on Leadership Accountability could have saved Geelong City Council Business really doesn’t set leaders up for exceptional performance. If we consider where examples of extraordinary performance exist two pursuits come to mind: elite sports and classical music. There are several fundamentals brilliant musicians and sports stars share: 1. They practice their craft with a relentless discipline. 2. They are closely monitored by professional mentors/coaches to continuously...Continue reading

14.01.2022 http://www.linkedin.com/pulse/its-time-truth-maree-mckeown

12.01.2022 Leadership Development: What's the Point I have had the privilege of being involved in a variety of leadership programs over the years. Some I have facilitated, including the Steps Leadership Program for Women founded by the esteemed Noel Waite, AO and inductee of the Victorian Honour Role of Women (among many other awards and accolades). For other programs I have been coach and faculty member where I have supported such influential leadership thinkers as Ram Charan, Gary H...amel, David Dotlich and a number of other esteemed (and interestingly, all male!) scholars. I have also engaged as a participant and keen observer of leadership development and am highly aware of the opportunity afforded to those of us at both the delivery end and the participant end of leadership programs: the shared wisdom, the collective learning, the individual growth. But what really gets me curious is what impact does all this investment of time, money, resources and shared possibility provide? How do we measure the value of attendance and ensure that we maximise the learnings we are exposed to? Merely studying great leadership is clearly no guarantee of morphing into a great leader. There are certain actions that need to be taken to maximise the value of attending a leadership development program: Action 1: Let go of arrogance and fear at the door and be open to everything on offer Action 2: Take time to reflect on and note down key insights throughout the program (not just content capture) Action3: Ensure learnings are translated into behavioural change and attitude shifts back at work Action 4: Commit to excellence and seek ongoing support (mentor, coach, buddyself) Action 5: Don’t kid yourself. Measure your development and seek candid feedback along the way to ensure you’re living up to what you intended coming out of the program.

10.01.2022 http://www.linkedin.com//look-out-huge-leadership-developm

07.01.2022 ROI: Leadership Development Accountability More money than ever before is being invested in leadership development yet research tells us almost three-quarters of all high-potential programs are ineffective*. This very same research also tells us that the high-potential programs that do work have a significant positive financial impact. So where does this leave those of us concerned with quality leaders and quality leadership development initiatives? While there is little doub...t about the critical role leadership plays in successful business outcomes, there is high uncertainty surrounding how we ensure our leaders are the best they can be. Too often when we consider leadership development we corral options into some type of facilitated training program or by engaging a coach or mentor whilethe success of the program is often measured against such superficial elements as program completion and participant satisfaction. There seems to be very little coordinated effort to ensure leadership development is built into the culture of an organisation and that development opportunity and accountability is everyone’s business all of the time, everywhere. It’s a bit like putting an eloquent mission statement up on the wall in big, bold letters hoping that it will somehow inspire change across the entire business. Leadership initiatives need to be: 1. Broad take into consideration the whole leader, not theoretical parts 2. Ongoing behavior change and growth is seen as infinite and expected 3. Embedded in business outcomes hard data accountability 4. The impact needs to be measured to maximise opportunity, accountability and to ensure continuous improvement. 5. And the question of ‘What does a great program look like?’ needs to be changed to ‘What enables a program to be great?’ Ensure these five criteriaareconsidered early and incorporated fully if leadership development is to be of greatest value to your organisation. *Global Leadership Forecast 2014|2015 tags: ROI, Leadership, Leadership Development See more

06.01.2022 http://www.linkedin.com//what-we-lived-world-full-leaders-

05.01.2022 My latest blog..

04.01.2022 Check out my latest newsletter http://www.risetothechallenge.com.au//Words-and-language-h #Leadership #coaching #posttruth #Grateful #democracysausage