“𝗛𝗼𝘄 𝗱𝗼 𝘄𝗲 𝗸𝗻𝗼𝘄 𝘄𝗵𝗲𝘁𝗵𝗲𝗿 𝘁𝗵𝗲 WannaGrow 𝘁𝗿𝗮𝗷𝗲𝗰𝘁𝗼𝗿𝘆 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀?”

That was one of the questions we were asked last week. And it’s a great question. Because that’s exactly what differentiates us: 𝙬𝙚 𝙢𝙚𝙖𝙨𝙪𝙧𝙚.

I had been in conversations with this prospect since November.
Several meetings. Good dialogue. Sharp questions. Growing trust.

This specifically is an interesting question.

Because 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 is not a technical intervention where we install a framework and measure the output three months later.

First of all, it can only work if you are willing to do the work yourself.

To look at your own behaviour.
Your patterns.
Your blind spots.
And the impact you have on the people around you.

And yes, we can track changes.
Because when you as a leader change, something will start changing around you and it’s measurable.

That is why at WannaGrow we measure TeamCulture before a leadership journey, and again later.

Not to prove that the sessions “worked”.

But to see whether leadership is creating a different environment for people to work and perform in.

And then came the result of all those conversations:
𝗪𝗲 𝗴𝗼𝘁 𝘁𝗵𝗲 𝗴𝗿𝗲𝗲𝗻 𝗹𝗶𝗴𝗵𝘁. 𝗪𝗲 𝗵𝗮𝘃𝗲 𝗮 𝗻𝗲𝘄 𝗰𝗹𝗶𝗲𝗻𝘁🎉

Thankful we were able to build trust in our approach!

I am curious to learn:
𝙃𝙤𝙬 𝙙𝙤 𝙮𝙤𝙪 𝙘𝙪𝙧𝙧𝙚𝙣𝙩𝙡𝙮 𝙢𝙚𝙖𝙨𝙪𝙧𝙚 𝙩𝙝𝙚 𝙞𝙢𝙥𝙖𝙘𝙩 𝙤𝙛 𝙡𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝙤𝙣 𝙩𝙚𝙖𝙢 𝙘𝙪𝙡𝙩𝙪𝙧e?