Field Leadership

The Field Leadership program was custom developed for a Timber processing company. As with all of our programs, we start with self reflection and discovery for the Leader and then move through interactions with other and then into team process.

The fundamental work of a leader is to create, maintain and improve a group of people so that they achieve objectives and continue to do so over time.Dr Ian McDonald

For more than 25 years Response Consulting Australia (RCA) has continuously refined our programs in order to help people and organisations drive meaningful, sustainable cultural change. As proven performers, RCA has worked closely with our clients in Australia and globally to successfully deliver desired change outcomes.

For one of our recent clients, we designed a program process for leadership and personal development that matched our clients desire to have the best leaders in their field. It is an ‘inside out’ program process. Through our understanding of our client’s context and challenges, the program process uses a well-proven model to deliver exactly what our client was looking for in an effective and pragmatic way. A high level overview of that program is provided here:

We have worked with:
  • Mater Health Services
  • Tech Serve
  • Gundagai Meat Processing
  • Transport and Main Roads
  • Mackay Tourism
  • Whitsunday Marketing and Development Corporation
  • Several large mining companies
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MODULE 1 - SELF – Creating understanding

The development of a person starts with the journey of self-awareness and self-management. We become effective leaders through becoming highly effective people who are emotionally intelligent.

Exposure to deliberate concepts and models allows leaders to create the desired culture, through understanding how culture is formed and how the leader’s behaviour impacts on the team. The awareness of how we think and how we behave is hugely valuable in understanding how and why we need to adapt our communications.

MODULE 2 - TEAMS – Creating interdependency

Tapping into team members discretionary effort is the role of a leader. Using collaborative team process and team proficiency models, a leader creates interdependency and employs intentional decisions to problems creating the opportunity for the leader to move the team from efficient to effective and ultimately, proficiency in a disciplined process. It is in this module that the participants focus on productive conversations, building on the learnings from module 1.

MODULE 3 - ORGANISATION – Process flow maximisation

System and process flows are the life blood of the organisation. Systems that are productive and authorised allow us to maximise efficiencies and effectiveness of operations. The ability of leaders to continually improve these process flows moves the organisation forward to reduce or eliminate waste, continually sharpen their safety performance and deliver the best outcome for the customer and the organisation. It is in this module where participants are focussed on critical Lean Management techniques to problem solve and improve processes as part of their daily work.

We teach all participants how to ‘juggle’ to assist them to understand how we learn and are challenged physically, emotionally and mentally. At the beginning of session workshop and during each break we give participants time to practice and master juggling three balls. Its energising and creates a fun environment.

Detailed Design of Module 1 – ‘Culture & Self’

The first module is dedicated to setting the broad context as to why cultural change for (our client) was so important to its sustainability long term and why now is the time to change. This is a critical step in ensuring absolute clarity for each participant to create a shared and mutual understanding of ‘why we are all in this together’. As outlined above, the module then focuses specifically on ‘self’. This session is centred around the fact that cultural change can only be created if each participant understands why and how they behave and what they need to do to change their behaviour positively to contribute to what is required to achieve the vision and strategy. Company values and behaviours are reinforced in this module.

We drew on many different models and disciplines with our work underpinned by Systems Leadership Theory. Systems Leadership Theory provides a coherent set of principles and models by which the Leadership Development Framework can be implemented against the levels of work. The genesis is the focus on core human values, the human condition and organisation culture construct which was consistent with our client’s family essence, values and behaviours. It provides a set of principles to assist leaders predict behaviour and therefore make informed decisions. It was a perfect synergy for our client as it provided the tangible and disciplined set of aligned principles and models for leaders to be truly effective in their role.

In addition to Systems Leadership Theory, we used EQ (Emotional Intelligence – self awareness and understanding and respecting diversity), Neuroscience and the Myers Briggs Type Indicator. These are fundamental concepts for leadership not only to assist managers in becoming aware, accepting and then actioning within themselves but influencing peers and team members effectively over time. The art of being present and staying out of judgement is critical for all leaders regardless of level.

Participant Field Leadership Pack

As part of being a participant in the program, we provided everyone with a Client Branded Field Leadership Pack. The pack includes:

  1. A company branded bag
  2. Reference manual containing all the content of the program
  3. MBTI reference book
  4. A set of juggling balls
  5. A scrapbook for notes

This material was critical as all of it was used throughout the program and can be used for future programs as well. Symbolically it sets this program apart from others they may have been through in the past and makes a statement regarding the seriousness of expected outcomes.

Module Assignments

The workshops are fun and engaging, however the rubber hits the road when participants return to their roles. Each participant is given an assignment at the end of each workshop that they need to complete before the next module. When they return to the next module, they are asked to be prepared to share their experiences and assignment outcomes. The assignments also provide a structured and consistent process for follow up and coaching between modules. It helps focussing the Leadership Share sessions. The assignments are designed to reinforce and embed the key learnings from each module. It is intended that the participants leader be held accountable for ensuring their participants receive the required support and coaching to complete each assignment.


We are strong advocates for this approach as it not only helps embed the learnings but it is a strong symbol to the participants about the seriousness of the program and the change required. We work closely with each co-facilitator to set them up for success and dispel any anxiety that each co-facilitator may have about the task. The real richness that the co-facilitators will bring to the workshops is linking the theory back to the day to day operation of the business for each participant.