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Our Methods

At Clore Social, we have developed an approach to leadership development gathered from ten years of working with some of the leading coaches and trainers in the field. Here we explain some of the methodologies and mindsets that we believe will help you develop your leadership skills and unlock your team’s potential to achieve more together.

Leadership development model

The Clore Social leadership development model underpins everything we do. In this video, we describe what it is and how it can help you to support you on your leadership journey.

Formal, social and experiential learning

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Our approach to learning and development is iterative. This means that participants go through the learning cycle, reflecting on how it went, sharing with the group and then applying the lessons for the next cycle.

In their research, Centre of Creative Leadership shows the most effective leadership development happens according a 10-20-70 ratio.

10% is formal learning, coursework and training
20% is social learning, developmental relationships
70% is experiential learning, real world practice and challenging assignments

Our online, face to face and blended programmes and courses incorporate different ways of learning for an engaging and effective learning experiences.

Leadership Development Model

  • Know yourself, be yourself, look after yourself

    Leadership development must start with self-awareness. The most successful leaders critically assess their strengths, weaknesses, motivations and values. Leadership is tough, so it is also important to build physical and emotional resilience, and look after their own wellbeing so they can respond effectively to leadership challenges.

  • Assess & sense context

    Social sector ‘systems’ are rapidly changing. We live in a dynamic world that is transforming our workplaces, politics, ethics and communities. To meet these demands, social leaders need to understand the complexities of changing systems. They must also be aware of the challenges and opportunities that lie ahead to steer their teams and organisations, and make the most of what these changes offer.

  • Work with & through others

    No leader exists or succeeds in isolation. Social skills and empathy are required to inspire, motivate and empower others, whilst respecting diversity and celebrating the power that difference brings. Working with and through others involves collaborating, forming partnerships, as well as inspiring and growing other leaders, all while making a positive social impact.

  • Governance, organisational capability & impact

    Social leaders need to be able to build the relationships and infrastructure that are the conditions for others to create sustainable social impact. High-quality governance involves a clear vision for change and a culture of accountability to drive its delivery. Effective organisational capability provides the systems, structures and processes that support and sustain effective delivery. And robust impact culture ensures great dialogues about learning and improvement, to maximise prospects of creating impact for beneficiaries.

The Backpack includes tools to help you..

  • Know yourself, be yourself, look after yourself:
    Developing self-awareness, identifying development needs, leading with authenticity, developing resilience, practising self-care.

  • Assess context:
    Mapping systems, analyse context, understanding stakeholders, foresight

  • Work with and through others:
    Giving and receiving feedback, practising peer coaching, empowering teams

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