Our approach to our work is guided by how we see people and their potential, and how we feel this can be leveraged most effectively in the workplace. Key points of our People Development Philosophy are:


Leadership is in all of us. Leadership is not something that derives from hierarchy, but from action. To be a leader, you don’t have to be in a position of leadership, but you do have to act as a leader. We believe that this ability to act as a leader exists in all of us. The key is to find the context and the situations best suited to us.

Leadership is about taking an individual or a group beyond where they think they can go. While leadership is in the act, its impact is in getting people to achieve beyond what they think they are capable of. Effective leadership is about using the various levers available to a leader (among them a leader’s ability to carry people, to build a sense of mission and bring meaning to a task, and to build leadership capability in others), while understanding oneself, the context, and the people being led, and thus moving people to a level of impact that they would not have thought they were capable of.

Leadership is not a ‘task’, but a way of life. Acts of leadership pervade all spheres of our life. An effective leader is one who leads everywhere, in all situations. If leaders try and lead only in one sphere of their lives, indeed, if they behave differently in different situations, they will come across as being not genuine and unauthentic.

A leader without a balanced, clearly enunciated life-vision cannot effectively lead others. A leader needs to know what he wants out of his work and life, what meaning he derives from his work, and what his role is in the various spheres of his life. Only if a leader has a clear understanding of this, and how his work contributes to the achieving of this goal, can he begin to effectively lead others.

Knowing one’s role, and being sensitive to its evolution, is the key to effective leadership. Only if a leader has a keen understanding of his role, will he be able to work towards effectively fulfilling it. Equally important is sensitivity to its evolution. Those not sensitive to the evolution of their role still act keeping in mind their role from their previous job- a classic symptom in organisations where everyone is working one level below where they should be.