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Reflection 1: Purpose and intention or think about what you want to think about

Reflection 1: Purpose and intention or think about what you want to think about


In our last blog we set out the landscape for engaging with reflection as a way of becoming more productive in the workplace and arguably more effective learners.


This blog post discusses our proposed first aspect of reflection that is ‘Purpose and Intention’.  As individuals, we have choices about what we want to reflect on, so it is not our intention to provide you with a list of suitable topics for reflection.  We do, however, suggest you may care to think about the words ‘Purpose’ and ‘Intention’ as a way to help you to distill your daily experiences in a way that enables you to give time to an issue that would benefit most from some reflective practice.


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7 Steps to Developing Leadership Talent

7 Steps to Building Leadership Talent


The Level Seven ‘7 Steps to Leadership’ is designed to help your organisation create a working strategy that will help you develop and retain your talented leaders whilst driving your business forward in the process. Each week we provide insight and practical tips for effective development of your leadership talent based on our many years of working with organisations.

Step 1:  Business Goals & Your Talent Pool

The first step to developing leaders is to clarify your business goals.

The Business Plan

What is the business plan? What are your goals and objectives?

Think about how the business plan is communicated through the organisation and how it is embedded in practice.

Your Talent

How do you define talent and identify your Talent Pool?

People need to understand what you mean by ‘talent’ as an organisation. They need to know if they are in the talent pool. Mutual expectations must be set and delivered upon.


What challenges does your organisation face in developing leaders?

Resources, availability of development expertise, existing behaviours and culture can constrain development strategies. It is important to approach leadership development with an open mind and draw upon a portfolio of strategies.

Defining your goals as an organisation, identifying the purpose of your talent pool and being aware of possible barriers to success are the first steps to building a robust, clear leadership development strategy that supports achievement of business goals.

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7 Steps to Team Work

Level Seven’s 7 Steps to Effective Team Work


  1. Create a common sense of purpose – Align this to the organisations purpose/goals

For teamwork to be effective, there need to be clear and aligned team goals. Clarity comes from team member involvement in setting goals to ensure buy in and mutual understanding. Alignment is multi directional in that the team’s goals must align with both the organisational goals and those of the individual team members. Through our work with organisations, we believe that leaders play a key role in supporting the achievement and sustainability of goal alignment through: clear communication of organisational vision, values and goals; sponsorship of team projects; ongoing support through mentoring and coaching of the team. Have a look at how we have woven these threads together to support strategic team project success:  http://www.level7live.com/wp-content/uploads/2013/02/Developing-Leaders-in-Engineering.pdf

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7 Steps to Conflict Resolution

Level Seven’s 7 Steps to Building a Conflict Resolution Strategy


Step 1 – Acknowledge the potential for conflict. Although it can often feel negative, conflict can be viewed as a natural part of human relationships. We each have different beliefs, values and personal characteristics and inevitably these can lead to conflict. If we accept that conflict is part of working life, this gives us a common basis on which to eliminate blame and build resolution strategies in a constructive way.

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