our methods

Our programs are highly experiential and grounded in sound developmental theory. We subscribe largely to an integral approach based on adult development and, we are eclectic in the theories and methods we use to achieve the desired and agreed program objectives. 

We are experienced in the use of the following accredited instruments, tools and methods:

  • The Leadership Circle

  • The Leadership Maturity Profile

  • Life Styles Inventory

  • Myers Briggs Type Instrument

  • DiSC

  • Genos Emotional Intelligence

  • Team Management Systems

  • The Organisational Workshop

  • Action Learning Methods

  • Action Research 

  • Open Space Technology

As we design in an integrated manner, these methods are thoughtfully incorporated rather than used as a matter of course.  For example, when working with The Leadership Circle, it offers a highly impactful leadership framework to assist leaders in understanding how long-established habits and patterns of thinking might be playing out for them in the context of their leadership. 

This integrated framework helps to identify:

  • Creative leadership competencies - measuring how you achieve results, bring out the best in others, lead with vision, enhance your own development, act with integrity and courage, and improve organisational systems. These competencies have been proven to be positively correlated to leadership effectiveness and business performance;

  • Reactive tendencies – leadership styles emphasising caution over creating results, self-protection over productive engagement, and aggression over building alignment. These self-limiting styles over emphasize the focus on gaining the approval of others, protecting yourself, and getting results through high control tactics manifesting in behaviours that are negatively correlated to leadership effectiveness and business performance; and

  • Personality – how your identity or ego has established internal assumptions (beliefs) that drive your behaviours. This allows you to see how your inner world of thought translates into a productive or unproductive style of leadership. Ultimately, the Leadership Circle Profile increases the inner awareness that affects outward behaviour.

Leaders are encouraged to ask a broad range of colleagues to complete this profile to gauge the full spectrum of behaviour impact. The profile feedback once understood can then form the basis of specific intentions as opportunities for development become immediately apparent.

At Artem, we provide a TLC debrief and a series of coaching sessions or developmental program to support the leader in making sense of the feedback; identifying the shifts they choose to make; and teasing out the impact of their developmental work. We believe leadership development is a journey with road bumps to be expected. Providing leaders with ongoing support enables them to embed the learnings and to continue to challenge and be challenged whilst undertaking transformational work.

Artem acknowledges the Traditional Owners of Country throughout Victoria where we meet and work, recognising their continuing connection to lands, waters and communities.

We pay our respect to Aboriginal and Torres Strait Islander cultures; and to Elders past, present and emerging.