Alex Webb, Resilient Leaders Consultant
We asked Alex Webb-Spring, business and leadership behaviour coach to tell us about her experience.
"Not only will the accreditation provide you with an opportunity to become credible or have another tool to offer clients, it will also develop you along the way so that you become more confident in who you are and what you do.
RLE has given me the tools and confidence from which to build a successful coaching offering which enables my clients to reach their full potential."
Why did you need leadership training?
I didn’t know that I did, at the time. I was running a small business with colleagues, Charlie Welch, James Prior and Mitch Smith, focusing on building leadership skills for young people, enabling employability and building business brilliance. As a military friend of Rachel’s, Charlie, I believe, was part of the 1st accreditation cohort and used the rest of us as her guinea pigs. We only completed the RLA and there was no coaching at that time so we didn’t get the appreciate the full impact of what the RLE could offer. Then James and Mitch became accredited and were part of accreditation 02. It was then my turn. I didn’t really know what I was heading into other than I was asked to do it by James so we had this as a business opportunity and a chance to build my own leadership knowledge.
Once I was part of the programme, I started benefiting from all the amazing resources and people on our cohort immediately. Until that point, I never really saw myself as a leadership coach, I didn’t realise how good I was at delivering content I believed in.
Why Resilient Leaders Elements (RLE™)?
In 2016, I was transitioning from industry into leadership development and RLE caught me at a time when I needed a clear sense of direction and a framework on which to base my approach.
I loved the structure that RLE™ provided, using a framework from which all leadership tools or frameworks could hang off which meant I could continue using tools such as C-Me colour profiling, 5 dysfunctions of a Team and Working Genius and they all combined well together within this framework. The agility of the structure meant I could support clients where they needed it the most.
In addition, the opportunity to work with other professionals, collaborate and learn was a real differentiator.
How have the Challenges helped you professionally?
My initial challenges were focused on Self and supporting me to understand that, to slow down, means you can go faster and still be in control. This impact has stayed with me since I became an RLC in 2018. I stay calm under pressure because I ralise that I am in complete control of my own behaviours. I just have to choose the right ones. The challenges also had an impact for me financially. They gave me the confidence to re-evaluate my worth and specifically how much I should charge for my work.
Having the RLE™ and the RLDP™ means I know my clients are getting something of real value and my support and coaching is adding a greater depth of development for them - both personally and professionally. The work I now do with teams means I can show measurable change, offering a team programme which not only includes masterclasses but supports leaders individually, so they can build muscle where they need it the most. This has been a game-changer.
What stories do you have about the impact the RLE™ and RLDP™ have made?
I’ve recently run a 4-month leadership OPTIMISE programme for the Board of a cyber security company. I used the RLE™ as a framework for the 4 workshops and got them to take the RLA® at the beginning and at the end.
I was able to show that my intervention improved their resilient leadership performance by 46%. My next step is to use the TRANSFORM team programme to add value to the wider team. They would say they now have the confidence to get the best out of each other and the rest of the business.
I continue to work with teams from 4 months to 9month programmes, building the content around the framework and supporting them where they need it the most, whether it’s team performance or individual growth for leaders.
I work with many leaders with one-to-one coaching. One leader, who works within large charity, started out thinking they had to be strong and invulnerable. Now, they understand ‘who they are’ and the value they bring to their role and also their team. Showing their vulnerability has been a game changer for them, building trust with those they work with. The key for their 36% of leadership growth as been due to the time invested in the RLDP™ challenges. The trust between us has also grown which puts me in a position to continue developing as they move within the company.
Resilient Women Leaders
In 2020, I started a collaboration with the wonderful Skye Deane, a fellow RLC, creating the Resilient Women Leaders Programme. Two years after starting our three-month open programme, we have now created the Resilient Women Leaders brand which is really exciting. We run 3 x 3-month programmes per year with up to 10 women from a cross sector of industries and career stages, this is our USP. We have an average growth of 26% and a fantastic alumni of resilient women.
What would you say to anybody considering the resilient leaders consultant accreditation course?
It’s a very easy ‘just do it’. When I speak to fellow coaches or consultants, I become so animated about the RLE and how the framework allows you to hang any other leadership model or tools off it. It provides the measurement and individuality which other programmes can’t achieve, and not only will the accreditation provide you with an opportunity to become credible or have another tool to offer clients, it will also develop you along the way so that you become more confident in who you are and what you do. I didn’t go down the Exec Coaching route, and the RLE has given me the tools and confidence from which to build a successful coaching offering which enables my clients to reach their full potential.
One additional tip - make sure you engage with your buddy, as you’ll get so much more out of it.