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Leadership Development

Leadership Development

Leadership development has never been more challenging

Gone are the days when a command and control style of leadership would suffice. Today, people yearn for more than just a paycheck. They long for meaning and purpose in their work, and a sense of fulfillment that goes beyond the daily grind.


As leaders, we must recognize this fundamental shift in expectations. We can no longer afford to overlook the importance of valuing and respecting our team members. They are not merely cogs in a machine; they are individuals with dreams, aspirations, and a desire to make a difference. We must inspire them, ignite their passion, and lead by example.

And the challenges we face as leaders are not limited to our interactions with our teams.


We find ourselves caught in a whirlwind of responsibilities, constantly juggling competition, top-level demands, and key performance indicators. The pressure to meet ESG demands and satisfy a wide array of stakeholders only adds to our burden.  The world is changing at a breakneck pace, and we must adapt or risk being left behind. 


Sadly, due to the overwhelming demands of our time, we often neglect our own leadership development. We prioritize the urgent over the important, leaving little room for personal growth and reflection.


So let us pause for a moment amidst the chaos, and consider the profound impact we can have on those around us. By investing in leadership training, honing our skills, and expanding our knowledge, we can become the leaders our teams deserve.

Is MetaMind the right partner for you?

Let us rise above the challenges, let us lead with empathy, and let us never forget that true leadership is not just about the bottom line—it is about touching the lives of others and making a lasting difference.

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Who do we work with?

  • We collaborate with HR and L&D leaders, as well as senior leaders who have a shared vision of transforming leadership culture and enhancing performance. Together, we strive for meaningful change that resonates throughout the organization.

  • Our services are industry agnostic, catering to clients from any sector.

  • We believe in developing people at all levels of the organizational hierarchy. From the C-suite, executives who shape the strategic direction to the senior leaders who drive implementation, from the middle managers who bridge the gap between vision and execution to the first-time managers who are stepping into leadership roles for the first time. We understand that leadership skills are essential at every stage, and we tailor our programs accordingly.

Click on the links to go straight to pagefor more detailed information

Our core areas of expertise

  • Authentic Leadership

  • Inspirational leadership and living and inspiring with vision, mission and values

  • The people side of change

  • The leader as a coach

  • Diversity, Equity and Inclusion and Cultural Intelligence

  • Leading self, leading others, leading companies

  • Modern leadership theories such as: Servant Leadership, Human Centric Leadership, Intentional Leadership, Leadership Agility and more

  • Psychological safety, wellbeing, happiness, and resilience at work 

  • Effective team collaboration 

  • Influencing, impacting and persuasion​

  • Is Authentic Leadership effective?
    In today’s workplace, we increasingly want leaders who are “real”. Countless leaders, in politics and business alike, have disappointed us because they’ve misled or even deceived us. We’ve always yearned for trusting relationships, and we’ve felt let down so often. Our belief in authoritarian leadership has been on the decline for decades, and it is an incomprehensible concept to many Millennials. In addition, we all have a growing dissatisfaction with polished, faceless leadership – we want to know our leaders. This is a reason why personal branding and top management branding are on the rise: it helps you to know yourself, and then understand how to portray who you authentically are. Authentic leadership is an approach that emphasises building a leader’s legitimacy through honest relationships with followers that are built on an ethical foundation. Authentic leaders value the input of their followers, and they are generally positive, self-aware people who promote openness. Excerpted from Mette Johansson’s book, How to Make Yourself Promotable. To read more, visit Mette’s website to purchase the book.
  • What are the seven components of authentic leadership?
    “Know thyself”; Emotional Intelligence; integrity and fairness; and being able to focus on the main issue.
  • Why is Diversity and Inclusion important?
    Mette Johansson is a strong advocate of diversity and inclusion. To hear her full thoughts on the matter, the links below direct to interview recordings of her on the topic:
  • What is the difference between diversity and inclusion, and equity?"
    Diversity is the umbrella term that covers all of the traits and characteristics which make people different from one another. It includes differences in background, sexual orientation, skin colour and ethnicity, ability, gender, education and much more. Vernā Myers distinguished between Diversity and Inclusion by saying: “Diversity is being invited to the party; Inclusion is being asked to dance.” Inclusion is about the behaviour or way of treating others in an accepting or welcoming manner. Many D&I experts have gone on to focus on ensuring that everyone, regardless of background, feels respected and heard in the workplace. That everyone can speak their minds freely, and feel a true sense of belonging. Equity and equality are distinct terms. Equality is based on providing everyone with the same rights. However, look at the attached picture? Is providing these two people the same opportunities at work truly fair? Equity is providing everyone what they need to succeed.
  • Why do we need cultural intelligence?
    The business world is growing more diverse. Which is good for the bottom line – and even more so when employees have a good dose of cultural intelligence. Cultural intelligence means: Strong curiosity of others and differences in wants, needs, and behaviour In-depth knowledge of how cultures differ Excellent observation skills on the impact of culture on relationship and business processes A superior ability to adapt to different ways of doing things, and finally; Defining successful strategies to navigate cultures.
  • How can cultural intelligence be improved?
    Whether you work in or with a regional office, headquarters, or with virtual teams, MetaMind Training’s workshop will help you to truly appreciate cultural differences. Individuals will learn to effectively navigate cultures, read and adapt to different cultures, as well as develop strategies for effective cross-cultural communication, including high-level negotiations. For teams, it means higher acceptance of differences, less friction, smoother collaboration, and, through the inclusion of novel ideas, an increased level of innovation.
  • Why is effective leadership important?
    Ineffective leadership has many disadvantages, ranging from low engagement and thus low performance rates, to high staff turnover, and even higher burnout rate among staff. In addition, effective leadership is about treating others human beings with due respect, and is therefore the right thing to do. MetaMind Training’s founder, Mette Johansson, has written two blogs that emphasise the importance of effective leadership: What’s the true cost of poor management in your company? The Credibility Of CEOs Fell By 12 Points This Year To Just 37 Percent
  • What is the Harrison Assessment?
    According to Harrison Assessments’ website, “the Harrison assessments focuses on providing the most accurate and effective assessments in the industry by dedicating a large portion of its resources to research, development and user-friendly software engineering.”
  • What are the advantages of the Harrison Assessment?
    We have chosen Harrison Assessments as our preferred psychometric testing tool because we don’t see a correlation between personality trait and performance. For instance, why measure whether you are an introvert or an extrovert, as many tests do? Intuitively, we think that introverts are not good at people skills, and think that salespeople must be extroverts. However, research tells us that the best salespeople tend to be introverts – so why do we still use personality traits when we wish to raise performance? The Harrison Assessment looks at your work preferences. It is based on the theory that we tend to do a task more frequently when we enjoy doing it, and thus become better at it. Our preferences are good indicators of how we tend to behave at any point of time. Similarly, it looks at what you value at work, and at MetaMind, we know that we get energised when we do what we truly value. Finally, the Harrison Assessment knows that a behaviour trait is not necessarily good or bad, and there are two sides that need to be balanced. For instance, being ‘frank’ may be an asset; but only when balanced with the right dose of ‘diplomacy’. The same is true for a total of 12 ‘paradox traits’, including analysing pitfalls versus taking risk and being assertive versus being helpful. Balancing these traits that may seem at odds with each other, but in effect are synergistic, provides deep insight into how you can optimise how you show up at work.
  • How does the Harrison Assessment work?
    We will provide you a survey link, which takes about 20 minutes to complete. After this assessment, we will provide a thorough debrief and jointly discuss a personal development plan. You will typically choose one area of improvement, which can, for example, form the basis of an ongoing, individual leadership transformation coaching programme.
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