ABSTRACT
The combined approach, which is part of a long-term process, is what has been driving lasting change. While the coaching approach used in the leadership development programme has been well received by participants, there is a growing awareness of issues of diversity and the need to incorporate what P. Rosinski describes as alternative ways to communicate and understand values. The coaching programme as a whole has been an integral part of the capability development programme, and a long-term investment in moving away from more traditional managerial styles to a more flexible and responsive leadership approach. The challenge the organisation has sought to address is to develop the professional leadership capability of its leaders to meet its future strategic challenges. The organisation's strength lies in its deep technical expertise, with promotional opportunities being given to practitioners who have excelled in their specialised field.
