Team & Leadership development

Francis Becks Consulting

Francis Becks is a strategy and leadership development firm based in the Brantford and Greater Toronto Areas. We bring a strengths-focused approach to developing leaders, restructuring businesses and coaching teams to their full potential.

What it Means to Be a Leader

To lead others, you first need to lead yourself.

We'll be breaking this conversation up into several blog posts, and let's commence the "What Does it Mean to Be a Leader" conversation with the idea of leading ourselves first.

1. Be proactive.

The conversation starts with looking at me.

Re-active people: respond to the circumstances.

Proactive people: choose their life/path/values and circumstances happen around them.

Our language will show if we are thinking pro-actively or reactively.

“He makes me mad.”

“There’s nothing I can do.”

“Let’s look at alternatives.”

These become self-fulfilling prophesies.

You choose your response. Your behaviour isn’t caused by circumstances.


Are you giving someone else power over your emotions?

Every time you think the problem is OUT THERE that thought is the problem.

if you are constantly critical of your relationships/teams/partners (instead of dealing with your own crap), then you 1. validate them in their response and box them into that negative behaviour. 2. are saying that you are a powerless victim in a negative situation.)

If, instead, you work on yourself, you’re giving the other person the space to grow in a safe place.

Creating a Culture of Growth

I'm a huge advocate for creating a culture of growth in your workplace, home and organizations.

What does this mean?

It means, structuring a space where people have ideas, are coached, fail, take risks, take ownership of their piece in the company.

“Treat people as if they were what they ought to be and you help them to become what they are capable of being.”  ― Johann Wolfgang von Goethe

“Treat people as if they were what they ought to be and you help them to become what they are capable of being.”― Johann Wolfgang von Goethe


One way to create a culture of growth is to implement this system as you teach your teams how to properly complete task.

  • I do, you watch.

  • I do, you help.

  • You do, I help.

  • You do, I watch.

  • You do, someone else watches.


Also, make sure you set Reasonable, Measurable Goals.

Some examples:

a. where do you want to go?

b. how are we going to get there?

c. what are the milestones you need to hit along the way?

d. what are we going to do about it today?

Then, together, set up a time-frame.


Follow up on goals in each meeting/at each deadline.

At the meeting debrief:

What worked?

What didn’t work?

What do you want to do differently next time?