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Want to know what type of leader you are?
Power Leadership - Johan Slabbert Become a Transpersonal
Authentic Leader within
your leadership brand
Johan Slabbert square - Johan Slabbert Leading beyond your will to power whilst enabling you to empower
your follower. We assist leaders to become comfortable…
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ABOUT YOUR LEADERSHIP STYLE

POWER LEADERSHIP
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cover image - Johan Slabbert Become a Transpersonal
Authentic Leader within
your leadership brand
Johan Slabbert square - Johan Slabbert We assist leaders to move beyond their styles and
personas, attaining high levels of emotional
intelligence to enable sustainable growth.
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ABOUT YOUR LEADERSHIP STYLE

CHARISMATIC LEADERSHIP
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Authentic Leader within
your leadership brand
Johan Slabbert We assist leaders to identify the real problems at hand whilst creating the awareness of the limitations of those who follow them. This is done through the combination of Emotional Intelligence, Social Intelligence and Cultural Intelligence development, as to transform towards stability and not more chaos. - Johan Slabbert - Johan Slabbert CLICK HERE TO READ MORE
ABOUT YOUR LEADERSHIP STYLE

TRANSFORMATIONAL LEADERSHIP
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cover image - Johan Slabbert Become a Transpersonal
Authentic Leader within
your leadership brand
Johan Slabbert square - Johan Slabbert We assist leaders to develop flexibility and creativity
in their style, whilst embracing both performance and corporate
wellness development.
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ABOUT YOUR LEADERSHIP STYLE

TRANSACTIONAL LEADERSHIP
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cover image - Johan Slabbert Become a Transpersonal
Authentic Leader within
your leadership brand
Johan Slabbert square - Johan Slabbert We assist leaders in being engaged, active,
and clear with empathy in their communication style.
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ABOUT YOUR LEADERSHIP STYLE

LAISSEZ-FAIRE LEADERSHIP
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cover image - Johan Slabbert Become a Transpersonal
Authentic Leader within
your leadership brand
Johan Slabbert square - Johan Slabbert We assist leaders in their development to gain insight into both
beauty and deliverables whilst empowering their followers through the
integration of love, compassion and care with outcome excellence.
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ABOUT YOUR LEADERSHIP STYLE

SUPPORTIVE LEADERSHIP
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Authentic Leader within
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Johan Slabbert square - Johan Slabbert We empower leaders to lead honestly with a decisive mind,
establishing mutual and authentic organisational goals.
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ABOUT YOUR LEADERSHIP STYLE

DEMOCRATIC LEADERSHIP
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Power Leadership Charismatic Leadership Democratic Leadership Supportive Leadership Transactional Leadership Laissez-Faire Leadership Transformational Leadership CHOOSE YOUR LEADERSHIP STYLE

WE DO IT DIFFERENTLY

Johan Slabbert Transpersonal Coaching’s unique approach can ignite a global psychological shift – A movement towards Higher Purpose within sustainable business practises.

We have a passion for coaching leaders to accept their responsibilities and higher purpose, be authentic and discover their inner wisdom. We transfigure leaders into becoming Psychonauts of their inner space and being. Such leaders are radically authentic, spiritual, wildly creative, and lead from a place of moral excellence. From this source, they stand a chance to live up to the challenges and higher purpose of leading from within in a post COVID-19, new world order. This is the core of Johan Slabbert’s inner burning desire and the force behind his unique coaching model.

Johan Slabbert Transpersonal Coaching’s holistic approach is related to Positive Psychology, Cognitive Behavioural Theories (CBT), Depth and Transpersonal Psychology. Transpersonal psychology does not only focus on the external world of behaviours but includes experiences within the inner quantum field of the coachees’ psyche as legitimate and powerful human memory and experiences. We engage with leaders’ Emotional, Social, Cultural and Spiritual Intelligence to enable a deeper and broader engagement with all facets of today’s volatile, uncertain, complex and ambiguous challenges. It empowers leaders towards a deep understanding of ego-self with an introduction to their soul-self culminating into self-mastery. This journey towards transpersonal and authentic leadership creates a new world leader for the greater good of this world.

THE IMPACT OF COVID-19

The latest leadership development statistics show that 71% of companies globally, do not feel their current leaders are able to navigate their organisations through the minefields of a post COVID-19 new world order.

The need for a different kind of coaching has never been more important. The COVID-19 global pandemic is forcing people to rethink their meaningfulness, and rapidly adjust to new ways of living and working.

Our coaching can help prepare leaders – from entry-level managers to executives – for the new world of work.

Johan Slabbert Transpersonal Coaching

  • Power leadership

    Power leaders, also known as authoritarian leaders, generally have all the power, authority, and responsibility in an organization. There is rarely input or decision-making on the part of the team or group members; instead, team members are tasked with implementing the leader’s decisions and choices.

    This type of leadership is generally very rigid, but in situations that demand structure, quick decision-making, and close supervision, it can be beneficial to the organization. There are also many pitfalls: the organization cannot function without the leader, communication may be flawed or lacking, and workers may feel demoralized.

    Example

    With her meticulous attention to detail and demanding nature, Martha Stewart embodies autocratic leadership. She is closely involved in and pays personal attention to the goings-on within her brands and make the majority of her empire’s decisions.

    If you’re a natural at influencing and inspiring…

  • CHARISMATIC LEADERSHIP

    Charismatic leadership can transform attitudes and beliefs in employees and others. She has the power to influence and inspire people, and the goals of the organization generally reflect her vision.

    As the name suggests, this type of leader is charismatic and can affect great change, as well as inspire people. On the flip side, as with autocratic leaders, the organization may become overly dependent on the leader. Other risks include a charismatic leader ignoring the needs or ideas of her employees and being unable or unwilling to learn from mistakes.

    Example

    Oprah Winfrey, who can sway the minds not only of her employees but people across the world, is a charismatic leader.

    If you can lead from afar…

  • Transformational leadership

    Like charismatic leaders, transformational leaders inspire others. However, unlike the former leadership style, this style does not require the leader to be present to effect change, because the leader initiates transformation through the organization and motivates employees to perform.

    Transformational leadership demands a high level of productivity and involvement from employees. While this style can go a long way in effecting real change, it may overuse some employees to the detriment of others. Transformational leaders also risk setting too-high, unrealistic expectations for team members.

    Example

    With a strong vision and the power to inspire others, Walt Disney was a classic transformational leader.

    If you’re good at delegating…

  • Transactional leadership

    Transactional leadership stems from the notion that employment and specific projects are a transaction: When an employee accepts a job, she agrees to “obey” the leader and complete the tasks and duties as assigned, and will be compensated in exchange for her efforts. Workers may be rewarded or punished based on their performance

    Roles are well-defined, and people who are ambitious and respond to rewards are likely to do well under this kind of leadership. Additionally, this leadership style establishes a clearly–defined structure that enables the organization to meet short-term goals. However, transactional leadership does not allow for much innovation or creativity in employees. It also establishes a rigid structure that may not respond well to change.

    Example

    In founding and managing Microsoft, transactional leader Bill Gates employed—and continues to use—a task-oriented, goal-focused style.

    If you’re a helper…

  • Laissez-faire leadership

    Employees of laissez-faire leaders have a high degree of autonomy. Leaders maintain a hands-off approach to managing workers, providing them with the tools they need to do their job without being directly involved in decision-making processes, daily tasks, and responsibilities. However, these leaders still take responsibility for the company’s decisions, even though the power to make these decisions rests in the hands of the employees.

    The laissez-faire leadership style can be successful when employees are skilled in the nature of the work and motivated to succeed and do their jobs well. Workers enjoy independence, which may be appealing to many employees. This type of leadership can have consequences when the leader is uninvolved or takes a passive approach to working with employees who need more guidance. It can also lead to a lack of unity and cohesion in a group or team, and projects may fall off track without strong oversight.

    Example

    Donna Karan, who maintains a hands-off leadership style, trusting managers with decisions while monitoring the performance of her employees, is one example of a laissez-faire leader.

    If you prefer structure with you at the helm…

  • Supportive leadership

    Supportive leaders delegate and assign tasks to employees, but also provide employees with the skills needed to complete the task. They work through problems and issues with employees and offer a high degree of attention and coaching on an as-needed basis. The employee maintains autonomy, but the supportive leader will step in and work through issues and problems with the employee as they arise.

    Supportive leaders tend to have compassion and are respectful to their employees. In turn, employees feel valued and empowered. Still, supportive leadership can have some pitfalls. For instance, a supportive leader may lose recognition as a manager if she only steps in when problems arise and are less involved in the overall workflow and realization of the organization’s goals.

    Example

    CEO Larry Page uses a blend of several leadership styles to ensure the success of Google. As a supportive leader, he maintains involvement in the company’s hiring decisions and motivates and respects employees, while expecting them to work independently toward Google’s goals and vision.

    If you believe in equal participation…

  • Democratic leadership

    Also known as participative leadership, in the case of democratic leadership, all or most group members can participate in decision-making processes. Democratic leaders emphasize equality and encourage discussion and a flow of ideas.

    While democratic tends to be an effective leadership style and has several benefits—it encourages creativity, emphasizes fairness, and values intelligence and honesty—there are some potential drawbacks. Roles may be less well defined, which could create communication problems and failures. Some group members, typically those with less experience, may be less willing or able to contribute or feel that their contributions are not as valued as others are.

    Example

    As a democratic leader, Indra Nooyi, the CEO and chairman of PepsiCo, encourages communication and makes an effort to take an interest in the lives of her employees.