Executive / Leadership Coaching
In a coaching engagement, a leader can expect to discover and strengthen personally and professionally. Authentic leadership can be achieved if the leader is in the right role, right organization, right culture. By being authentic, he / she can find true happiness, fulfillment and success in life. The coaching relationship, being a minimum of three to six months, will cover three phases: 1) discovering and exploring style; 2) the leader as an individual; and 3) bridging leadership and life into action planning.
Understanding today, for an even greater tomorrow.
Three important assessments provide a well-rounded view of the individual’s style, preferences, perceptions of those around them, and also lay the foundation for the action plan going forward.
Myers-Briggs Type Indicator (MBTI)
The MBTI is an instrument that helps an individual understand his or her styles and preferences, and how those preferences impact communication, relationships and leadership, both in one’s personal and professional lives. Leaders have found the results enlightening, as strengths and potential pitfalls are uncovered.
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B)
The FIRO-B instrument is a powerful tool that assesses how one’s personal needs affect their behavior towards other people. The FIRO-B reveals an individual’s level of needing (and wanting to give) inclusion (forming new relations and associating with people), control (decision-making, influence, and persuasion between people), and affection (emotional ties and warm connections between people).
360-Degree Feedback is a powerful feedback process that enables a leader to receive feedback downward, upward, and sideways; in other words, from the boss, direct reports, peers and other stakeholders (customers and clients). Through this process, the leader discovers strengths, development needs, and others’ perception of his or her leadership. The feedback is drawn into a solid action plan and supports individual performance management, career planning, succession planning, and life choices.
Succession Planning Process Design and Management
Building the leadership bench for tomorrow, today.
Succession planning creates a plan for successors to all leadership roles by identifying those who are ready to step into another’s role now, ready in one to three years, and ready in three to five years. Development plans are then put in place for all individuals who are identified as the future leaders. Services in this area will help an organization create, improve and manage its succession planning process. Tools will also be introduced that tie individual career pathing / planning with succession planning and individual performance management.
New Leader Assimilation
Bringing the leader and team together, fast.
New Leader Assimilation is designed to help a leader get a jump start on leading a new team. It is a simple process that is intended to accelerate the time required for the leader to get up to speed in his or her new role and more importantly, help the team feel comfortable working with him or her. Research shows that it typically takes four to six months for a leader to hit one’s stride in the new role and get the team working comfortable together. New Leader Assimilation reduces that time by several months. This half-day workshop sets a climate of trust and willingness to deal with real issues, and provides a safe way to get concerns and challenges on the table early. The executive leaves the session with key themes and a personal action plan.
Leadership Rotational Programs
Jump-starting the next generation of leaders.
Perhaps the greatest level of talent that is untapped is the early career talent. A leadership rotational program will be designed to meet customer talent needs, enhance talent acquisition and retention, and establish meaningful rotational assignments for early career individuals. The process brings best in class program design, rotational program management resources, and tools for supervisors of the rotations and program effectiveness.
Not-for-Profit Leadership Effectiveness
Building strong leaders from the inside, to give to the outside.
Maximizing an organization’s leadership effectiveness and strengthening the not-for-profit Board are two services provided. These services include ensuring that the not-for-profit Board is diverse and is the right composition that meets strategic needs. Tools are implemented to assess board composition, aid the Board selection process, and structure the Board for operational effectiveness.