Leadership coaching starts with a meeting of myself and your stakeholders to determine your leadership development goals. Together, we identify the top two goals for your leadership growth and share them with your stakeholders. From there, monthly coaching meetings in a no-guilt environment allow all to have a vested interest in your success.
|"Learning is not mandatory... but neither is survival." —W. Edward Deming
A. Determine 1-2 Leadership Growth Areas Important to the Leader and the Organization
In consultation with the coach, the leader selects 1-2 specific behaviors that are important for his/her leadership growth (e.g. empowerment and decision making). Behavioral interviews and multi-rater leadership assessments (1800 – 3600) are used to determine the aforementioned focus.
B. Leading Change Involving Stakeholders
The leader selects a handful of stakeholders mostly boss(es), direct reports and peers. Throughout the coaching program the leader involves these stakeholders on a monthly basis in the leadership growth process. This creates accountability for the leader to implement the change, as well as accountability for the stakeholders to support and to take part in the change process, which impacts and benefits the leader's team as a whole.
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B1. Involve Stakeholders to Capture Feedforward Suggestions
On a monthly basis the leader asks stakeholders to provide a few practical feedforward suggestions as it relates to his/her leadership growth areas.
B2. Stakeholder-Based Monthly Action Planning
The leader thinks through the feedforward suggestions from the stakeholders and drafts a monthly action plan. During the coaching session, the leader works on skill development and finalizes an action plan which the leader is committed to execute during the next month. After the coaching session, the leader responds to the stakeholders informing them about his/her action plan.
B3. Change behavior and perception through execution on the job
Throughout the month, the leader implements his/her action plan and demonstrates to the stakeholders through his/her actions that (s)he is working to make change visible and become a more effective leader in the two selected leadership growth areas. Implementing change and following up with stakeholders also alters the stakeholders' perceptions of the leader over time.
C. Perception is Reality: Measure Leadership Growth based on Stakeholders’ Perception
The coach checks in with the stakeholders approximately every quarter via a short internet-based survey, to measure the stakeholders' perceptions on how they see the leader’s effectiveness has been changing in the two leadership growth areas. This Leadership Growth Progress Review is reported back to the leader (and the sponsor) so that (s)he can gauge how his/her leadership change efforts have been perceived by the stakeholders. This survey also plays a key role in guaranteeing and measuring leadership growth for the leader and the organization.