Leadership coaching is a development strategy
that assists highly valued leaders in realizing their full
potential by assessing, planning and implementing
strategies that maximize the use of their strengths in relationship
to organizational needs and address any workplace behaviors that
hinder their professional effectiveness, on-the-job performance and/or
limit their future career opportunities. Major changes in the work
environment (i.e., promotions, change of leadership, mergers/acquisitions)
often require a shift in leadership style and behavior from that
which produced previous success in the organization. The program
helps organizations to ensure that they have leaders with the skills
and competencies to move the organization toward its strategic goals.
This highly individualized process is tailored to the leader’s
needs, learning style and work schedule.
GOALS:
- Assess leader’s strengths and
developmental needs in
relationship to the organization’s
needs.
- Create greater awareness about impact
of management and interpersonal
style.
- Help identify and change any ineffective
and inappropriate behaviors
that impede leadership effectiveness
or career advancement.
- Develop a Leadership Development
Plan that maximizes the use of strengths to increase
value to the organization and
addresses any obstacles that could get in the way of
full utilization of those strengths.
- Repair and strengthen working relationships
and teamwork.
- Provide on-going coaching
to support plan implementation
and reinforce behavior change.
The Leadership Coaching Process typically encompasses the following
phases:
- Contracting : The
coach meets with the client, the
client’s manager, and other
decision makers to gain preliminary
insights, review the leadership coaching
process, answer questions or address
concerns, and identify potential
outcomes for the process.
- Assessment: A
comprehensive assessment is designed
and conducted to help the client
gain insight into his or her leadership
style, strengths and needs in relationship
to the organization's goals. This
assessment includes both self-report
exercises and feedback from important
stakeholders.
- Developmental Planning: A
Leadership Development Plan is designed
that focuses on maximizing strengths
indicated by the feedback and assessment
results, and critical to the organization’s
needs. It also addresses obstacles
to full utilization of strengths.
The plan includes strategies, time
frames and measures of success. The
client reviews this Leadership Development
Plan with his or her manager and
reaches consensus on goals, priorities,
measurements, resources and responsibilities.
- Implementation/Coaching: Ongoing
coaching and support is provided
to implement the plan, guide skill
acquisition, change behavior and
reinforce new behaviors.
- Ongoing Feedback: Feedback
from key stakeholders is gathered
to assess and reinforce behavior
change and alter plan as indicated.
- Future Planning: Meeting
with the client and his or her manager
to discuss gains made and develop
a plan to maintain the gains, including
identification of resources and internal
support.
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