This module focuses on working effectively with a leader’s direct reports, and building a team.
Ultimately, leaders are not judged by how well they lead but by how well they serve. Leadership is not about what “you” become but about what “they” become. The greatest opportunity to serve is with one’s constituency, a leader’s direct reports. The measure of leadership is follower-ship. The key indicator of a leader’s success is determined by how ‘energy’ is being used. This module focuses on the leader’s followers. Each constituent is profiled and a personal plan is created to maximize work satisfaction and performance. Topics addressed include building trust, high work satisfaction, performance, and retention.
The leader develops a personal profile and strategy for each direct report. The leader learns how best to work with and create the best conditions for high performance.
Understand the process of leadership, with assessments, models and insights to help you understand your values and vision.
The first axiom of leadership: know thyself. For many leaders this is still the most difficult task they face. But until leaders truly know themselves, know their beliefs and values, know what they want to do and why they want to do it, they cannot succeed in any but the most superficial sense of the word. They are their own raw material. When a leader knows what he or she consist of: values, purpose, vision, strength, relationships, and what he or she want to make of it, then one has the foundation to reach his or her potential.
By developing a personal leadership framework, the client is clear on what leadership is, the example he or she wants to set, the purpose and values to adhere to, and the path forward.
Clarify the next steps to advance in your career, and assess what you need to have to get to that next level of leadership.
Some leaders are more successful than others because they add appropriate skills and experiences as they move up the leadership hierarchy. Not to do so can leave them ill prepared for the challenges the job at the next level may require. These successions are referred to as passages. A passage represents a change in one’s organizational position—a different level and complexity of leadership.
Five general passages are identified:
Leading others. Level 1
Leading managers of others Level 2
Leading a function/discipline/sector. Level 3
Leading a business (a set of functions) Level 4
Leading an enterprise (a set of businesses) Level 5organizational position—a different level and complexity of leadership.
The challenge for an organization is to
(1) make sure that people in leadership positions are assigned to the level appropriate to their skills and experience and (2), adequately prepare these leaders to succeed at the next level. This module
clarifies the path to do so.
As a result of going through this module, a coach will be able to assess the level of experience of their leadership client. The coach and leader together will be able to identify key experiences a leader needs to acquire to advance to the next level of leadership. Together they will be able to identify the experiences a leader already has had for the next level(s) that contribute to their candidacy for passage. They will be able to identify if certain supporting skills or experiences at their current level are missing making them candidates for failure.
This module is an adaptation of the principles associated with the first 90 days in a new role and what to consider to be effective.
One of the major requests for Mastery Coaching focuses on helping a client transition to a, new function, new direct reports, any situation where the client is moving into a new role where they have to establish themselves in the leadership role. The question this module focuses on is “How do I position myself to be an effective leader in a very short time?”
This module explores the various challenges encountered when making a role transition. In response to these challenges, a variety of strategies are discussed that will allow the client to take charge during this critical time. If the client is currently in a new role or about to be, the relevancy will be immediate.
To maximize the opportunity for the client to be fully integrated, accepted, and successful in his or her new role.
This module looks at how leaders often have many imbalances in life. Using diagnostics, you’ll be able to address the sources of stress and work towards a healthier life / work balance.
This leadership module addresses how one is to maintain perspective and emotional balance while dealing with the pressures of the job. As a leader takes on more responsibility it becomes easy to get out of balance. This session looks at balance from a variety of perspectives and explores ways to understand and correct them.
The fundamental premise is that if a leader becomes out of balance, doing so directly influences all other aspects of one’s leadership. The outcome of this module is clarity on how one might get out of balance, the appropriate ways to restore work effectiveness and high priority life issues.
Learn how to work effectively as a leader, with other key leaders in your organization.
Leadership always operates in the context of relationships. Leaders are compelled to develop key relationships with individuals over whom they have no direct authority including peers, bosses and what is referred to as affiliations (customers, vendors, teams, councils, etc. At times these individuals play a significant role in both the passage of a leader and his or her success.
The focus of this module is on building personal credibility and productive working relationships with one’s boss, peers, and external stakeholders. Precisely because the leader lacks direct authority over these areas of influence, relationship bridges are developed to enhance and ensure positive relationships. The leader profiles key relationships and creates a personal plan for each interaction. This includes key peers as well as his or her boss.