Leadership - Collective Development

Leadership Development in the 21^st Century:

The war for talent will not just be one of competition among organizations. It will be a constant battle for the attention of the individual. It will be a struggle to create the structure that allows for fulfillment at many levels while supporting a long-term focus on individual performance and sustainable success.

An effective leadership development process is a complicated series of interactions with an individual leader. Many processes and programs miss the mark by trying to accomplish "leadership development" solely in the classroom. The classroom experience is only as good as the attention the individual receives in light of their learning style. 

Program Objective:

Participation in this program is about the individual's continual personal/professional development as a Leader and her/his contribution to organizational impact. For continued development, each individual will focus on specific skill development and full integration and implementation around individual Brand, Values, and Goals. Each individual accepts responsibility to learn particular skills, practice these skills, and share the learning journey with others in The Collective.

 

Organizational impact is fulfilled when:

~ The individual is collaborating from a common organizational story

~ The individual develops conscious behavioral habits that support a focus on organizational impact

~ Each individual is merging “impact” into performance management and succession conversations, and co-facilitating collaborative dialogue among leaders

 

This is a period of focused time where, as a Leader, you build a solid level of confidence founded on your Brand, Values, and Strengths; and you take specific, clear actions based on this connection. This is richly supported by an individual and collective focus on the following skills:

7 Skills for the 21st Century Leader
	Personal/Professional Growth Management	Communication & Connection	Messaging	Networking	Giving	Collective Facilitation	Storytelling
Values Connection	Values Cycle™ (Foundational Confidence – Who You Are)   Personality Profile	Applying Personality Data   Reading Others	Desire & Intent	Applying Your Strengths   The Confidence Cycle™	Service – In Light of Your Strengths (Connecting from Desire & Intent)	Leveraging the Skill of Facilitation   Becoming a Neutral Facilitator	The Larger Story   Engaging Others
Brand Application	Personal Brand   Strengths Focus	Acting on Personal Brand   Creating Safety	Leadership in Reading Groups	Collective Learning   Sharing Your: Knowledge Connections Compassion	Service – In Light of Your Brand	Leading Dialogue   Creating Alignment	Voice   The Power of Clarity
Goal for Applying Skill	Goal-setting Methodology	Your Communication Goal	Your Messaging Goal	Your Networking Goal	Your Giving Goal	Your Facilitation Goal	Your Telling Goal

 

Coaching and Mentoring:

"I'm not so concerned about how coaching and mentoring are different as I am about why they are both important." - Coaching Client

Coaching is about taking personal accountability for excellence in performance.

Mentoring is about keeping organizational knowledge from walking out the door.

Mentoring is best done in the organization by a role model that has performed in the area that the leader aspires to.

Coaching is at its best when performed by a skilled partner that is neutral enough to focus solely on the individual.

 

Level I Coaching Program

Level II Coaching Program

Upgrade Your People Technology