LEADERSHIP DEVELOPMENT PROGRAMS

LEADERSHIP CAPACITY BUILDING FOR COLLABORATION, INCLUSION & ENGAGEMENT

Client need/problem statement:

• Leader displays autocratic, command-based behavior.
• Subordinates feel undervalued and that they are treated like numbers.
• Talent feels limited and stifled, not reaching potential.
• No growth and development of potential.
• Controlling leadership creates bottlenecks & leadership dependencies.
• Silo behavior impacts negatively on cooperation.
• Internal competition overrides external customer focus.
• People feel demoralized and apathetic.
• Gender, age and race issues seem to be suppressed.

Service offering:

• Time investment varies between 16 and 20 hours and is packaged to suit client requirements.
• This leadership development process can be facilitated online and/or face-to-face.
• The process is practical with the focus on applied skill and competencies.
• The program is slide-light and interactive with reduced focus on theories.
• Direct (primary) benefits focus on leadership skill per se, as well as indirect (secondary) benefits of the bridges built between delegates as a result of the process and how it is facilitated.

Outcomes:

• Actual capacity (skill and competence) to be more collaborative, inclusive and engaging.
• Enhanced EQ.
• Mental model change as to why a more inclusive style of leadership is needed and inevitable.
• Bond and camaraderie between leadership delegates.
• Improved relationships and goodwill across silos.
• Long standing issues are resolved between parties across the value chain.
• Strong leadership support structure created.
• New cornerstone for culture change.
• Subordinates feel empowered.
• Sense of inclusion, appreciation and belonging.
• Actionable interaction and engagement plans: the ability to be, do and create.
• A positive and constructive mindset.
• Improved morale.
• Definite increase in engagement scores.

ENHANCED LEADERSHIP DEVELOPMENT PROGRAM (ELD)

Client need/problem statement:

• Organisation is embarking on major growth & needs an evolving leadership culture.
• Next-level succession readiness is required by the organisation.
• Culture lacks inclusion, critical thinking, cohesion or an empowerment culture.
• Key projects and initiatives have 'hit a wall' of discontent.

Service offering:

• The journey typically consists of 3x 2-day workshops, built on the organisation's internal leadership competency framework.
• Workshops are usually delivered face-to-face, though some electronic delivery workshops can be accommodated.
• Attendees to this flagship ELD Leadership Development Program usually need to be nominated mindfully.
• The program rests heavily on the application of Integral Thinking, with the purpose of preparing and equipping Future Ready Leaders.
• The program is embedded in the here and now: working with real-life work challenges.
• Application forms the cornerstone of the process to ensure integration of knowledge and embedding of new mindsets and associated behaviour.
• Participants learn how to look at existing challenges with a refreshed mindset in an experiential context.

Outcomes:

• Functioning on the correct level of work – no compression.
• Future ready leaders, taking into consideration what will be required from leaders.
• Empowered workforce.
• Soft skills enhancement.
• Holding self and others accountable.
• Ability to determine root causes and underlying structures of complex issues.
• Appreciation of inter-dependencies and unintended consequences.
• Self-mastery and increased awareness.
• PLUS the outcomes listed in the shorter program to the left.

NOTE: - this is our flagship journey that essentially covers all 3 pillars we excel at, combining Change Management, Leadership Development and Strategic Intervention in a seamless manner that leverages existing potential in a recurring, future benefit.

It also covers development of the individual, the team and the organisation all at once.

COACHING & MENTORSHIP PROGAM

Client need/problem statement:

• Skills transfer happens by default and not design.
• Organisation experiences a challenge to attract and retain talent.
• Valuable skills and experience are lost when people leave or retire.
• Generation gap causes frustration.
• Opportunities for growth and development is on the back burner.

Service offering:

• Duration is subject to scoping and agreed with the client.
• Program includes an end-to-end define, design, develop and delivery of a coaching and/or mentoring program – or any part thereof as per client's needs.
• We manage this process as a holistic, structured change intervention.
• Upskilling both the mentor/mentee, coach/coachee - inherent in the process.
• The context helps determine the success of the outcome.

Outcomes:

• Skills and knowledge are transferred across generations.
• Valuable skills and experience are harnessed.
• Younger people feel valued and recognized.
• Experienced people have meaning by transferring skill and leaving a legacy.
• Leadership capacity is built at all levels.
• Continuous learning as part of the fiber of the organization.
• Better succession planning success.
• More focus on career advancement.
• Unleashing potential.
• Attracting and retaining valuable talent.
• Structured process that can be duplicated internally in the future.
• Progress and benefits are tracked & monitored.

DEVELOPING INTERNAL COACHES & CREATING LEARNING CULTURE

Client need/problem statement:

• Lack of in-house capacity to provide an internal coaching service.
• HR not sufficiently capacitated for role of internal coach.
• Employees don't understand the value of coaching.
• Coaching mindset is not an entrenched way of doing, nor part of a leadership and learning culture.
• Continuous learning needs deliberate momentum.
• Grooming and growing of talent needs focused intention.
• Turnover and retention of talent is a challenge for the organisation.

Service offering:

• The process consists of 16 hours of initial skills and capacity building.
• This is followed by another 16 hours of skills practice and finally internal coaches are 'accredited in-house' by means of a skills demonstration.
• This service is available online or in person.
• The process can be broken up in modules and crafted in any combination to fit client's specific needs.

Outcomes:

• Strong, established core of internal coaches.
• Continuous learning and development part of entrenched culture.
• New lease on life in terms of personal growth and career advancement.
• Adding coaching as part and parcel of ANY learning intervention improves the chances of successful application by 80%.