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Leadership Development

Leadership Development

Do Your Leaders Model the Way Foward?

Leadership Team Development

Leadership team cohesiveness is the foundation for driving organizational culture. At the root of healthy organizations – where transparency, communication, high morale and productivity flourish, is a cohesive leadership team. Yet, more often than not, leadership team members work independently rather than cross-functionally – and this trickles down to, and through, their organizations which become siloed.

High performing leadership teams require the Work Processes / functional aspects of teaming and Interpersonal Dynamics / relationship aspects of teaming, to work seamlessly together. It is crucial for leadership teams to have both components of teamwork in place in order to model the way for the rest of the organization.

To create leadership team cohesiveness – and an atmosphere of transparency and trust – we partner with key stakeholders to customize  strategic plans with the goal of peak performance. Leadership team development is facilitated through on-going or periodic off-site retreats.

Our Process

The leadership team development process begins with individual interviews with team members, and team rating questionnaires such as Patrick Lencioni’s Team Assessment Report. Interviews and questionnaires reveal the root causes of team dysfunction, the results of which serve as a road map for planning off-site retreats as well as benchmarks for monitoring progress along the way.

At the leadership level, we often use the Table Group’s Five Dysfunctions of a Team model as a map for development. Within the model, leaders take a deep dive into the Five Dysfunctions, beginning with the establishment of Trust. Even within the Five Dysfunction model, our approach is to customize learning so that we are addressing the most pressing team issues for your particular situation, working toward establishing a healthy team climate.

Leadership Development Coaching

The latest research in the field of leadership development suggests that a leader’s interpersonal style and the ability to self-manage may be more important to success than functional expertise. As leaders move up the organizational ladder, developing good people skills becomes a core competency – an important piece of influencing, motivating and building an aligned organizational culture. Most leaders know their development needs but find it difficult to change or to work on interpersonal issues in their fast paced environment. Our expertise is in providing you with the right tools and an objective perspective to help you develop a Leadership Development Plan that is both attainable and relevant to your work environment.

Our Process

Leadership development coaching is most effective when it takes place in conjunction with leadership team development. We help you decipher your leadership strengths and where you seem to be falling short from how you are perceived by your team and your direct reports. Are you realistic about  – or do you even know how others see you? How does your style influence the culture of your team or organization?

Our first step in working with you is to gain an understanding of your organizational and team culture. Together, we look at your leadership style and how it may be impacting the environment, and then, we help you pinpoint the issues that are pertinent for your development within your environment.

We help you craft a Leadership Development Plan, that addresses the depth of who you are, within the context of what you do, and then provide you with the resources and feedback to get you there using our Development model.

In combination, Leadership Team Development and Leadership Coaching helps leaders to:

  • Identify their leadership style and its impact on team dynamics
  • Balance and manage opposing perspectives as they lead
  • Understand their teams’ dynamics and how to flex within the team structure for greater impact
  • Pinpoint and resolve personal roadblocks to leading diverse types
  • Work more effectively cross-functionally to reach goals
  • Recognize personal assets and challenges with regard to key leadership competencies, and how to address them
  • Challenge limiting leadership view points and belief systems to expand leadership choices
  • Develop more resilience and adaptability to better meet any situation as it arises