Leadership is a psychological process for all involved – on the construction site, making floor, boardroom, or executive suite. This means that the way we think, the nature of our perceptions (and our distortions of information) and the manner in which we are perceived by others become important variables in understanding leadership. Roger Pearman, Hardwired Leadership
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, high performing leadership team with a culture of trust and Psychological Safety. Yet, more often than not, leadership team members work siloed and independently rather than cross-functionally, in a team atmosphere that is less than ideal.
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. We help leadership teams to create a culture that is psychologically safe for each team member to feel included and able to contribute their best selves to tranform the work of the team.
To create leadership team cohesiveness – and an atmosphere of transparency and Trust – we partner with key stakeholders to customize strategic development plans with the goal of peak performance. Our process begins with foundational self-awareness tools, combined with team assessments to help carve a path forward that makes sense within the context of the organization.
Leadership Development Coaching
…the circuitry for thinking analytically, such as thinking about the future or about concepts, switches off the circuitry for thinking about others. Leaders who spend too much time analyzing and strategizing may find it difficult to activate their rarely used social circuits. David Rock
The latest research in the field of leadership development suggests that a leader’s interpersonal style, emotional intelligence, 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.
We set into motion a process that encourages professional growth and development through integrative goal setting. We help you take the data from assessments, feedback and and what is happening in your current situation to help you carve a development path through the following process:
1. Enhance Self-Awareness through Assessment
Using self-report questionnaires including the MBTI and Emotional Intelligence testing, as well as communication models, values and behavioral assessments, leaders discover key cognitive, emotional and behavioral touch-points to begin the coaching conversation. The assessment process provides a neutral framework and common understanding, allowing clients to accept and more easily integrate feedback. Leaders become familiar with, and gain an understanding of, the why behind behavior and how their behavior may be perceived and be impacting their direct reports hindering their effectiveness.
2. Create a Leadership Development Plan
After reviewing, synthesizing and integrating information from various lenses and assessments, clients evaluate opportunities for change and create a development plan that follows the natural path of who they are within the context of their particular workplace situations. Clients select several areas where focused development will have the most impact on achieving current and/or future goals.
3. Implement the Development Plan
We support clients in identifying specific tasks, activities and resources that mayhelp them reach their goals. Together, we create on-the-job assignments and activities and/or set up different experiences to try out and solidify new skill sets. We identify possible barriers that clients may face while trying to implement new skills on the job, and find ways to overcome them.
4. Review Progress and Adjust the Plan
We partner with clients to monitor progress and provide continued opportunities for development, adjusting the development plan and implementation strategies throughout the coaching engagement.
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
- Develop a culture of Psychological Safety by inclusion of diverse styles
- Understand their team’s 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 viewpoints and belief systems to expand leadership choices
- Develop more resilience and adaptability to better meet any situation as it arises