Leadership Coaching
Assessments - The Leadership Circle Profile 360 and The Leadership Circle Profile Culture Survey:
We exclusively utilize The Leadership Circle Profile 360 (TLCP) and The Leadership Circle Profile Culture Survey (TLCS) for our assessments (www.TheLeadershipCircle.com). The individual Leadership Circle Profile 360 is a true breakthrough among 360- degree assessments. It is the first to connect a well- researched battery of competencies with the deep motivations and underlying habits of thought. It reveals the relationship between patterns of action and the internal assumptions that drive behavior. Ultimately, TLCP gives you the whole picture, going to the source of behavior to get greater leverage on change. In an instant, it gets your leader in touch with what is working, what is not, and why!
The Leadership Culture Survey (TLCS) delivers a powerful “litmus” test of your leadership culture. Used for your entire organization, or just a leadership team, TLCS reveals valuable data: It tells you how your people view their current leadership culture, and compares that reality to the optimal culture they desire. The “gap” between data on their current culture and their desired culture instantly reveals key opportunities for leadership development. Furthermore, TLCS measures how your leadership culture compares to that of other organizations.
The TLCS will:
Establish a compelling rational for change.
Focus leadership development efforts.
Delineate cultural challenges associated with acquisitions, mergers
and restructuring plans.
Correlate leadership to productivity, profits, turnover, and other bottom line metrics.
Coaching:
We offer a fine variety of coaching products all delivered by ICF (International Coaching Federation)-accredited coaches:
One-on-One Coaching: This is the most highly individualized and customized way of discovering your own personal leadership. Meet with your ICF-certified coach once every two weeks for approximately 3 months. Most clients achieve their goals within that time period unless something unforeseen arises.
Team Coaching: We use an Organizational Systems and Relationship Coaching model that is highly effective with teams in terms of helping them to understand how they truly interact, what are the behaviors that sabotage their efforts, and how to work more effectively.
Mastermind Membership Coaching Groups: Examples of mastermind groups include professional women, executives in transition... anyone experiencing a similar situation can learn not only from the coaching but from each other.
Customized Leadership Programs
Any of our existing Leadership Programs can be customized to your situation. For example, case studies and even simulations can reflect issues your company is facing. One of the class assignments can be to solve a dilemma the company currently faces.
Furthermore, entirely new customized programs can be tailored to fit your needs.
Leadership Workshops
We offer a variety of workshops that can be provided in person, on-site, including all of those delineated in the Leadership Class section.
Lead Your Life Now! : The Core Course:
Consists of one full day on- site workshop which will cover: exercises to determine current level of satisfaction in the personal and professional arenas, core guiding values, major goals, alignment of values and goals, and an action plan with a sustainability component. Leading with intention will also be discussed as well as the importance of an accountability plan to monitor the action plan for sustained change. We will also identify your personal challenges and learn powerful skills to deal with them. At the end of the day you will understand your personal leadership and have a plan to become your biggest, best, possible self!
The exercises that follow are all highly experiential and reflective:
- Reflective questioning and exercises to determine core guiding values and alignment
- Exercises to determine the “box” we carry on our back that inhibits our leadership abilities.
- Exercises to determine and diffuse the default communication mode we revert to when in conflict
- Exercises to illuminate our own privileges
The end product is a very tight action plan with a sustainability component for value-laden leadership alignment.
Team Toxins: Apocalyptic Destructive Communication Styles:
Dr. John Gottman of The University of Washington applied the 4 horsemen of the apocalypse concept to communication styles. The four horsemen are: criticism, contempt, defensiveness, and stonewalling. He studied married couples and could accurately predict divorce 96% of the time within 3 minutes by noting which of the 4 horsemen they resorted to when in conflict. So, what does this research have to do with personal leadership? Well, it is beginning to appear that one’s “default horseman” comes into play outside of intimate personal relationships and is present when one is working with a team, a family member, or just about anyone that you may wind up in conflict.
In this training we will:
- Teach participants about the four horsemen (the four team toxicities)
- Assist participants with finding their own “default horseman” in terms of conflict engagement
- Learn about why we engage in the toxic behavior that we do (in other words, what are the benefits)
- Learn about how to diffuse ourselves and others when the horsemen show up in conflict.
Exploring Dimensions of Values-Based Personal Leadership
This workshop is intended to launch you on a personal journey to help define yourself as a values-based leader. What does values-based leadership mean to you? How is it you can live it in a way that helps you achieve your personal as well as career goals?
It begins with a look at “What Leaders Do” – their role in today’s organization that is defined as a consequence of your position and status within the organization. How does values-based leadership look in the workplace today? The second module, “How Leaders Are” focuses on what is it that differentiates in our mind those who are exemplary values-based leaders from those who are not. The next class will also invite clients to contemplate “How You Are” – how they see themselves as values-based leaders and the degree to which this is aligned with their personal values and beliefs. Finally we will ask them to consider “What You Do” – how their personal leadership statements can translate into their deliberate values-based actions and behaviors on the job that achieve influence.
Clients will learn:
- Whether they have reactive or creative leadership tendencies from The Leadership Circle Profile 360, which measures underlying values and beliefs that determine values-based leadership behavior (www.TheLeadershipCircle.com)
- How they can move from reactive to creative values-based leadership.
- To create a meaningful, tangible, action plan with a sustainability component for values-based leadership goals.
- How they can begin to define themselves as values-based leaders, considering who is the “customer” of their own leadership
These communication skills are applicable to students' intimate relationships, friends, families, teams and organizations, job settings, as well as local and global communities.
Culturally Adaptive Leadership
Culturally adaptive leadership is an important component of personal leadership and ultimately personal capacity building. The first step is to examine one’s own cultural privileges in order to understand one’s impact in terms of personal leadership. This work emanates from Heifitz’s work on adaptive leadership and work in both the area of privilege and intercultural leadership. Microinequities will also be discussed. An example of a microinequity is when someone looks at someone who is Hispanic and then is surprised to learn their children don’t speak Spanish.
The goal of this training is for participants to understand their own privilege and the impact their privilege has on others. Participants will determine a leadership behavior change based on their knowledge of their own privileges.
The IDI, Intercultural Development Inventory, will be employed and debriefed. This tool is an assessment that provides objective feedback on an individual’s or a group’s predisposition toward cultural differences (ranging from a more ethnocentric perspective to a more ethnorelative one). The heightened awareness gained from the results of this instrument will help leaders to adapt their style of communication for improved business relations.
This training will be highly interactive.
Leadership Beyond Collaboration: Ubuntu
Bob Mc Donald, CEO of Procter & Gamble, spoke recently about the importance of the value “to give back”. He discussed all of the specific ways that P&G is behaving in a socially responsible manner. We beleive the concept of Ubuntu (in a word – connectedness) is really the umbrella paradigm for this work.
In the leadership context, first we had cooperation and then collaboration. So, what is next? We maintain the answer is the ultimate value-driven leadership concept: Ubuntu. This is an evolutionary leadership concept for the next decade and beyond, but it is rooted deep in ancient African wisdom. The word Ubuntu essentially means “I am because you are” and was popularized by Archbishop Desmond Tutu and Nelson Mandela in the 1990’s. Tutu says that Ubuntu speaks to your essence as a human being. And he indicates that we cannot exist as humans in isolation therefore, Ubuntu is about interconnectedness.
Elizabeth Bagley, speaking about Ubuntu diplomacy, stated that Ubuntu is needed now such that “in understanding the responsibilities that come with our interconnectedness, we realize that we must rely on each other to lift our world from where it is now to where we want it to be in our lifetime, while casting aside our worn out preconceptions, and our outdated modes of statecraft. This is the place where we all belong as partners, where we all participate as stakeholders, and where we all succeed together, not incrementally but exponentially.” U.S. Department of State. Ubuntu Diplomacy.
In this training, we will look at how we currently frame leadership and how this paradigm transcends existing views. We will then examine the benefits to employing this paradigm and specifically how we can incorporate it into our own leadership.