The Three Types of Leadership Development
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The Three Types of Leadership Development

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The following slide presentation provides an overview of why hundreds of managers and leaders have chosen LRI to be their guide in their professional development process.

The following slide presentation provides an overview of why hundreds of managers and leaders have chosen LRI to be their guide in their professional development process.

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The Three Types of Leadership Development The Three Types of Leadership Development Presentation Transcript

  • Leadership Coaching Overview www.LeadingResources.com
  • Overview LRI‟s leadership coaches work with executives, managers, professionals and leaders at all levels to help them to be as effective and successful as possible. The following slide presentation provides an overview of why hundreds of managers and leaders have chosen LRI to be their guide in their professional development process.
  • What is Leadership Coaching?  A personalized developmental process  Designed to enhance an individual‟s success  To achieve his/her business objectives
  • The Operative Words…  “Personalized” - An individual activity  “Developmental” - A learning focus  “Process” - Takes time, usually behavioral change  “Enhance Success” - Focused on performance  “Business Objectives” - Grounded in business needs
  • Coaching Is About…  Challenging and supporting people – providing an experienced coach who knows how to both support and challenge managers and leaders to get to the next level  Helping people to transform themselves - impacting people‟s visions, values, and helping them to reshape their way of being, thinking, and acting  Expanding people‟s capacity to take action  Helping people to become unstuck  Expanding possibilities…through learning
  • Learning…  Level I: Incremental Improvement - new skills, practices, doing things better  Level II: Re-shaping Patterns of Thinking - revise frame of reference, how one sees the world, change assumptions about the way things work  Level III: Transforming Who We Are – shifting people‟s views of themselves
  • Coaching Is Used To…  Assure success in new assignments  Develop highly effective managers  Grow high potential leaders  Enable cultural change  Address performance issues  Accelerate leader assimilation  Assure organizational alignment
  • Effective Coaching Helps People…  Clarify behaviors that impede job effectiveness  Identify strengths and development needs  Become more open to constructive feedback and develop self-awareness  Identify and execute improvement strategies
  • Effective Coaching Helps Companies…  Improve bottom-line results  Improve retention of valued managers and leaders  Improve morale  Increase productivity of valued resources  Reduce turnover  Achieve specific organizational business objectives, e.g., cultural transformation, strategy change, reorganization
  • Where Coaching Is Most Effective
  • Leadership Coaching Definitions Emerging Leader – High-potential individuals who may be new to management or leadership roles, are being groomed for higher- profile positions, or have been identified as “leaders of the future.” Developing Leader – People who are currently in management and leadership roles and need to need to enhance their effectiveness; individuals who have changed their role and need to develop additional competencies. Strategic Leader – Senior executives who are responsible for creating the organization‟s mission, vision, and strategic direction.
  • Leadership Coaching Challenges Emerging Leader – Moving from „technical, individual contributor‟ to an effective manager-leader, building formal and informal networks, managing day-to-day while considering the future. Developing Leader – Managing through values, focusing power and influence, creating greater company-wide exposure, leading by example, leveraging personal insight, creating alignment behind strategies. Strategic Leader – Obtaining and sustaining business results; dealing with isolation, inadequate feedback and work life balance; managing succession planning.
  • Leadership Coaching Challenges Emerging Leader – Moving from „technical, individual contributor‟ to an effective manager-leader, building formal and informal networks, managing day-to-day while considering the future. Developing Leader – Managing through values, focusing power and influence, creating greater company-wide exposure, leading by example, leveraging personal insight, creating alignment behind strategies. Strategic Leader – Obtaining and sustaining business results; dealing with isolation, inadequate feedback and work life balance; managing succession planning.
  • For Whom Coaching Is Most Effective Emerging Leaders • High potentials • New to leadership role • Leader of the future Developing Leaders • Change in leadership role (either in scope or responsibility) • Enhance / improve leadership effectiveness Strategic Leaders • Senior leader / executive level • Vision / direction / strategy • Executive team – decision-making / coordination
  • Emerging Leaders THE EXPECTED OUTCOMES • They are ready • They reach developmental goals • They are successful • They stay and are motivated • They have long-term career plans THE COACHING CONVERSATION • Exposure to concepts • Self understanding • How the world works – accelerated levels of personal/professional savvy • Self and social awareness – EI (Emotional Intelligence) • Interpersonal / leadership skills • Problem-solving
  • Developing Leaders THE EXPECTED OUTCOMES • Improved team or business unit performance • Reaching identified goals • Improved leadership performance • Retention • Improve effectiveness in managing • Address presenting performance or developmental needs THE COACHING CONVERSATION • Self-understanding of management & interpersonal style • Factors that lead to success versus current reality • Interpersonal & management skills • Organizational dynamics • Managing their boss & others • Current role & challenges
  • Strategic Leaders THE EXPECTED OUTCOMES • Reaching business goals - $$$ • Improved executive team performance • Improved stakeholder relations (external and internal) • Shifts in leadership style that positively impact organizational culture and alignment • Creation of broader strategic approach to business THE COACHING CONVERSATION • More in-depth assessment, possibly shadowing • Broader scope of conversation – more strategic, involving broader range of stakeholders • Broader organizational issues • Skills in confrontation • In-depth conversation about individuals • Personal matters • At times, role of confidant rather than coach
  • For further details about LRI leadership coaching, contact us online or speak directly to a consultant by dialing (916) 325- 1190. You will receive a prompt, personal response from one of our consultants. www.LeadingResources.com