The document describes a strategic social learning approach to leadership development with four key elements: 1) Individual character profiling and development planning to understand motivations and aspirations. 2) Initial coaching to help understand a "whole self" learning strategy. 3) Group coaching and action learning projects to develop skills through corporate social responsibility projects. 4) Coaching support throughout projects and presentations to share impacts and inspire others. The goal is to develop skills that benefit individuals, organizations, and communities.

1. 21st Century Leadership
Development
Strategic Social Learning Approach
Leadership
Development
Individual
Career
Development
Corporate
Social
Responsibility
Strengthening
Team Co-
operation

2. Strategic Social Learning Approach
A targeted and inspired way to develop staff in the areas they want to be developed and contribute
towards their personal aims and ambitions whilst drawing on what motivates them. A strategic plan for
development that bridges the gap between individual’s corporate role and personal ambitions. An
internal process of support and challenge to generate a strong coaching culture into the organisation
and build camaraderie at the most important levels. An externally focused process that combines
individual learning and development, internal group coaching and external social corporate
responsibility to deliver exceptional results for individuals, organisations and communities.
Individual Character
Profiling and Facilitated
planning of critical
development
Initial coaching to help
individuals understand
the impact of Whole Self
Strategy for Learning
Group coaching to develop
sustainability and continue
development in the
organisation
Corporate Social
Responsibility projects to put
learning into action with
coaching to support

3. Character Profiling
In order for us to work most effectively with individuals it is essential that we get to know them better. We
use a number of stages to help us accomplish this.
1. The first stage is to understand their personal and professional aspirations. What do they want to
achieve not just at work but also in their lives? This stage is critical in deciding on a corporate
responsibility project. We use online, simple questionnaires to prompt them to identify their
aspirations. Some individuals will find it difficult to accomplish this stage alone and will need to re-visit
this stage during coaching and feedback.
2. The second stage uncovers their motivations. We do not apologise for asking questions relating to
upbringing and childhood as it is in these stages of our lives when people develop critical pathways for
motivation. By profiling motivation we can build a better character profile of the individual and use
this to question, support and guide them in choosing a project with which to develop and grow.
3. The third stage takes their CV and uses this to understand what factors have been important to them
in making critical career decisions. Later we look at how those decisions have enhanced or otherwise
their aspirations. The fourth stage involves more formal profiling using well validated personality
questionnaires. Each one is designed to assess specific factors that create a second layer of the profile
and this helps us to ask the right questions in supporting personal development and change.
Individual Character
Profiling and Facilitated
Planning of Critical
Development
“Character is doing the right thing
when no-one is looking”

4. Profile Feedback and Planning
Our fully qualified associates discuss the results of the Character Profiling with each individual. The
confidential discussion usually lasts between 2-3 hours and will help the individual to fully understand
their aspirations, motivation and how they have impacted on critical career decisions. We help
individuals create a Whole Self Strategy for development, not just focussing on career development but
on life development in order to fulfil their aspirations. Each individual will complete a Whole-self
Development Action Plan which will plant the seeds of life long development.
Individual Character
Profiling and Facilitated
Planning of Critical
Development
“Character is doing the right thing
when no-one is looking”

5. Initial Coaching
• We understand that what works for one person may not work for another. For us to help each
individual make the most of their journey we will have a number of highly experienced and
qualified coaches available for them to choose from. We will provide biographies and CVs for our
coaches and encourage individuals to have an initial discussion with any coach they feel that they
can work with most effectively.
• For many people a more reflective approach is needed to help them to fully immerse themselves in
the Whole Self Strategy for Learning. These initial coaching sessions help individuals to make sense
of their aspirations, in light of the Character Profile, and prioritise their development to make the
most of their time and energies. For those that are ready and keen to move forwards these
coaching sessions provide some challenge to help them take some time to think before taking that
all important action.
• The benefits of the coaching sessions is to provide some external sounding boards on which to
explore options and needs within and outside the organisation. The coaching sessions help the
individual to decide what type of Corporate Social Responsibility project will help them to develop
their skills and help create a journey towards their aspirations.
Initial Coaching to Help
Individuals Understand the
Impact of Whole Self
Strategy for Learning
“Life is not a journey to the grave with intentions of
arriving safely in a pretty well-preserved body, but rather
to skid in broadside, thoroughly used up, totally worn out
and loudly proclaiming ... WOW! What a ride!”

6. Whole Self Strategy for Learning + Action Learning
• This is a training session that brings the coaches together and introduces them to the concept of
Action Learning. The process of challenge and support in order to refine our actions and explore
areas that are not visible until uncovered by our peers. The training focuses on giving the
individuals the basic skills of coaching but more specifically when applied to a peer led coaching
group or action learning set. The action learning approach ensures that development continues in
the organisation long after the formal intervention has passed.
• Within the first session each individual shares their key development priorities and outlines what
they would like to achieve from their Corporate Social Responsibility project. With the aid of
facilitators the group have the privilege of challenging and supporting each other in more clearly
defining what they want to do and how to start the project. At the end of the session each
individual will have clear goals (personal and project driven) and the basis of a project plan. Projects
could include Community Finance Awareness Programmes, Unemployed Youth Mentoring
Programmes, Fund Raising Events and Community Action Projects. Each individual will also have
associated personal development goals and will understand how these may be met by heading the
project.
Group coaching to develop
sustainability and continue
development in the organisation
“It is not enough to rely on our expert knowledge.
Expert knowledge is necessary but not sufficient. We
have to learn how to ask ourselves totally different
questions. That is what Action Learning is.”

7. Development through Corporate Social Responsibility
• Individuals will be supported throughout the duration of their respective projects in two ways.
Formal coaching sessions with their external coach and action learning set coaching sessions,
initially facilitated by external facilitators, with their peers. The role of the external coaches is to
help individuals to capitalise on the personal development opportunities afforded by the project.
They have extensive resources that can be shared with individuals in order to facilitate their
learning.
• The final presentation of their epic journey and project successes is an opportunity to share some
of the ways in which their input has impacted on their local community in a positive way. The
impact of this presentation has the capacity to inspire others to understand the impact of
developing personal skills in a community project.
Our experience is that the Action Learning Sets continue to meet and turn their focus to internal
projects and ongoing development.
Corporate Social Responsibility
projects to put learning into action
with coaching to support
“If you want to succeed you should strike
out on new paths, rather than travel the
worn paths of accepted success.

8. Your partner in all things people
For further information please contact us:
ask@destinationperformance.co.uk
@kevinrodgersuk
Skype: DestinationPerformance
00 44 (0) 207 717 5401