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Organizations make a substantial investment in their leadership. Some managers are skilled at achieving good business results, but have difficulty working with others, which can result in turnover. However, most organizations don't deal with that aspect of management behavior. Why not?
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The manager has had an exceptionally good track record of bottom line contributions and accomplishments
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The manager provides critical technical or business knowledge, or is brilliant in analysis or problem solving skills
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The manager has a strong power base or part ownership of the organization
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The manager is ambitious, and is committed to the organization
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There is not an organizational consensus on what good executive behavior is
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There is little comfort in the organization with confrontation
We work with your managers at risk for derailment or termination to develop their skill sets so that they can succeed.
Our services allow individuals to optimize performance, reach their potential, and make lasting contributions to the business. The result is improved leadership behavior through increased self-awareness and the development of new skills.
The Coaching Process
Initial assessment
At the preliminary meeting, the scope of the problem and the potential for a successful intervention is determined, and a contract is developed with the manager. Extensive personal interviews result in questions answered, and mutually agreed upon goals and success criteria. The discussion may include identification of aspirations; career strategy; the nature of commitment, the nature of expectations, and both the organization's and the executive's measures of effectiveness. Tools may include:
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Assessment of communication and behavioral styles
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Emotional intelligence assessment
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Leadership skills inventory
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360 performance feedback
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Organizational context and culture assessment
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Values and work criteria of the executive
Analysis of data
The combined assessment and survey data, along with findings from the personal interview process are used to prepare a set of developmental activities for presentation to the client.
Feedback and agreement with the manager
The manager and the consultant review the feedback and proposed developmental activities. When agreement is reached to proceed with the process, a Personalized Development Plan and implementation schedule is created. This document incorporates mutually agreed upon approaches to solving existing challenges based on the findings of the assessment. Included are persistent challenge areas to develop and core strengths to leverage. The manager takes the Personalized Development Plan and presents it to his or her superior, gaining approval for the Plan and for the organizational resources to support it. Ongoing consultation and management of the development process continues as desired. Follow up meetings between the manager, his or her superior track improvement, set intermediate goals and/or agree the process is complete.
Bottom line benefits
The expected results for the manager include:
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Shared criteria about what defines success and how it is measured
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Awareness of the capacities the executive needs to build
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A clear set of goals about his or her career
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Ability to make a greater contribution to the organization
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Measurable increases in performance and the quality of working relationships with others
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Increased job satisfaction
Benefits for the organization include
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Continuity of leadership within the organization
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Preservation of investment in the executive
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Retention of intellectual capital and knowledge of the executive
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Minimization of disruption to projects
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OrganizationalDevelopment.com