Effective leadership development provider? Talent development has multiple needs. Is there a talent development program or tool that serves various talent development needs? Leadership coaching is such a tool and is the Swiss army knife of talent development. Leadership coaching helps to develop high potentials, succession planning, build a leadership pipeline, help leaders transition up and across, and overcome derailing behaviors of technically brilliant employees. A high potential employee is the one who has the talent, willingness, and commitment to take up leadership roles. They can deliver significantly better business results as compared with an average employee. They also demand more support, investment in their development, and a clear career path. If companies don’t motivate, challenge, and develop them, they will leave for better opportunities. It is essential to identify, develop, and retain high potential employees, or else the competitors will benefit from their ability and drive to achieve results.
Changing leaders and teams at the same time : The team as a whole articulates one leadership growth area and each team member defines their own leadership growth area that relates to the team focus. This creates an interdependent team effort with a common focus on producing results for their individual effectiveness and team productivity simultaneously. Create a Team Culture of Openness to continuous change : When team members collaborate as stakeholders in the TEAM coaching programs, it creates an open culture for leadership and team culture change. Furthermore, team members feel comfortable to use feedback and feedforward around the organization to drive change for themselves and their teams.
Marshall Goldsmith stakeholder centered coaching (MGSCC) process is a tried and tested process that delivers measurable leadership growth for the leaders with an astounding success rate of 95%. What is the process, how does it work? Allow me to elaborate through an example. Who decides if a product or a service is good or not? Obviously, the answer to both of these questions is the consumer or the end-user of the product or service. Ultimately they decide whether the product is good or not.
Who could use more of your capabilities and potential? The good leader or the not so good leader? The answer is obvious – good leaders bring out a lot more of an employee’s total potential. Good leaders encourage others to work to the best of their abilities, inspire them, and abet their motivation. They have a clear vision about things they say and give the right direction whenever required. Such leaders possess traits that people willingly follow. On the other hand, poor leadership behaviors have a measurable and significant detrimental effect on the entire team. Good leaders bring out the best in individuals, teams, and organizations. Extraordinary performance requires extraordinary leaders. The leader’s personality has a significant influence on the performance of any organization or any group of individuals. Traits and values exhibited by the leader enable the employees to perform optimally and accelerate their performance to a great extent. Discover more information on Leadership course online free.
Most leadership development programs in India and worldwide are a waste of time! An estimated $62 billion was spent worldwide on leadership development initiatives in 2014. And yet, the numbers on the effectiveness of leadership development programs is both shocking and depressing. The primary reason for the ineffectiveness or failure of leadership development initiatives is the fact that there is a fundamental problem with most of them. Read my article to find out this fundamental flaw- Why leadership training fails and the fail-safe solution for it.
Some companies regularly conduct so-called leadership training programs. This is to check the boxes and for ISO requirements – how many trainings, how many man-hours, etc. Other companies may have realized that they need to measure impact. Now, most companies measure Kirkpatrick’s first level evaluation – which is jokingly known as the feel-good feedback – whether the participants liked the training or not. A few companies have evolved to the next stage. They realize that “training programs” are NOT having any business impact. Then they opt for long term training intervention instead of just short duration training programs. They add assessments and follow up to help on job behavior change of the leaders. Even then the statistics on the effectiveness of leadership interventions, even those from big named B schools and top-notch vendors, are depressingly low.
Our mission is to develop leaders not only across organizations, but across all walks of life. To make the world better by developing better leaders. To consult and never to sell – Advise client what is in client’s best interest We are a team of passionate leadership development professionals who are certified in Marshall Goldsmith Stakeholder Centered Coaching process. See even more details at here.