In a fast-changing and constant moving agile environment leadership development becomes crucial. In one hand leaders have to react to changes, lead teams and focus on goals, and on the other hand, they need to show a useful behavior, which supports their goals and generates results. The leaders who know their minds “form” and see which behaviors this “form” nurtures, they see the chances of growth and choose a mindset which supports their leadership effectiveness.

Both young and old generations have their challenges in their leadership experience. Therefore we cooperate carefully with each leader. Each leader is unique.

We use The Leadership Mindset Profile -among valuable other assessments- as a starting point for dialogue.

Methodology and Efficient Process

Leaders are busy people; time is their most valuable resource. Investing in coaching makes sense if there is a guaranteed return on that investment.

There two ways we follow in coaching: 1. Stakeholder Centered Coaching developed by #1 Coach Marshall Goldsmith, where we involve key stakeholder for Leadership Development, or 2. Having 1-1 Coaching with the leader, where we use methodologies from CTI, The Responsibility Process, and CTT from Barrett Values Centre.

The Stakeholder Centered Coaching process is very time efficient, transparent and structured, and works as follows (as written in Marshall Goldsmith Stakeholder Centered Coaching) :

  1. In consultation with us, the leader selects 1–2 leadership growth areas
    based on behavioral interviews and multi-rater leadership assessments that
    identify their leadership strengths and bottlenecks.
  2. On a monthly basis, stakeholders provide a few practical ‘feedforward’ suggestions
    that relate to the agreed upon leadership growth areas.
  3.  The stakeholders’ suggestions and areas for skill development are incorporated
    into a monthly action plan that the leader commits to implementing during the
    following month.
  4. The leader changes behaviors and perceptions through execution on the job.
  5. We measure the leadership growth quarterly.

Results Guarantee

Our principle is “No Leadership Growth, No Pay.” Leaders need practical on-the-job learning. They know what to do, they may need assistance in “how” to do. Our process quickly identifies tipping point behaviors and leverages a clear process enabling leadership growth to become embedded in day-to-day interactions on the job.

What we observe in our clients, who make changes, is that they demonstrate courage, humility, and discipline.

We offer bright visibility on which areas leader is improving and on the ROI.