McDonalds and Honda have used The Leadership System to increase individual and group collective leadership effectiveness. The system is ideal for use with intact leadership teams and as part of an organization’s leadership development curriculum for high potential leaders.
Built around The Leadership Circle Profile, the system helps leaders focus on and develop their creative leadership competencies. These adaptive skills have been shown to improve the participant’s leadership abilities, bring out the best in others, and significantly increase the performance of the overall business. The system also helps leaders identify and mitigate tendencies that hinder effectiveness, such as emphasizing caution over action, self-protection over productive engagement, and confrontation over collaboration.
There are five major components in the Leadership System. Each component reinforces and adds to the others. When delivered in full this is a one to two-year leadership development initiative.
Discovery & diagnosis, organizational communication, Leadership Circle Profile administration, Leadership Culture Survey administration, client relationship management, etc.
A half- to full-day workshop that frames a client’s collective view of leadership and functions as the kick-off for our Leadership System. It embeds our Core Leadership Framework to guide all future development work, and delivers Leadership Circle Profile feedback in a peer-group context. It also begins the feedback assimilation process (individual time, pairs discussion, group process) and organizes participants for next steps (debriefs, L2L sessions with cohorts, Pulse Surveys).
The Promise of Leadership workshop gives participants a practical framework for professional growth. The model is simple and elegant, offering leaders a quick and highly accurate snapshot of their current approach to leadership, and an assessment of its effectiveness. The feedback they receive, based on The Leadership Circle Profile already completed, creates immediate awareness of how they perform as leaders. And in the process offers tangible, clearly actionable practices for improvement that they can start putting to work the same day.
A cohort based series of 1/2-day leadership effectiveness sessions that span one to two years of work (between six to 16 session). Built upon The Leadership Circle framework, the 16 available sessions encompass a full curriculum of hard-hitting leadership topics, and provide regular opportunities for peer coaching and accountability. Leader to Leader™ can be delivered face to face or virtually.
These near-real time surveys reinforce a leader’s commitment to take action on their leadership development plan (One Big Thing) by inviting an accountability team of colleagues to give that leader direct feedback on how their behavior-change experiments are working. Measurement of performance against goals is vital to the functioning of any system.
Every engagement is enhanced by one-on-one coaching. The payback for leaders is almost always worth the investment. The combination of peer cohort coaching in Leader to Leader™ with one-on-one leadership coaching is like jet fuel.