According to Harvard Business Review, the average age of a new manager is 30. The first time they receive personalized leadership development is age 42. That is 12 years of managers winging it and trying to learn leadership skills all through trial and error. That is 12 years of building unproductive leadership habits. Leadership development is being offered 12 years too late.
The skills and talent that make individual contributors successful are different from what makes managers successful. This requires us to help first time managers redefine what success looks like and identify the skills they individually need to develop in their new role. First time managers are balancing how to manage a new team, a new role and expectations of themselves. This is a lot of pressure and can result in first time managers feeling burnt out, leading to disengagement and ultimately turnover. This doesn’t factor in the ripple effect these individuals have on the team, the morale and overall productivity.
Avoid the pitfalls of the 12-year gap and start investing in your high potentials and new managers now.
Leadership coaching is one of the most effective and in-demand talent development approaches. Unlike workshops and eLearning, it provides a personalized approach so each leader can focus on the areas they need the most support with. In the Elevate program, we combine one-on-one coaching with modules in our unique eCoaching platform which mimics the experience of working with a coach to ensure this high-touch approach is also data-backed and scalable for your organization.
The program includes:
THE FUTURE OF THE ORGANIZATION
Module 1: The big picture and your role
Help your leaders understand what is needed to move the organization forward by implementing a culture of coaching and how utilizing coaching skills can help them become stronger leaders and cultivate a higher-performing, more engaged workforce.
Module 2: When to be a coach, manager or mentor
Coaching is not the same as mentorship, consulting or therapy. Learn the differences and when each approach is appropriate to maximize performance and professional growth.
Module 3: Skills required to be a people-first leader
Understand six key qualities you need to behave like a coach and have open and engaging development conversations.
Module 4: Leadership skill: Active listening
Sometimes we hear, but we don’t truly listen. Help your managers listen beneath the words to understand their team members’ key desires and concerns so that they can lead most effectively.
Module 5: Leadership skill: Deep questioning
Questions invite people to think differently, to reflect and to challenge their own assumptions and ways of thinking. Questioning is a leaders’ tool to help guide team members to arrive at their own insights and commit to them.
LEADERSHIP & PERFORMANCE FUNDAMENTALS
Module 6: Framework to coach and develop your team
Learn the ADIT Model: Assess. Discover. Implement. Transition. Following a framework is critical to ensure coaching addresses the true need, team members are held accountable to their goals and that changes stick.
Module 7: How to structure ongoing development conversations
Leaders learn how the ADIT model can be applied to long-term goal achievement or captured within a singular coaching conversation.
Module 8: Leadership skill: Effective feedback
Providing feedback is a critical component of talent development. Leaders learn how to deliver feedback that is meaningful, effective and respectful.
Module 9: Leadership skill: Appreciative Inquiry
Leaders learn to use questioning to guide team members toward solutions versus getting stuck analyzing the problem. This strengths-based approach engages and inspires your people.
COACHING YOUR TEAM TO SUCCESS
Module 10: We’re all wired differently
No two team members are exactly alike, and so the leader will need to flex their style and approach to support development of different personalities and skill sets.
Module 11: Mental models and reframing
The stories we tell ourselves and our perceptions of the world shape how we show up at work. Leaders learn to dissect and rebuild those stories for more positive and constructive outcomes.
Module 12: Leadership skill: Understanding Mindsets
Fixed mindsets believe talent is static. Growth mindsets believe capabilities can be learned and strengthened over time. In this module, leaders learn how to help team members develop a growth mindset.
Module 13: Leadership skill: Understanding passions, gifts and values
In order to best motivate and engage the team, leaders must understand what each person is passionate about, gifted at and what they value in a professional environment. Pausing to understand these differences helps leaders appreciate the diverse talents of the team and strategize on how to best utilize the strengths of each team member.
OUR ELEVATE LEADERS PROGRAM IS ACCREDITED BY THE INTERNATIONAL COACH FEDERATION