Elevating the Next Generation of Leaders
Background
A fast growing company did not have a clear succession of their high potential leaders.
Problem
Mid to high level leaders (Directors and VPs) were promoted without strong coaching or succession plan. This level of leadership was reactive and did not think strategically about how to grow their teams, functions and the organization. The organization needed a systematic approach to support these leaders to be ready to lead the organization.
Coaching Approach
We implemented Ama La Vida’s accelerator program. Each cohort consisted of 20 leaders who were nominated by their executive leader. Through an intensive program over 6 months, leaders learned about what it takes to be more strategic, proactive and to align with the organization’s leadership competencies. A new cohort started every quarter to ensure scalability and impact.
We had 100% participation and 30% of participants were promoted while in the program. Participants found themselves more committed to the organization and to their peers as an outcome.
Coaching in a HIGH-GROWTH Environment
Background
A high growth function quickly tripled in size, leaving senior leadership team with more ownership and accountability than was feasible.
Problem
As the company began to scale, there were growing pains and lots of personnel issues. Ama La Vida was asked to work with the senior leadership team to provide 1:1 coaching to help leaders navigate issues.
Coaching Approach
Each leader underwent 360 feedback along with the Hogan Assessment for the CEO. As part of the 360 feedback, each leader had their individual coaching plan and worked through their top priorities. Additionally, we identified coaching patterns after working with the senior leadership team. We found a need for more ownership, learning to hold teams accountable and providing feedback. ALV partnered with the HR team to identify quick wins based on these insights and have rolled out feedback training workshops to all employees.
working in a global Environment
Background
With a 2020 pandemic, this global consulting firm was looking for ways to engage a burned-out team.
Problem
With various time zones, cultures and increasing external and organizational pressures to perform, this top four consulting firm found their teams burning out with low morale. They needed to quickly find a sustainable solution to support and re-engage the team.
Coaching Approach
We first did a wellness workshop with the global team which included the executive managing director to the analyst group. After the wellness workshop, we facilitated group coaching sessions with groups of 5 people for meaningful dialogue and action planning.
Once the group coaching sessions were completed, we compiled a trends, insights and recommendations document to share with the executive leadership team. This included actionable tips that could be facilitated internally along with how to continue the efforts externally.
We had a 90%+ participation and engagement rate with overwhelming positive feedback about the group sessions. The team mentioned to their leaders that this is what they needed to get re-energized and take ownership of what they can manage.
Engaging a senior leader
Background
To retain and engage a highly valued leader within a financial institution, Ama La Vida was called in to provide 1:1 executive coaching to the VP of Marketing.
Problem
The VP of Marketing did not feel like she was given the proper coaching and investment required for her growth. She expressed concerns of being stagnant and wanting a new opportunity.
Coaching Approach
Through 1:1 coaching, it was discovered early on that the VP of Marketing was frustrated due to lack of career progression. As part of the coaching program, there were discussions with the VP of Marketing and the CMO to identify a career path based on need, strengths and fit for the organization. This led to the VP getting more exposure to strategic opportunities and more face-time with the CEO.
Since then, this leader has been promoted to SVP and is thriving within her new role. It was also identified through 360 feedback that the VP of Marketing was not an effective communicator. As part of the coaching, the leader identified several blindspots regarding effective communication and made tremendous progress to influence change and gain buy-in. As a recent win, the leader was invited to present her 2020 marketing strategy for the whole organization.
On-Demand Coaching
Background
The organization realized there was a need to bring in outside support during certain times of the performance review cycle. They were looking for coaching support to help with difficult conversations, effective feedback and leading as a coach
Problem
As the company began to scale, there were growing pains and difficult situations to navigate, especially around performance review cycles. Ama La Vida was brought in to provide on-demand coaching for Managers, Directors and Executive Leadership to support them on an ongoing basis.
Coaching Approach
After understanding the organizational goals, Ama La Vida partnered with the organization to recognize pain points and define success. We set up our On-Demand 1:1 Coaching Program to provide all people leaders access to coaching support. Leaders were able to address issues in real-time, clarify and set actionable goals and be held accountable.
Average session rating – 4.7/5
Employee request for more sessions – 67%
