INITIAL ASSESSMENT: Each participant is asked to select up to 10 folks to provide input in confidential interviews to assist us in understanding how others perceive you. Several assessments will also be completed. All this will be reviewed prior to the Learning Lab.

LEARNING LAB: This is a highly interactive, one day, experience. We will cover the following topics:

        RELATIONSHIP BUILDING

                TIME CHOICES

                        LEADING CHANGE

                                COMMUNICATING WITH IMPACT

By the end of this session, each participant will have begun an ACTION PLANNING GUIDE that will be the basis for the coaching support over the next few months. This plan will be reviewed with the coach, the client and the client’s boss.

INDIVIDUAL COACHING: We will conduct individual coaching sessions over the next six months to discuss issues, strategies, and approaches to move your performance and personal satisfaction to the next level. Completing the goals you have set in the action planning guide is a key. ELLL group sessions will be held to talk about common concerns.

FOLLOW-UP ASSESSMENT: The client will help lead the process of the follow-up review with those who provided input earlier to see what changes or improvements have been made.

FINAL SESSION: You will receive feedback on the follow-up survey and suggestions about your future development plans. A final development discussion is conducted with the client’s boss to clarify what’s needed for further growth.
 

Coaching for IMPACT

The Coaching for Impact process is intended for experienced senior leaders or newly elevated leaders whose organizations are depending upon the rapid development of their leadership skills. More specifically, this support is intended for you if you: •      Want to strengthen your ability to respond promptly and         effectively to new or changing conditions; •      Want to address an overused strength or a potential blind spot        that needs to be tempered to fit the needs of a specific role; •      Want results—fast.  This is an intensive 5 month support process that uses a very focused assessment model, develops an in-depth action plan, and provides personalized executive coaching to make that plan a reality.

This process includes the following steps:   360 DEGREE INTERVIEWS: You identify up to 10 persons to participate in confidential interviews to see how others view your leadership style and skills. This may be coupled with a leadership survey as well for a broader view. How others perceive you is critical to your success. Your coach will analyze and review this with you.   ASSESSMENTS: You will complete three self-assessments that your coach will analyze and review these with you:   • The DISC, a personal profile, which highlights tendencies in the areas of focus on task, influence, process and maintaining    good relationships. • The EQI, which is about emotional intelligence • Listening Styles, how you listen and how it may be improved   GOAL SETTING: You will use the input of your manager and the sponsor of this developmental investment to help you identify a goal or two for your work   COACHING: You and your coach will have up to 20 hours of contact time over 150 days, scheduled at your convenience. We will meet as often as possible in person, but much can be accomplished over the phone. If you wish to extend the engagement after the 150 days, we can arrange for that, but the objective is to clearly focus on your areas of opportunity to make the best of your talents so you get better results by being a better leader. We will equip the client to continue to seek input about their progress and have a development plan in place to ensure future growth.     Although most of our work is focused on our individual executive leadership coaching clients, we can support the client’s team with a variety of team building efforts too. We are also able to support leadership teams with a more robust goal setting and tracking methodology that will help organizations consistently achieve their: BEST YEAR YET! Best Year Yet (BYY) for Teams is a twelve month planning and execution process that focuses on delivering the team’s most important objectives for the coming year. Best Year Yet moves beyond most other planning processes because it helps teams: •         Decide what is important – as a team •         Deal with whatever gets in the way of achievement,            especially internal and external barriers to success Best Year Yet includes: •         A two-day planning session generates a one-page Team Plan that highlights the team’s 10 annual goals, including           establishing goal champions for accountability •         A yearlong program of monthly results meetings with the whole team ensures measurable progress each month. •        Individual plans created by each team member supports them in having balanced, productive lives, aligned with their          organizational and personal goals •        Simple, attractive, and effective internet technology stores the Plans and tracks progress in a very transparent manner          that enhances individual and group accountability •        Monthly meetings with the lead Sponsor to position and drive cultural shifts •        One-on-one executive coaching support for the BYY Sponsor; assist with goal champions as needed

Team Building & Development Support:

Years of working with work groups have taught us that even a wonderfully designed and executed program for helping teams enhance their ability to come together and be as productive as possible is rarely impactful without effective follow-up. We have a wide variety of tools to assist us in addressing a range of team and group issues and the experience to choose the right ones. So here is our model to make an ECC Team Building / Development Program a success:

•         Diagnose:  What problem or issue needs to be addressed? Solicit feedback to clarify the situation. What outcomes would
           be valuable and reasonable to aim for?
 

•         Design: Armed with the above information, create a plan for accomplishing the outcomes. We will always strive for
           high levels of participation and reflective learning. The time the client can afford to allocate to this will impact the
           design. The client will always sign off on this.
 

•         Deliver: The delivery of the program will be executed with the goal of complete focus for the time allotted. Since the
           participants will own the outcomes, everyone’s involvement is important.
 

•         Debrief: As soon as practical after delivery, we will meet with the program sponsor to get a quick feel of the perceived
          value / effectiveness of the effort. We will reinforce next steps at this time.
 

•         Declare: Here we will follow up on a regular basis to determine whether or not we can declare that this effort has
          achieved any of the outcomes we identified. How do we build on our momentum here?

Here are some of the tools we can use to enhance the learning and insights from any program:
 

•         Visual Explorer: This involves over 100 vivid and diverse photos that are very evocative. It can help identify how a
           team or group sees the current situation and the possibilities for the future. This is very interactive and also
           demonstrates a great deal about how a team communicates with each other.

•         5 Dysfunctions of a Team: This model comes from the work of Patrick Lencioni in his book,
          The Five Dysfunctions of a Team.  It involves a short survey that can help groups understand the current state of the
          trust, accountability, conflict, commitment and focus they currently exhibit. The learning comes from dealing with the
          assessments that need work.
 

•         DISC Indra: This is an assessment that each member of the team would complete. It provides a manner to see how the
           team’s styles are distributed over different personality tendencies. It can provide some very valuable feedback and
          dialogue to legitimize the differences in styles and the value in the complementary nature of different styles.
 

•         Competition vs. Collaboration: This is an exercise meant for groups that need to cooperate and are failing to do so. It
           highlights the challenges in planning, communicating, coordinating and reaching consensus and opens up valuable
           dialogue  about how even internal groups can be their own worst enemies.

This summary highlights our approach and some of the tools we can use in making your team’s experience as productive as possible. Please contact us today to discuss how we might help you.