Leadership Development and Coaching
We combine our "hands-on" leadership experience with visual tools like sketchnotes to offer:
Leveled Leadership Coaching
We align our leadership coaching in line with organization/team’s priorities to address developmental shifts required. We work closely with senior leaders/sponsors, HR Leaders, and managers to outline the priorities before designing the coaching interventions. We coach:
- New and Emerging Leaders: Transitioning into a leadership role for the first time is challenging. We help new people leaders and high-potential technical leaders who work with multiple stakeholders to improve their overall awareness and effectiveness as leaders through group and individual coaching interventions.
- Mid-level leaders and Middle Managers: Leadership development of existing leaders involves identifying their skill gaps & development areas and addressing them by providing relevant training and support. Middle managers are core to building high-performing teams and culture. We work with people leaders to help them scale their leadership impact through one-to-one or group coaching interventions. Through this journey, we also work with key organizational stakeholders to outline key expectations, gaps, and desired behavioral shift.
- Senior Leadership Coaching: We align with key stakeholders to identify priority areas for senior leadership coaching to help them create a bigger impact on people, business, customers, and stakeholders. This can also include 360 assessments and psychometric analysis depending on the context.
Leadership Development Programs
We run leadership development workshops with internal organizational cohorts to build their leadership capability and effectiveness. We partner with organizational stakeholders to understand the context, assess gaps in current capabilities/attitudes and design experiential and reflective interventions or learning journeys to elevate their leadership abilities and impact.
- Skill based leadership development: We deliver trainings on specific skills like communication skills, emotional intelligence, and conflict management amongst others.
- Competence Framework based leadership development: We work with organizational stakeholders to identify key attributes of leaders that are aligned with their unique context, strategy, and business type. We also identify key competencies corresponding to all attributes. We then design learning interventions to develop those attributes in upcoming and existing leaders.
- Leadership Offsites: These programs are designed for learning in/with a community. Leaders in this program generally come together to raise their collective awareness around focused competencies or work with strategic initiatives with focus on their own skill development in an experiential hands-on environment.
- Leadership Forums: Behavior change happens as a result of sustained focus. We run leadership forums within organizations for longer durations (3-6 months) with fortnightly forum sessions done virtually. A conducive space for people to learn leadership, act and then share their experiences, each forum session focuses on exercises, experiential learning and sharing. The forum provides nudges on a periodic basis to enable better leaders and better leadership. Leadership forums often complement the core intervention like an offsite, competence based or skill-based leadership development initiatives.
Selected Thoughts
In the era of ‘great resignation’ or ‘great awakening’, leaders across the organization play a crucial role in keeping the team together and building ecosystem of high-performance. Developing leadership capacity has a net direct impact on business bottom line. It’s all about people.