The Case for Leadership Development
The essence of exceptional leadership is to elicit excellence. Every executive and every leader has an obligation to inspire others, help them grow, bring out their best thinking, and bring forth their best effort. As leaders we help others reach their full potential by achieving our own full potential.
When leaders and the teams they lead are at their best, strategies get executed more effectively and more quickly. Employee engagement increases when leaders bring out the best in people.
A recent survey of CEO’s by The Conference Board confirms this. The survey found that CEO’s felt the following strategies were critical for success:
- Provide employee training and development.
- Raise employee engagement.
- Improve performance management processes and accountability.
- Increase efforts to retain critical talent.
- Improve leadership development programs.
- Focus on internally developed talent to fill key roles.
- Enhance the effectiveness of the senior management team.
- Improve effectiveness of frontline supervisors and managers.
- Improve corporate brand and employee value propositions to attract talent.
- Improve succession planning for current and future needs.
Nine of these ten strategies pertain to improving leadership effectiveness and elevating employee engagement. Leadership development is essential for sustained success in business.
How do leaders develop? A recent study of 13,000 leaders and 1,500 HR executives reported that the ideal approach to leadership development comes from on the job experience (52%), coaching and mentoring (27%), and formal learning opportunities (21%). Executive coaching and mentoring plays an essential role in developing leaders. Executive coaching helps develop competencies, offers perspective and provides a sounding board to refine strategic thinking.
Eliciting Executive Excellence TM
Regardless of whether you’re a seasoned executive or someone newly promoted to an executive role, Executive Coaching is a powerful resource for leadership development. Executive Coaching is not about “fixing” executives. It is about accelerating the success of individuals who are committed to maximizing their effectiveness as an executive and a leader.
Praise for Executive Coaching...
Our Executive Coaching and Leadership Development Program focuses on Emotional Intelligence competencies and strategic thinking. Customized to each client, our executive coaching will improve leadership effectiveness and executive presence. It often includes an initial 360 °Assessment, ongoing one-on-one coaching, and an assessment at the conclusion of the engagement. Additionally, coaching may include on-site “executive shadowing” if the situation warrants. It offers valuable outside perspective and can help an executive move past blind spots holding them back from success. Collaboratively, we’ll assess areas of strength and opportunities for growth, create a plan for improvement, and assess results – both subjectively and objectively.
Our Approach and Framework Our coaching is about getting better results – results to achieve an organization’s strategic goals. Research shows that in order for leaders to be effective they must master:
- Self-Awareness and Management: These competencies include the ability to read one’s own emotions and appreciate their impact on actions, reactions, and decisions. It also affects a person’s flexibility, adaptability and attitude.
- Organizational Awareness: These competencies include the ability to read the attitudes, politics, and networks within an organization.
- Interpersonal Management: These competencies include effectively developing others, becoming influential, resolving conflict, and building and guiding teams.
MBI’s Leadership Development Program is a proven, systematic methodology to assess and enhance leadership abilities. We use a three-phase process to ensure we achieve your goals.
We use a comprehensive leadership 360° assessment which, when coupled with the results of any previous performance reviews and feedback, allows us to gain an objective perspective on a leader’s strengths and weaknesses.
A Leadership Development Plan is created collaboratively with the coach, the leader, and his or her manager to ensure alignment of goals and expected results. This is followed by one-on-one coaching with the leader.
A final meeting is held with the coach, leader, and manager to review results.
Coaching is custom-designed for the individual and focuses on uncovering blind spots, enhancing leadership competencies, and overcoming performance obstacles.
Senior Executive Coaching
Executive Coaching for C-Suite and Senior Executives
Success for a senior executive can be elusive. The decisions are tough, often needing to be made with insufficient information. Execution is a challenge, compounded by resistance to change and varying degrees of engagement. And if that weren’t enough, we all have blind spots. It doesn’t matter how bright we are, how educated we are, or how experienced we are, we all have them. These blind spots can cause us to misdiagnose problems, overlook solutions, and miss opportunities.
Executive Coaching discussions can help an executive better understand people and their behaviors, and these insights can help an executive become more inspiring, have greater influence within the organization, and be better able to manage conflict.
As an unbiased sounding board, an Executive Coach offers fresh perspective to allow you make those difficult decisions with more confidence and certainty. By developing the best strategies possible, growth and profitability will be accelerated, execution of strategy enhanced, and relations improved with the executive team and Board of Directors.
» The Strategic Benefits of Executive Coaching:
SOUNDING BOARD – Often, the evolution of a company is conceived during open discussions of ideas, but most executives don’t have the right “sounding board”. It requires an environment within which an executive’s inklings, ideas, and concerns are brought to light, challenged, and expanded.
FRESH PERSPECTIVE – Outside perspective is essential as a catalyst for creative, game-changing strategic thought. Additionally, outside input is necessary in order to uncover blind spots and move past them. Every executive needs an objective, supportive confidant with whom to complain, vent, confide in, and talk things out.
OBJECTIVE ASSESSMENT – Everyone an executive works with (including a spouse) has a need to either maintain the status quo or make changes that benefit them or their turf. This self-interest is normal, but may lead to a lack of objectivity. An executive needs an objective, expert assessment.
STRATEGIC THINKING – The best strategies will leverage strengths, minimize risk, and balance long-term with short-term needs and goals. Executives must carefully think through possibilities, assess and manage risk, and then select the strategic plans with the best potential.
HIGHER PRODUCTIVITY – Given the demands placed on us, it is critical to improve productivity, efficiency, and effectiveness. Maintaining a high degree of mental acuity, an even-keeled emotional state, reasonable physical reserves, and the capacity to communicate in an effective manner is essential.