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Leadership Coaching

Making Leadership Best Practices Common Practice
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Learning and leadership development is an inside out process.  Behavior follows belief. The first and most fundamental truth is that you make a difference. “Before you can lead, you have to believe in yourself; that you can have a positive impact on others” (Kouzes & Posner, 2010, p. 255).

Leadership Coaching and Development

Leadership coaching and development  is the process of enabling clients to:

  • Become highly effective leaders

  • Use Coaching as a way to lead and develop people

  • Create coaching cultures

  • Foster employee engagement

  • Build successful organizations

 

​The leadership coaching and development process helps people grow as a leader. Growth comes from discovering their purpose, crafting their vision, and charting their course forward.  Identifying, asking, and answering their most pressing leadership, career, and life/transition questions, and taking action to close the gap between where they are and their desired future.

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Why is Leadership Coaching Important for Leaders, Employees, and Organizations?

Leadership Coaching is often a focus in and of itself. Yet,, as one develops as a leader through the Coaching experience, the growth process frequently intersects with career and life/transition growth opportunities and challenges.

Close to the new millennium quarter-century mark, many organizations are still relying on century-old management principles.  People need to have faith in and believe in the leaders in their organizations. Leadership best practices can be taught and learned.  It's time to coach and transform managers into new millennium leaders who engage people and foster healthy, productive workplaces that accomplish extraordinary results for the organizations they serve.

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The current level of confidence employees have in the leadership in their organizations is low, reinforcing the need for leadership development. Employees have little belief in their company's leadership. 

  • 22% of employees strongly agree the leadership of their organization has a clear direction for the organization

  • 15% of employees strongly agree the leadership of their organization makes them enthusiastic about the future

  • 13% of employees strongly agree the leadership of their organization communicates effectively with the rest of the organization. ("The State of the American Workplace," 2017, p. 8)

 

Relying on old management practices has created a problem in the workplace. The problem is, highly engaged organizations are the exception to the rule in the U.S. Economy.  

  • 67% of employees are disengaged at work

  • Costing the U.S. Economy over 600 billion dollars annually

  • The very practice of management no longer works

  • The old ways — annual reviews, forced rankings, outdated competencies — no longer achieve the intended results

       ("Gallup, State of the Workplace," 2017, p. 2)

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Improved leadership has the potential to reverse employee disengagement trend. As a result, build highly engaged organizations that can deliver extraordinary results to the organizations they serve. 

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Organizations in the Top 25% of Engagement Show Dramatically Improved Business Results in 10 Key Performance Indicators
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ALEADER Model

The leadership coaching and development process uses the coaching process described in the "Coaching" tab section to grow from their current state as a leader, requiring assessment (see assessment section for a menu of assessments a coachee may consider). The ALEADER model outlined below is a guide to prompt the coachee to delve into leadership principles that may help them grow in their leadership effectiveness:

  • Assess leadership competencies

  • Learn and apply leadership best practices

  • Engage employees and teams with Coaching

  • Align with purpose and core values 

  • Develop trust and relationships, individuals and teams

  • Example of leadership best practices

  • Recognize individual, team competence, and accomplishments

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The LEADER Model is not intended to be a prescriptive solution for leadership development. It is designed to build awareness of leadership best practices throughout the leadership coaching and development process for the coachee. 

​The coaching process and LEADER Model helps people grow as a leader by discovering their purpose, crafting their vision, and charting their course forward. Identifying, asking, and answering their most pressing leadership, career, and life/transition questions. Then, taking action to close the gap between where they are and their desired future.

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Identifying and Leverage One's Strengths and Talents

To start where you are in the process of career planning is to learn as much as you can about your self.

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The science of personality and competency assessment provides an in-depth personality and job matching insights.

  • What drives behavior creates satisfaction in work?

  • Why people are good at and prefer certain types of work? 

  • What leadership competencies are strengths and gaps exist?

 

For example, The Center for Creative Leadership Compass™ is a powerful tool that distills and organizes more than 50 years of leadership expertise, creating personalized strategies that help leaders build on strengths and improve in areas of weakness.  Whether you are working on your growth or coaching others, CCL Compass™ brings development to life, so it means something real and does something useful. 

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Click here for detailed insights into assessments available through TRUE NORTH COACHING SOLUTIONS.

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Click here to contact us to discuss how we can help you grow.

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