Group Coaching

• Do you want to build the skills and knowledge of your next generation of leaders?
• Have you identified employees and managers with strong leadership potential who would benefit from ongoing development conducted over time and tailored to meet their unique needs?
• Do you have some specific skills gaps you want to close among your most promising managers, your "emerging leaders"?
• Do you have staff transitioning from highly functional or technical roles into management or leadership positions who are struggling to make that transition effectively?

If your answer to any of these questions is "Yes", then your organization might benefit from Group Coaching.

Group coaching meets these needs by developing emerging high potential leaders through a "low dosage, high frequency" approach over time (usually 7-9 months). Group coaching yields sustainable results in leadership development:

• Strengthens promising leaders' effectiveness and ability to smoothly transition into new roles and responsibilities that require a different emphasis and skill set
• Focuses on real-world problems yielding results for the business
• Provides consistent opportunity for participants to integrate new skills back on-the-job
• Maximizes time at work through flexible scheduling options unlike traditional training
• Provides economies of scale compared to individual coaching, while providing a higher return on investment than traditional training
• Increases the participants' commitment and follow through by creating individual action plans, tailoring to their unique challenges and holding them accountable
• Builds a solid peer support network
• Strengthens skills in systemic thinking, listening, and problem solving
• Builds relationships over time between emerging leaders and senior leadership
• Strengthens leadership's second teams

My group coaching process works as follows:

1. Coach meets with high potential leadership candidates and their managers. We discuss and agree upon desired outcomes
2. The coach and high potential leadership candidates co-create tailored action plans. Managers approve plans and commit to supporting candidates
3. The coach facilitates 3-5 hour "action learning" meetings where a leadership topic is discussed and candidates present their organizational challenges
4. The group identify potential solutions following a structured problem solving process. Candidates implement the recommended solutions back "on- the-job"
5. At each session a candidate reports back to the group on the implementation of their solution. Before closing out, the candidates present the solutions to their organizational challenges to their management.

Remember: "Leaders grow; they are not made." Peter F. Drucker, Foundation for Non-Profit Management, the Leader of the Future© 1996

If you want to develop your next generation of leaders and close the leadership gap in your organization, contact me for a free no-obligation exploratory discussion: information at Trusted-Advisor.org or phone 571-594-3591 (USA).

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