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3424 East Lake Street
Long Lake, MN 55356
952-476-9484
952-404-1473 (fax)
info@tlearn.com

 

Leadership Coaching

 

Executive Coaching

Our coaching is specialized in providing coaching and support in strengthening identified leadership practices, addressing organizational development issues or in making a role transition.  The process is customized after discussing the individual’s requirements. 


Strategic Leadership Development and the Leadership 360®

Strategic Leadership Development™ (SLD) is designed to measure and develop leadership, at both the organizational and individual level, recognizing that each organization is unique in its culture, people, challenges and opportunities.  Through an objective and non-threatening approach, SLD provides feedback to individuals about how their current leadership practices either help or hinder their effectiveness toward achieving the organization’s strategic objectives and meeting the demands of their individual roles.  At the core of SLD is a leadership model designed by the Management Research Group from the findings of twenty-five (25) years of research and more than 300,000 profiles on the norms and best practices of leaders in multiple industries and countries.  The model is used as the basis to assess and align leadership with strategy, based on twenty-two (22) behavioral leadership practices that are grouped under six (6) core leadership functions.

Strategic Leadership Development™ implements a flexible five-step process, using a variety of tools to assess the organization’s leadership capabilities to accomplish its strategy.  Based on this assessment, any gap between what is desired from leaders and what is available from them, can be bridged or closed through thoughtful development planning at the organizational, team and individual levels.  Each of SLD’s five steps is described below.

Step One:  Define Leadership Requirements.  This step is the ideal starting point for SLD and answers the questions:  What do we need from our leaders to accomplish our strategy?  What do we need to meet the demands of a targeted leadership role?  Assessment tools include:

  • Strategic Directions™:  Members of senior management complete the Strategic Directions™ questionnaire to determine what specific leadership practices will be necessary to meet the organization’s future strategic objectives (next 3-5 years).
  • Role Expectations™:  Targeted leaders complete the Role Expectations™ questionnaire to determine what specific leadership practices will be necessary to meet the demands of a targeted leadership role(s) (next 2-3 years).

Step Two:  Assess Current Leadership Behaviors.  This step provides confidential feedback to answer the questions:  Where are our leaders today?  What is our leadership culture?

  • Leadership 360®:  Each leader completes the self questionnaire on his/her practices over the past two years.  Other observers, such as a boss, direct report, or peer, also complete the observer questionnaire on the leader’s practices in his/her role over the past two years. 
  • Leadership Culture™: A representative sample completes the Leadership Culture™ questionnaire to determine prevailing leadership practices in the organization.

Step Three:  Assess Organizational Implications. This step prioritizes key leadership practices and ranges, and answers the question:  What is the gap between where we are and where we need to be?   Optional development programs, reports and customized research include:

  • Composite Profile™: This profile provides reports based on cumulative Leadership 360® data, specific to the overall organization or by unit, function, level, or other demographic category.
  • Strategic Directions Audit™:  This report identifies and evaluates the gap between current and desired leadership practices/culture in the organization.
  • Best Practices Report:  This research report identifies the leadership behaviors that differentiate the most effective leaders in the organization, based on observer questionnaire data.  The report helps to identify what practices contribute to the organization’s success.
  • Customized Research:  These reports provide information on best practices, benchmarking, and comparative analysis studies.

Step Four:  Develop Strategically.  This step focuses on development planning and answers the question: How do we close any gap we have and get to where we want to be? 

  • Strategic Leadership Practices and Customized Developmental Programs:  This series of flexible coaching modules and training programs focuses on helping individuals and teams enhance their leadership effectiveness, by prioritizing their development efforts, and increasing their accountability, commitment, and capability toward practicing desired leadership behaviors.

Step Five:  Reassessment.  This final step reassesses the organization’s efforts after 12-18 months, by again completing the Leadership 360® questionnaire and Leadership Culture™ questionnaire to answer the questions:  What have we accomplished?  Where do we go from here?