The document outlines the responsibilities of the coach and participant in a leadership development program. The coach will run workshops to encourage thought, highlight key issues, and get participants thinking. Participants are responsible for knowing what they want from the program, taking action, and encouraging others. The program will cover topics like leadership styles, emotional intelligence, and developing people. It involves self-assessment questionnaires and developing an understanding of one's leadership strengths and areas for growth.
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Boost Your Leadership Skills
1.
2. My Responsibilities
• Run workshops
that stimulate
thought &
reflection
• Highlight key issues
• Ask daft questions
• Get you thinking
• Encourage &
support
• Constructively
challenge
• Give you the
opportunity to
think through your
own situation and
identify actions you
want to take
3. Your Responsibilities
Know what you
want out of the
programme
Take action/ Keep
the promises you
make to yourself
Encourage and
support others
Share your good
ideas and expertise
Challenge yourself Shed your skin and
get stuck in
4. • Who are you?
• What do you
want to get out
of this
programme?
• What is your
current biggest
business
challenge?
7. • Four Levels of
Leadership
• Value Based
Leadership
• Workplace
Innovation
• Innovation &
Business
Structures
• Change
Leadership
8. • One to one support tailored to your specific development
• Practical application of learning
• Visit on-site
• 4 x 0.5 half day visits
9. • Encouragement
& confidence
• Sounding board
• Challenges
thinking
• Stimulates
creativity
• Tools &
techniques
The coach has unconditional positive
regard for the client & has no agenda other
than the client’s.
13. Define what
leadership is
What the
business
needs from
me
What sort of
leader am I?
Emotional
intelligence &
leadership
Clarify what
our team
expect & need
from us
Changes &
way ahead
20. Self aware
• Know thy self
• Understand own
emotions,
strengths,
weaknesses, drives
• Values & goals
• Seek feedback
• Plays to strengths
• Accepts others’
strengths
21. Self management
• Control & channel
emotions
• Manage response
• Avoids negative
emotions
• Create environment
of trust
• Not impulsive
• Role model
22. Motivating Self
• Driven to achieve
• Passion for work
and challenge
• Committed to
improvement
• Optimistic
• Pursues goals with
energy and
persistence
• Passion beyond
money or status
23. Social awareness
• Empathy
• Recognise feelings
of others
• Listen to others
• Understand impact
on others
• Constructive
feedback
33. Absence of trust
• Team members are
reluctant to be
vulnerable with one
another
• Unwilling to admit
mistakes, weaknesses
or needs for help
• Without a certain
comfort level among
team members, a
foundation of trust is
impossible
• Unwilling to
communicate openly
• Lack of openness
34. Fear of conflict
• Teams lacking in trust
are incapable of
engaging in unfiltered,
passionate debate
about key issues
• Conflict is avoided –
regarded as
destructive
• Team conflict can turn
into veiled discussions
and back channel
comments
• Lack of consultation &
debate
• Inferior decisions are
the result
• Artificial harmony
37. Lack of commitment
• Without conflict, it is
difficult for team
members to commit to
decisions
• Lack of buy-in
• Lack of direction and
commitment can
make team unhappy
• Frustration
• Duplication and
hesitancy prevail
• Ambiguity
38. Avoidance of
accountability
• No commitment
to clear plan of
action
• Need to avoid
conflict prevents
team members
from holding each
other accountable
• Lack of direction
makes
measurement
difficult
• No-one wants to
take responsibility
• Low standards
39. Inattention to
results
• Team members put
own needs first
(ego, career
development,
recognition, etc.)
• Individuals aren’t
held accountable
• Team has loses sight
of the need for
achievement
• Performance suffers
• Objectives not met
• Status and ego
40. How does your
team measure
against the
model?
What needs to
change or
develop