After a preliminary complimentary conversation in which I gather information about you and your situation and we answer each other’s questions, I submit a Proposal including a Scope of Work. If this meets your or your organization’s needs, we sign an Agreement.
Phase 1 – Data Gathering
We begin with a detailed “H&P” – our initial conversations, as well as the right number of conversations with people you deem the Stakeholders invested in your success.
You complete one or more structured assessments that we agree would be valuable, such as:
- A 360-degree assessment (The Leadership Circle Profile™ or CheckPoint 360°™)
- An EQ (Emotional Intelligence) assessment (Emotional Intelligence Appraisal®— Me Edition)
- A DiSC assessment for leadership style (I use Everything DiSC Work of Leaders®)
- The Thomas-Kilmann Conflict Mode (TKI) Instrument to evaluate your conflict-handling behavior
Phase 2 – Your Leadership Development Plan
Once we’ve collated this initial “data”, you and I generate a Plan of Action, including typically:
1. At least one key financial goal over which you have a significant amount of control
2. At least one key behavioral goal which, when addressed successfully, results in a quantum leap in leadership impact
We know from years of research that when you share your goals with a select group of trusted Stakeholders and invite their regular, candid feedback on your progress, you’re more likely to sustain positive change.
So, the next step is for you to invite four to five trusted Stakeholders to provide “pulsed feedback” once a month. I use an automated platform (CoachMetrix) for quick and easy feedback from others.
Phase 3 - Following the Plan
We set up a regular meeting schedule – I recommend setting up a minimum of two 60-minute meetings a month.
I summarize your key insights and next action steps after each session for you to access via my communication platform. This record keeps both of us accountable.
I use the platform to share the resources we deem desirable.
I encourage you to contact me between scheduled conversations should any situations arise that you want to discuss right away.
I recommend including in our engagement at least one on-site visit, wherever you are, to permit me deeper insight into your unique circumstances.
Phase 4 – Optional Extras
• Team development - it may become evident, that in order to make progress, I need to work with you and your team.
• Retreat Facilitation - the team development work may be ongoing, or perhaps it merely requires a facilitated half- or full-day retreat.
• Director or manager training - not uncommonly, your direct reports would benefit from a leadership development program which is best delivered to the group as a whole, with a limited number of added one-on-one sessions.
Phase 5 – Summarizing and Reporting Progress
At the conclusion of our engagement, I work with the appropriate people in your organization to analyze and report in detail the direct and indirect costs of our work relative to the assessed financial impact. This way, I calculate and document a Return on Investment (ROI).
For your sponsor and your organization, I produce an Executive Summary based on the agreed-upon scope of work, your accomplishments relative to your goals, the detailed ROI, and any pertinent recommendations.
Depending on your sponsor’s preferences, I provide Progress Reports based on our engagement’s goals and your comfort level.
AT NO TIMES will I breach confidentiality by reporting anything without your consent.