Team Coaching
The Full Strength Leadership Program is broken down into three phases of team coaching.
Phase 1 focuses on assessing leadership impact and character while aligning with organizational vision and values.
Phase 2 emphasizes cultivating a thriving culture through coaching and development, fostering engagement and strategic thinking.
Phase 3, leaders refine their executive presence, expand influence, and foster innovation, preparing for future leadership challenges.
Throughout, the program emphasizes adaptability and equipping leaders with essential skills for effective leadership.
Phase 1
Full Strength Leadership Program
This is the foundational level of Leadership, where Leaders, whether seasoned or emerging, assess their leadership positioning, impact, and leadership character. We expand the leader's ability to self-lead, identify the challenges that are limiting their impact, and determine where they want to see individual growth. During this phase of leadership development the team collaborates and gains clarity on the vision of the organization. In addition, the team determines if the values of the organization are known and communicated effectively throughout the organization. With a heads up approach, this level of leadership addresses topics with the understanding that the work place has changed considerably and in order to lead well through the rapid pace of change, we need to address the skills, character and choices of the leader to lead effectively into the future.
This phase of leadership development moves the needle the most toward a thriving culture where people bring their best selves to work. It is where leaders learn to serve, coach and develop their people. It is at this phase that leaders increase the high performing skill of becoming an effective coaching leader. The leaders will assess the engagement/fulfillment of their employees and shift to intentional behaviors, systems and processes that support and develop their people. The leaders will determine people strategies to increase the growth and potential of their people, and decide on systems and SOP's that support connection, affirmation, growth, and resourcing for their people. At this phase in leadership, they also develop strategic thinking skills that lead to more effectiveness and the leadership competency to adapt.
Phase 2
Full Strength Leadership Program
Phase 3
Full Strength Leadership Program
At this phase of leadership, the leaders have continued to take ownership of changes that will propel their organization forward. They are continuing to make decisions on behalf of their people and manage their teams effectively. During Phase 3, leaders will assess their influence in the community, their executive presence, and their ability to connect with stakeholders, partners and others in their networks that are important. As high performing leaders they represent their companies and it is important to make intentional connections that they continue to foster. The leaders will develop and lead at a higher strategic level at this phase. They will continue to develop their awareness of potential disruptive opportunities and recognize competitive advantage. Development of leadership innovation is also key at this level of leadership.
Understanding the Full Strength Process
MILESTONES
These will include conversations with the CEO to measure the progress and growth of the leaders throughout the year together. We will measure the progress in context with the 3 areas of growth that were agreed on at the Half day off-site at the beginning of this process.
SELF LEADERSHIP COACHING
Nanette will coach leaders to lead themselves first so they can better lead their people. She will coach them toward more intentional personal and professional goals, behaviors and habits within 10 domains. Through individual coaching the leader will examine where they are and where they want to be and allow the past to inform the future. Nanette will coach them to intentionally position themselves so they can have greater impact in the lives of those that matter the most to them. As Nanette coaches, there will be a greater understanding of the balance between the important and the necessary.
MONTHLY TEAM COACHING
The monthly coaching sessions are for each leadership bench within the organization. They are once a month for a total of 8 months. These are coaching sessions are highly innovative, collaborative and interactive. The leaders will focus and collaborate around the Full Strength leadership principles (Phases 1, 2, and 3) until there is ownership and a deeper understanding of how to translate these leadership principles into behaviors that bring real change.
HALF-DAY WORKSHOP FOR EXECUTIVE LEADERSHIP
This is a Half-day workshop for the Executive Team. The focus is foundational and extremely important as the executive team plans and looks to the future. Within the context of innovative exercises, this team will envision a more compelling vision for the future of their organization. They will assess the gaps that might hinder their growth and skills that need to be developed to meet the demands of the future. In addition, the team will make sure everyone has a clear understanding of the strategic initiatives, goals and priorities of their organization. Together, they will assess their culture, employee engagement/ fulfillment and the strengths and weaknesses of their organization. They will also decide on three measurements of transformation that they would like to see for their teams that go through this Full Strength Coaching Process. They will evaluate these at the end of the coaching year. Together they will look at the rapid pace of change and the current workplace. These collaborative discussions will provide the leaders of the organization a solid context to determine how they will move forward as leaders.
ASSESSMENTS
This assesses where a team is currently and informs them as they move forward. Nanette will assess the individual leader and the organization's strengths, weaknesses and opportunities for the future. Nanette will also assess the engagement/fulfillment of the organization's teams and people. This data gathering will give Nanette more insight and context as she works with the leaders and their teams