Leadership Development
Approaches
Discussion Document
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CRITICAL SUCCESS FACTORS
We will work with you to agree on what “the measurable outcomes” of the
training will be
• There ought to be an overall goal
• There should be a simple curriculum: outline of courses, and how they fit
together to achieve your overall objectives
• Each module should have its own specific objectives
• Some of these objectives will be qualitatively measurable; others may be
quantitative
• We will provide advice and support regarding measurement and feedback
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HOW WE TYPICALLY APPROACH SUCH A MANDATE
We draw on our past experience in developing a training curriculum and programs,
and collaborate with our client to tailor a set of interventions that
Examples
help drive change and enhance capabilities
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In the following pages we provide some
sample materials;
they are not prescriptive in any way
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Module 1:
INTRODUCTORY
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1. INTRODUCTORY MODULE
We typically work with our clients to set up an introductory module that places all
participants on the same playing field; this would obviously need to be tailored
Examples
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1. INTRODUCTORY MODULE
THE VISION FOR HOW WE WANT TO WORK
Description of the Matrixed Model and implications might be part of the Introductory Module
The vision:
• Case for change
• What it will be like to work this way
• How you will measure success
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Module 2:
LEADERSHIP
“Leading and working differently”
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2. LEADERSHIP MODULE
L&C has a deep grounding in helping clients develop leadership capabilities
Examples
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2. LEADERSHIP MODULE
Self Assessment Exercises* and Group Discussions are critical
components of work on leadership development
Examples
*Such exercises of often sent and submitted electronically, even within the
context of a workshop
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Module 3:
TEAMWORK AND LIVING OUR VALUES
“Holding ourselves accountable”
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3. TEAMWORK AND LIVING OUR VALUES MODULE
We often use work on our client’s values to help drive changes in behaviour,
supported by needed adjustments to systems, structures and symbols
Examples
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3. TEAMWORK AND LIVING OUR VALUES MODULE
A possible approach would be to work through your values to pinpoint how
systems and behaviours will need to change in the new organizational model
Examples
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Module 4:
UNDERSTANDING PERSONAL STYLES
“Managing different people differently”
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4. UNDERSTANDING PERSONAL STYLES MODULE
Sample Outline
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Overview of personal styles
Overview of the Pathfinder Approach
Exploring the different styles
Leadership and teamwork implications
4. UNDERSTANDING PERSONAL STYLES MODULE
We have partnered with Pathfinder to develop approaches that directly link
business and organizational strategy with team assessments
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4. UNDERSTANDING PERSONAL STYLES MODULE
Modules of this type, when delivered in a fun manner by certified experts –
who are part of our team – can be particularly powerful in shifting behaviour
Examples
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4. UNDERSTANDING PERSONAL STYLES MODULE
Output of team assessments can highlight key areas of strength, as well as
gaps that need to be considered
Exhibit 1:
Sample Output of a
Pathfinder-based LP Lens Team Evaluation
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Examples
Module 5:
COACHING FOR DEVELOPMENT
“Having the difficult conversations, keeping
development plans on track”
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5. COACHING FOR DEVELOPMENT MODULE
Sample Outline
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Introduction
When coaching can be challenging
Coaching fundamentals
Role-plays
Conclusion
5. COACHING FOR DEVELOPMENT MODULE
We typically set up realistic – and challenging – scenarios for role plays.
In each session, every individual is able to play the role of a manager, an
associate and an observer
Examples
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5. COACHING FOR DEVELOPMENT MODULE
Role plays are combined with thoughtful “fundamentals” that can form the
basis of rich discussion
Examples
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