Leadership Development Inspiring Future Leaders. What does a leader look like?

Leadership DevelopmentInspiring Future Leaders

What does a leader look like?

I FOUND ONE!Now What?

Rotate through different projects

Mentoring ProgramBuddy SystemFeedback - Coaching

It’s about Discovery Awareness And, Choice

A belief that every situation has possibilities and that people really do have the power of choice

What does the Coach do?Hold people accountable and keep them moving forward toward their goals.

Tell the truth, the absolute truth.Acts as an agent of change.

To be Successful in Coaching

Competency must exist Do they have the skills, ability and knowledge for the task?

Evidence of Commitment Do they have the drive, confidence, focus and enthusiasm for the task?

Must be willing to go beyond their comfort zone

Must be willing to invest time and energy

What do you think are the two most important predictors of success?

All are important factors but One Major Indicator is: Responsibility – being responsible enough to do whatever it takes to produce the necessary results no matter what the circumstances are…

Does being responsible mean maturity?

If you’re responsible you are mature regardless of your age.

The Process of Coaching

Starts with … You are HERE. Where is here? How did you get here?

What does the future look like? Where do you want to be? When do you want to be there?

Homeostasis – a natural subconscious resistance to change.

Temptation to backslide We all live within a “system” and we have a tendency to keep things just as they are

Then you have “the dip” typically about 1-2 months into the process. The change isn’t happening fast enough or commitment begins to wear down.

Coaching Skill - Listening

Awareness – listening with all the senses and with our intuition – what’s being said behind the words

Impact – what you do with your awareness, the choices you make, will have an impact.

Everything hinges on listening – are they on track, what choices are they making, is there resistance.

Keep them Open-ended What, Who, Why

Keep them Advice-Free They know the problem better than you “What’s the best solution to this in your

mind?” “What would it take to make that

happen?”

Keep them Short and Simple Stay curious

Coaching Questions

Keep them Thought-Inspiring How can they look at the problem

differently

Keep them Forward-Focused Don’t get caught up in rehashing old

events Move forward – Don’t get stuck in

venting mode People need to complain before they

can create so allow a few minutes, acknowledge and move to problem

solving

They won’t all make it – you’re never finished