1. Leadership Development Approaches
Discussion Document

2. 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

3. 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 help drive change and enhance capabilities
Examples

4. In the following pages we provide some sample materials; they are not prescriptive in any way

5. Module 1: INTRODUCTORY

6. 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

7. The Vision for how we want to work
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

8. “Leading and working differently”
Module 2: LEADERSHIP
“Leading and working differently”

9. 2. Leadership module
L&C has a deep grounding in helping clients develop leadership capabilities
Examples

10. 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

11. Module 3: TEAMWORK AND LIVING OUR VALUES
“Holding ourselves accountable” 

12. 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

13. 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

14. Module 4: UNDERSTANDING PERSONAL STYLES
“Managing different people differently” 

15. Sample Outline 4. UNDERSTANDING PERSONAL STYLES MODULE
Overview of personal styles
Overview of the Pathfinder Approach
Exploring the different styles
Leadership and teamwork implications

16. 4. UNDERSTANDING PERSONAL STYLES MODULE
We have partnered with Pathfinder to develop approaches that directly link business and organizational strategy with team assessments

17. 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

18. 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
Examples

19. Module 5: COACHING FOR DEVELOPMENT
“Having the difficult conversations, keeping development plans on track”

20. Sample Outline 5. COACHING FOR DEVELOPMENT MODULE Introduction
When coaching can be challenging
Coaching fundamentals
Role-plays
Conclusion

21. 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

22. 5. COACHING FOR DEVELOPMENT MODULE
Role plays are combined with thoughtful “fundamentals” that can form the basis of rich discussion
Examples