Versity (latin origin):
To adapt, to change, to grow, to be versatile
Leadership Coaching
Research shows that of all the approaches to leadership development, coaching is the most effective means to help leaders learn and retain new skills and practices.
Our coaches are experienced professionals, with broad business and OD experience.
We offer flexible, one-on-one coaching for executives and senior managers who want and desire support to develop their leadership capability, achieve their personal vision and the goals and objectives of the organization.
The Coaching Road Map
When thinking of individual (or organizational) change and growth, we think in terms of a Change Roadmap that consists of four phases. Each stage represents the work required to support successful leadership learning and development.
Stage 1: The Analysis Phase
The purpose of this phase is to summarize your leadership strengths and development needs. This is the most important phase of the process because if we get this wrong all other work becomes redundant. It therefore (ideally) involves multi party, multi method input so as to see your performance through several lenses.
Ideally, we would want to gather information from the following sources:
- Self analysis and self description based on the questions below:
- Who do you want to be as a leader (your ideal self).
- Who are you now (your current real self).
- What are your strengths (these are where your ideal self and real self are similar) and
- What are your development needs (these are where your ideal and real self differ).
- A Leadership Assessment using a standardized battery of assessment tools.
- Input from your immediate manager, a few of your peers, and a few direct reports.
This level of assessment and analysis would provide you with a very clear picture of you overall current strengths and development needs.
Stage 2: The Design Phase
The purpose of this phase is to determine your needs for change and to create a clear picture of your desired leadership future. This includes setting SMART + Q goals (Specific, Measurable, Attainable, Relevant and Realistic, Time based, and Quality) and accountabilities for improvement.
Key deliverables and methods of measurement are agreed upon (sometimes involving your manager).
Discuss and agree upon how to involve ‘the system’ to support change.
In addition, this phase includes analyzing and determining how to manage any restraining forces that might influence the change process.
Stage 3: The Implementation Stage
The work of the Implementation phase involves putting in place the new skills, competencies, feelings, thought processes, work processes, procedures, structures and systems that are required to achieve your SMART + Q goals.
Create and build new neural pathways through practice and mastery.
Stage 4: The Sustain Phase
The fourth phase of the change process is about ensuring that the new skills, processes, methods and behaviours stick and you do not slip back into old ways of doing things. In this phase, the focus is on monitoring how you are coping with new methods and behaviours, providing coaching and support, and recognizing your individual achievements.
In this phase, systemic support (from your manager, colleagues, and employees) and clear measurements and accountability are critical for success.