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What’s the End Game in Leadership Development Coaching?
When implementing a new leadership development coaching and mentoring program a choice needs to be made.
Which way the training dollar will be best spent? In contemplating the answer one would first
need to address the desired results and impact. The topics and key areas on offer in leadership development coaching and
mentoring programs are vast, so which will indeed have the most influence?
One can argue that building a culture for success would be a topic whereby the ripple effect would be widely felt
across the whole organisation. If that is the case the leadership development coaching question would be, “What are the factors that would lead
to its fulfilment?” One most certainly could not ignore the fact that leadership creates culture in organisations,
and therefore leadership development is a key transformational tool.
Leadership development coaching should therefore be about assisting leaders to walk the talk of their preferred culture.
This is a tough ask. But how many leaders would be happy to put their hands up and volunteer to go through this leadership development coaching and mentoring process?
The significance is felt when the realisation that their behaviour style effects other, and when modified, can
enhance the satisfaction, fulfilment and performance of their teams.
With leadership comes great responsibility and accountability. So too is it the responsibility of the leadership development
coaching professional as the custodian of the leader in supporting positive and sustaining outcomes.
Without a healthy degree of self awareness, perseverance and commitment these results will not be possible. But first
is the buy in to this connection and the issue of sustainability of the behavioural change results.
Buy in can often be a challenge. Real life examples and diagnostic analysis tools do prove this mirror effect.
It would be the responsibilty of any leadership coach and mentor to ensure this is done in a safe, trusted
and constructive manner.
So too will it take openness, vulnerability and cooperation from the leader to ensure a positive result. This being said it
still remains a stumbling block for many leadership development coaches as well as many leaders and managers. An effective leadership
development coach, can bridge the gaps and encourage what’s needed to bring sustainable and exciting results for their clients.
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