How we turn executive development into real results
As an executive in the tech and public sectors, a recurring problem bothered me: we’d invest in a leadership team workshop or retreat, trusting that it would lead to improvements in individual and team effectiveness. We’d enjoy an interesting development day or retreat, but it was left up to us to figure out how to put our learning into practice. This pattern left me feeling we were leaving value on the table.
When I became a consultant and executive coach, I didn’t want to leave my clients feeling this way. Over the past few years, I’ve been excited to develop a service approach that solves this problem with remarkable impact for my clients.
Let’s face it- companies face heightened uncertainties with succession planning and retention in our global business climate. It’s more important than ever to invest wisely to keep your leaders strong during these uncertain times. As you make decisions about leadership development planning, I’m excited to share a successful trend I’ve led with my clients: combining workshops with group coaching to help leaders put key insights into everyday practice.
The GrowthPoints Two-Phase Approach
Phase 1: Engaging workshops
We start with interactive workshops focussed on the needs of your team. For example, these sessions introduce teams to fresh ideas in leadership or proven frameworks to support skills such as emotional intelligence, collaborative leadership or clarity in decision-making and governance. Your team engages in discussions, case studies, and role-playing to make the learning stick.
Example: At a provincial Crown agency, I provided a day workshop for senior leaders who had been feeling “stuck” with less than optimal dynamics in their teams. We focussed on emotional intelligence frameworks and tools that helped them recognize ways they could influence better dynamics within and across their departments. Because executives learn best by doing, we engaged in exercises that expanded their range of options to respond. In these practical exercises, they experienced new ways of recognizing and responding to their own and their teams’ feelings and needs, and practiced techniques to re-set and move forward with constructive solutions.
Phase 2: Group coaching for real-world application
After the workshops, we move into monthly group coaching for six months. This phase helps leaders put their new skills into practice. They support each other with guidance from a group coach who helps them continue to make connections between their insights and their daily practice of leadership.
For example: following the workshop on emotional intelligence, we set up monthly small group coaching sessions. Leaders shared their real-life experiences and addressed challenges together while leading a corporate change initiative. The leaders were able to share their successes and ongoing challenges, and learned to support each other to prepare for difficult conversations thanks to peer feedback. This not only strengthened their individual skills, but helped them develop a corporate culture that focussed on learning and continuous improvement by modelling a new level of collegiality and support “from the top.”
Using brief pulse surveys, we set a baseline for how executives regarded their skills and abilities, and how they were perceived by others. From this baseline we observed changes in their confidence and leadership impact over time, and the practical benefits of this approach became evident.
Benefits of combining workshops and coaching
Here's what this approach can do:
Stronger Self-Assessment: Leaders report feeling more confident after training that is followed by group coaching. They become better at recognizing their strengths and weaknesses. In surveys, many stated they felt more skilled in communicating with their teams.
Visible Changes in Team Dynamics: As leaders practice their skills, team members notice shifts in behavior. One client saw improved collaboration and trust within their teams shortly after starting the coaching. Engagement scores went up, and team members felt more valued.
Creating a Learning Culture: This method helps build a culture of shared learning. Leaders encourage each other and celebrate successes. Over time, this leads to higher retention of talent and a culture that supports ongoing development.
Put it into practice
As you consider your leadership development strategies, remember the power of combining education with real-world application.
In uncertain times, investing in executive development through this integrated training approach strengthens leadership and builds a culture of support. By equipping leaders with knowledge and the support to apply learning in their everyday leadership, your organization gets the maximum benefit from your investment in your leaders is better prepared for challenges ahead.
Does this approach feel relevant for your needs? Set up a complimentary call with me to explore the possibilities for using this approach in your organization. The investment you make today will lead to stronger leaders and a more resilient organization.