The Leadership System

The Leadership System is a system of interlocking and reinforcing components that, taken together, accomplish more than any single-component solution could.

This is its power.

OUR WHOLE SYSTEMS APPROACH

The Leadership System consists of five major components, each reinforcing and adding to the others

Pre-work

Discovery & diagnosis, organizational communication, Leadership Circle Profile™ administration, Leadership Culture Survey™ administration, client relationship management, etc. Beginning with the most comprehensive example to a single Leader to Leader™ workshop, we meet clients where they are at and help them to become more effective leaders.

The promise of leadership

The Promise of Leadership workshop

A half- to full-day workshop that frames a client’s collective view of leadership and functions as the kick-off for our Leadership System™. It embeds our Core Leadership Framework™ to guide all future development work, and delivers Leadership Circle Profile feedback in a peer-group context. It also begins the feedback assimilation process (individual time, pairs discussion, group process) and organizes participants for next steps (debriefs, Leader to Leader sessions with cohorts, Pulse Surveys™).

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Leader to leader

Leader to Leader

A cohort-based series of half day to full day leadership effectiveness sessions that span one to two years of work (between six to 16 session).  Built upon The Leadership Circle® framework, the 16 available sessions encompass a full curriculum of hard-hitting leadership topics, and provide regular opportunities for peer coaching and accountability.  Each session is facilitated by an experienced leadership coach, certified in the Leadership System™. Leader to Leader™ can be delivered face to face or virtually.

Pulse survey

Pulse Surveys

These near-real time surveys reinforce a leader’s commitment to take action on their Leadership Development Plan™ (One Big Thing™) by inviting an accountability team (Accountability Circle™) of colleagues to give that leader direct feedback on how their behavior-change experiments are working. Measurement of performance against goals is vital to the functioning of any system.

One-on-One Coaching

Every engagement is enhanced by one-on-one coaching. The payback for leaders is almost always worth the investment. The combination of peer cohort coaching in Leader to Leader™ with one-on-one leadership coaching is like jet fuel.

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Your turn to make a move

PROMISE OF LEADERSHIP

A POWERFUL TRANSFORMATION
The Promise of Leadership™ workshop, is the beginning of the journey to self-discovery, identifying specific attitudes and behaviors that prevent leaders from being effective.

The Promise of Leadership™ workshop is a transformative personal and professional experience. In only four hours, it provides a powerful catalyst to dramatically increase leadership effectiveness.

Built around The Leadership Circle Profile™, the program helps leaders focus on and develop their creative leadership competencies. These skills have been shown to improve the participant’s leadership abilities, bring out the best in others, and significantly increase the performance of the overall business.

The workshop also helps leaders identify and mitigate tendencies that hinder effectiveness, such as emphasizing caution over action, self-protection over productive engagement, and confrontation over collaboration.

RESULTS: FOR THE ORGANIZATION

  • A common framework and language to address and improve leadership
  • Accelerated progress toward near-term organizational goals
  • A foundation for the organization’s long-term leadership agenda

HOW IT WORKS
The Promise of Leadership™ workshop gives participants a practical framework for professional growth. The model is simple and elegant, offering leaders a quick and highly accurate snapshot of their current approach to leadership, and an assessment of its effectiveness. The feedback they receive, based on The Leadership Circle Profile™ already completed, creates immediate awareness of how they perform as leaders. And the process offers tangible, clearly actionable practices for improvement that they can start putting to work the same day.

Each session includes discussion of:

  • Practical definitions of leadership and leadership effectiveness
  • The importance of feedback and how to best use it
  • How to read the assessment tool
  • Results from The Leadership Circle Profile™
  • Why Creative Competencies are more effective than Reactive Tendencies
  • How to translate learning into practice

 

FORMAT AND AUDIENCE
The Promise of Leadership™ workshop has been facilitated on a one-on-one basis, or for a team as large as 25 to 30 individuals. This half-day program also has been expanded to a full day to include additional custom content, including optional experiential exercises. It can be deployed broadly across the organization, from the C-Suite to the manager level, providing a consistent and unifying development experience and building the foundation for a more creative, effective culture of leadership.

Leaders face extraordinary demands on their time. This workshop can provide critical insights and create strong, positive energy in the organization in a single day. The key lies in creating awareness of the effect the leader has on others – both positive and negative – and by offering practical strategies leaders can implement immediately.

Leader to Leader

KEEP PACE
As the effects of globalization set in, leadership development must keep pace with the rate of change a company is experiencing in the external market.  An organization cannot perform at a level higher than the consciousness of its leadership team.  Successful organizations are those that strive to keep pace with the escalating complexity of our times.

The Leader to Leader™ program is a highly interactive series of sessions in which high-potential individuals come together to learn and practice new leadership skills to increase both their leadership effectiveness and business performance. By leveraging the power of group dynamics, this picture can become your reality.  Leader to Leader™ offers a powerful combination of business issue resolution with accelerated professional and personal development for your key cross-functional leaders or intact teams.

PROCESS
The Leader to Leader™ journey begins with an initial assessment of each leader and an introductory workshop.  Following this, the group meets for facilitated half day sessions 4-6 weeks apart.  Each Leader to Leader™ session presents a new content area, with a specific focus tailored to the developmental needs of the group. The sessions include:

  • Mapping Your Journey
  • Accountability and Leadership Development Plan
  • Moving Toward Your Vision
  • Trust
  • Courageous Conversations
  • Leading through Change
  • Relationship Building
  • Achieving
  • Systems Thinking
  • Integrity
  • Sustaining Energy, Focus and Commitment
  • Prioritization
  • Creating a Culture of Accountability
  • Listening as a Leader
  • Transformation
  • Taking Stock

Pulse Surveys

The Pulse Survey™ Process allows leaders to track their development progress against their development goals and associated behaviors. Three assessments are conducted over an 8-month period. After each assessment, results are captured in a brief, clearly illustrated summary report that leaders can use to chart their progress and determine which areas are in need of further development.

BASELINE SURVEY
As part of the leadership development process, our coaches assist leaders in identifying  “One Big Thing™” they can work on to improve and behaviors the leader wants to address that will have the most impact on their leadership effectiveness. This information is entered into a baseline survey composed of rating scales and a comment/recommendation section. The survey is then administered to the leader’s Accountability Circle, which typically includes 5 to 6 coworkers selected by the leader for their ability to offer candid feedback. These raters assess the leader’s current levels of performance in the goal area and on specific positive and negative behaviors associated with that goal. Raters may also offer relevant commentary about the leader’s pursuit of the goal and related behaviors.

FIRST PULSE SURVEY™
Approximately 3 to 4 months after the baseline survey, a Pulse Survey™ is administered to the leader’s Accountability Circle. This survey is similar to the baseline survey, with ratings of perceived changes in the leader’s performance added to the measures of current performance levels.

The Pulse™ report summarizes the leader’s current performance and compares that to baseline performance, providing additional insight into the progress achieved since beginning the leadership development work.

Again, rater recommendations regarding ways to improve performance are included in the report.

FOLLOW-UP PULSE SURVEY™
At the conclusion of the work on the identified goal and behaviors, typically 6 to 8 months after the baseline is established, a final survey is administered to the Accountability Circle to gauge the leader’s success in changing overall leadership performance. This modified pulse survey includes all items from the previous pulse, as well as five additional items from The Leadership Circle Profile™ that reflect overall leadership effectiveness. Included in the final survey are two open-ended items designed to gather feedback on the leader’s greatest leadership strength and challenge.

A comprehensive report is then generated to illuminate final levels of performance, changes in performance over the past 3 to 4 months, and comparisons of current leadership effectiveness to baseline measures of leadership effectiveness. The map of progress is charted through time series tracking across assessments and summarizations of leadership strengths and challenges.

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THE LEADERSHIP SYSTEM FOUNDATION

Circle broken into sections: metrics, accountability, communication, delivery systems, human performance, leadership

The 6 Systems

OUR WHOLE SYSTEMS APPROACH

In their book, The Whole Systems Approach, Bill and Cindy Adams detail six interlocking systems that must be tended to during major organizational change.  Ensuring that these six systems are aligned and functioning well is the responsibility of the organization’s leadership, which is itself a system to be continually improved.

The Leadership System™ is, at its essence, a leadership development system, designed to increase our clients’ individual and collective leadership effectiveness.  And, while doing so, help them to increase the effectiveness of the other five systems.

Built on Adult Learning Theory

Underlying the design of the Leadership System™ is solid adult learning theory. David Kolb, in his landmark work, Experiential Learning: Experience as the Source of Learning and Development, positioned that four linked styles of learning were necessary for adults to truly learn and change.  See below:

Concrete Experience

Adults utilize experiences as anchors for learning. We like to learn from the stuff of work and life.  Therefore, our Leadership System™ connects directly with the real challenges and objectives of our client leaders at every turn, and in every conversation.

Reflective Observation

We learn as we reflect on our experiences to make meaning from them.  As an experience is filtered through our consciousness, or structure of mind, a narrative is created that gives the experience unique meaning for us.  In the best learning experiences, we reflect on the experience from a variety of angles, giving us a broader perspective in which to hold it. The Leader to Leader™ cohorts help provide that valuable perspective for each of their members as they seek to make meaning out of their leadership experiences.

Image of Kolb's Adult Learning Cycle: Concrete experiences, reflective observation, abstract conceptualization, active experimentation

Abstract Conceptualization

As an experience is reflected on from a variety of angles, a generalizable theory, principle, or concept often emerges.  A “rule of thumb” or a conclusion about what to do in certain types of leadership situations begins to gel for a leader.

Active Experimentation

In this step of the learning process, the leader takes the new lesson learned and puts it into practice in a series of behavioral experiments.  For example, if the lesson concerns the skill of having authentic conversations, particularly the structure for beginning an authentic conversation, the leader will commit to trying it out in several key circumstances, which will create…more concrete experiences!  And the cycle begins anew.