Leadership Cohorts

Build Sustainability

Leadership skills are learned not inherent.

Creating leadership cohorts builds strong companies through genuine, long lasting relationships, camaraderie, strong community and a defined mission.

CREATE YOUR OWN COHORT

Women's Cohorts

Despite gains for women in leadership, a “broken rung” in promotions at the first step up to manager was still a major barrier in the past year. For every 100 men promoted to manager, only 85 women were promoted—and this gap was even larger for some women. As a result, women remained significantly outnumbered at the manager level.

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Leadership Cohorts

Pulling leaders from different parts of the organization has proven to solve many challenges - Silos, communication, department misunderstandings.

As diverse leaders come together to learn and share best practices, relationships, communication and respect grows. This strengthens the organizations' infrastructure which affects the bottom-line.

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Entry Level Cohorts

By the time most companies start investing in their leaders, many of the high potentials have gone to other companies.

Why not start investing by giving your entry-level leaders the skills they need to grow themselves and others from the beginning?

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Outcomes

● Develop and enhance leadership presence through behavioral changes

● Build trust and influence with stakeholders

● Develop strong and adaptive communication skills

Why Is This Critical?

● Based on research, leadership skills are learned not inherent. It is critical to develop yourself and your team to be successful and excel in today’s business arena.

● Development creates more effective teams leading to better outcomes

● Strong development bolsters recruitment and retention

Action Plan And Components

●Leadership Development and Skills group sessions

☉ 3-12 months of skill-based training

●Individual Coaching

☉ One on one or small group goal-specific coaching sessions

●Accountability Groups

☉ Peer accountability, share best practices and solutions to challenges

● Stakeholders

☉ Buy-in from key stakeholders - Results-focused

How Initiative Is Measured

“You can’t manage what you can’t measure. If you can’t measure it, you can’t improve it.” – Peter Drucker

● Systems, assessments and processes are built into the development plan to:

☉ Clarify outcomes

☉ Verify progress

☉ Measure the efficacy and outcomes of the skills learned

COHORT COMPONENTS

Leadership Development

● Leadership skills group training sessions

● Tools for growth

● Tailored to organization competencies and values

Coaching

● Individual coaching sessions

● Small group coaching sessions

● Goal planning focused

Accountability Groups

● Promote success through shared goals and support

● Deal with real-time issues

● Quick-hit check-ins

Shared Best Practices & Peer Mentoring

● Two facilitator-led meetings

● Promoting shared ideas, practices and discussion

IT'S ALL IN THE DETAILS

Leadership Development: Skills & Tools Needed To Grow And Keep Successful Leaders

The training sessions will be tailored to your group, your companies competencies and your desired outcomes. Based on our experience, topics may include:

● Personal Branding & Supporting Behaviors

● Communication Styles

● Feedback & Feedforward

● Building Relationships

Coaching One Leader At A Time

During these coaching sessions, members of the cohort will go through their individual goals and challenges. Individual plans will be built around their specific goals.

Your coach’s main role is to act as your “personal trainer.”

● Attention, motivation and the situation meet, resulting in a productive harmony

● Works best with high potential individuals who are willing to make a concerted effort to grow

● Helps leaders achieve positive, lasting change in behavior

Small group coaching is an alternative based on desired outcomes and the specific group.

Accountability Groups

● Others in your “space” that share similar goals

● Accountability partners help you get better, work smarter, and learn best practices

● When you need to enlist external mechanisms to help you succeed, one of the best is identifying an accountability partner/group to help with perspective, best practices and other tools

Stakeholder Involvement

● 2-3 stakeholders

● Choose colleagues with whom you have daily/weekly interaction

● Based on your feedback – pick 2 behaviors, if improved, would be impactful to your relationships and overall leadership effectiveness

●Discuss with your accountability pods and coach

It is essential to put emphasis where you will gain the most leverage in your position. The true leverage points in behavioral change are the people YOU are interacting with at work on a regular basis. Our approach is to turn your stakeholders into the true coaches for improvement.

Conversation with stakeholders monthly:“I am working on x, can you give me specific feedback about what I’m doing well and/or what may be a roadblock?” …

Once given the feedback, “What would be your feedforward
for next month? What would you suggest I focus on that will make me more effective in this area?”

Shared Best Practices

Two facilitator led meetings promoting shared ideas, practices and discussion to build camaraderie, thought-leadership and ideas to share with their managers and stakeholders.

Shared Best Practices

Up to 10 participants

Four 90-minute development sessions

Two individual coaching sessions per person

Two brainstorming and best practices-sharing meetings

Accountability groups within the cohort

Resources on a private site