Three Phases of Leadership Development


Leaders can be divided into three categories: the emerging leader, the developing leader, and the strategic leader. Each category is faced with specific challenges. Once these can be identified and overcome, the leader can move up. The graphic in the PDF lists challenges that face each type of leader.

Emerging Leaders

High-potential individuals who may be new to management or leadership roles, are being groomed for higher-profile positions, or have been identified as “leaders of the future.”

Leadership Challenges:

Moving from ‘technical, individual contributor’ to an effective manager-leader, building formal and informal networks, managing day-to-day while considering the future.

For Whom Coaching is Most Effective…

  • High potentials
  • New to leadership role
  • Leader of the future

Outcomes:

  • They are ready
  • They reach identified developmental goals
  • They are successful
  • They stay and are motivated
  • They have long-term career plans

The Coaching Conversation:

  • Exposure to concepts
  • Self understanding
  • How the world works – accelerated levels of personal and professional savvy
  • Self and social awareness – EI (Emotional Intelligence)
  • Interpersonal / leadership skills
  • Problem-solving

Developing Leaders

People who are currently in management and leadership roles and need to need to enhance their effectiveness; individuals who have changed role and need to develop additional competencies.

Leadership Challenges:

Managing through values, focusing power and influence, creating greater company-wide exposure, leading by example, leveraging personal insight, creating alignment behind strategies.

For Whom Coaching is Most Effective…

  • Change in leadership role (either in scope or responsibility)
  • Enhance / improve leadership effectiveness

Outcomes:

  • Improved team or business unit performance
  • Reaching identified goals
  • Improved leadership performance
  • Retention
  • Improve effectiveness in managing others
  • Address presenting performance or developmental needs

The Coaching Conversation:

  • Self-understanding of management & interpersonal style
  • Factors that lead to success versus current reality
  • Interpersonal & management skills
  • Organizational dynamics
  • Managing their boss & others
  • Current role & challenges

Strategic Leaders

Senior executives who are responsible for creating the organization’s mission, vision, and strategic direction.

Leadership Challenges:

Obtaining and sustaining business results; dealing with isolation, inadequate feedback and work life balance; managing succession planning.

For Whom Coaching is Most Effective…

  • Senior leader / executive level
  • Vision / direction / strategy
  • Executive team – decision-making / coordination

Outcomes:

  • Reaching business goals – $$$
  • Improved executive team performance
  • Improved stakeholder relations (external and internal)
  • Shifts in leadership style that positively impact organizational culture and alignment
  • Creation of broader strategic approach to business

The Coaching Conversation:

  • More in-depth assessment, possibly shadowing
  • Broader scope of conversation – more strategic, involving broader range of stakeholders
  • Broader organizational issues
  • Skills in confrontation
  • In-depth conversation about individuals
  • Personal matters
  • At times, role of confidant rather than coach

LRI’s consulting is designed to achieve real, meaningful change for our clients.

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