We design and implement leadership development programs that blend elements of individual coaching and group development.
We provide tailored training designed to develop the leadership skills your organization needs to thrive, often integrating assessment, individual coaching and training elements to produce the best results.
We design and implement leadership development programs that blend elements of individual coaching and group development.
We provide tailored training designed to develop the leadership skills your organization needs to thrive, often integrating assessment, individual coaching and training elements to produce the best results.
Typical program elements include:
- Identification of the participant’s strengths and developmental needs through psychometric assessment and stakeholder interviews
- Creation of an individualized development plan to address specific requirements
- Personal coaching sessions
- Involvement of the participant’s managers in both development planning and ongoing monitoring of progress
- Seminars targeting development of core leadership skills such as managing execution, coaching, influencing, providing feedback, delegation, employee development, interviewing skills, and more.
- Skill exercises
- Networking events with senior management
Current Leadership Training Modules
We offer pragmatic, interactive seminars on core leadership skills that can be tailored to the needs of your population.
Influencing Skills
- Types of influencing methods and styles
- Understanding stakeholder’s motives, style, and personality
- Engaging in active observation
- Adjusting influencing approach to meet the demands of various situations
- Establishing ongoing dialogue and communication
Coaching Employees
- Establishing coaching relationships
- Creating development plans
- Delivering positive and negative feedback
- Providing real time coaching
Managing Execution
- Analyzing workload
- Managing inventory of hours
- Delegating effectively
- Setting goals
- Analyzing performance failures
- Managing execution risk
- Delegating without authority
Performance Management
- Gathering performance information
- Identifying strengths and development needs
- Constructing and delivering direct feedback
- Reinforcing strengths
- Managing resistance
- Implementing routines to monitor performance
- Linking performance management and coaching
Selecting Employees
- Analyzing jobs and identifying job related competencies
- Structuring selection process to fully leverage the interview team
- Principles of behaviorally-based interviewing
- Constructing appropriate questions
- Interviewing and probing techniques
- Integrating information across interviewers and arriving at hiring decisions
- Creating and implementing on-boarding plans
Personal Development
- Clarifying your aspirations and motivators
- Assessing your skills
- Analyzing demands of current role
- Setting development goals
- Engaging stakeholders and your manager
- Implementing development plans
- Sustaining development progress over time
Illustrative Example: Leadership Training
ADS Talent Consulting designed and delivered a series of leadership seminars to a group of finance professionals who began managing employees within the previous three years. At the onset of the program, all participants went through an individual assessment which served as the foundation for development planning. Development plans were shared with the managers and then participants had three private sessions with their coach to begin implementing their plans. Group sessions were two hours in length and focused on the core management skills of delegation, coaching employees and performance management. Seminars employed role plays, group exercises and peer to peer observation/feedback. Between and after the group sessions, participants met with their coach individually to continue implementing their development plan and to practice learned skills.
