Progressive Intelligence Consulting Group
"Coaching is unlocking a person's potential to maximize their own performance. It is helping them to learn rather than teaching them." -- Timothy Gallwey
Leadership Mentoring and Coaching
Coaching is the single most important leadership activity to expand the capabilities of others.
Leadership mentoring and coaching enables and empowers the team – it encourages decision-making with a demonstration of faith, not one of punitive measures for a “bad” decision. Listening, openness, collaboration, participation, and most of all trust are required for effective leadership mentoring and coaching.
In their book, ”Execution, The Discipline of Getting Things Done”, the authors Larry Bossidy and Ram Charan discuss the most effective approach to leadership mentoring and coaching.
”The most effective way to coach is to observe a person in action and then provide specific useful feedback…. The skill of the coach is the art of questioning. Asking incisive questions forces people to think, to discover, to search.”
Leadership mentoring and coaching is a key element for an organization to incorporate the effects of change. In the environment of change, the leader must ensure that execution continues and results are produced that contribute to achieving objectives. In other words, in an environment of change the leader needs to change or re-direct the behavior of her team to produce results.
This change or re-direction of behavior involves several steps:
Effective leadership mentoring and coaching is a competency that builds on a leaders desire to empower and encourage the members of their team to succeed.
Executive Leadership Development Program
Leadership development can be defined as formal and informal training and professional development programs for management and executive level employees to develop required leadership skills and styles to deal with a variety of situations. Most organizations have linked leadership development with success metrics such as business valuation and objective attainment.
About five years ago, The Danish Leadership Institute and The Execsight Institute of Executive Development co-sponsored a study of over 50 European organizations regarding leadership development. Selected best practices from the study to guide you in establishing or improving your leadership development program include:
Integrated strategic planning and executive leadership development program
Instead of a bottom-up approach, begin with the organization’s key strategies and do a “gap analysis” in required competencies to execute the strategy. The executive leadership development program is then created to fill these competencies.
Real-time program feedback and modifications
Capture feedback daily from the participants in the executive leadership development program, and make daily modifications and improvements.
Program content based on organization’s current challenges
Integrate the work during the leadership development program with the ongoing work of the program participants.
Informal pairing of participants
Program allows for pairing of participants for content discussion, informal testing of each other’s knowledge, and provides a non-threatening environment for participation.
Independent 3rd party critique and audit
Use outside specialists to review program effectiveness and to provide program and leadership development process updates. The 3rd party can provide input and recommendations on new and emerging leadership development practices to provide a continuous improvement approach to you executive leadership development program.
Due to the global nature of business, global assignments, overseas markets, and business expansion leaders must have diversity, language, and cultural skills as an integral part of their development program.
Effective Leadership Development is an organizational imperative
Pyramid of value delivered through mentoring and coaching.
Progressive Intelligence – Mentoring and Advisory Services
Progressive Intelligence’s leadership coaching, mentoring and advisory services focus on strategic and tactical business issues. Value is delivered as a member of the executive team, in an interim-role, or as a member of the advisory board; or as an advisor, mentor, or coach to senior executives or Board of Directors members.
Progressive Intelligence has developed this type of relationship with many of our clients – it takes time, after delivering value over several engagements or over a significant period of time.
On our engagements, a collaborative, integrated-solution approach guides our coaching, mentoring and advisory value delivery. Our integrated-solution approach provides a holistic, pragmatic, and strategic focus. In today’s global, complex business environment, our approach enables: