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Collegial Support Groups
This professional development format brings together participants across organizations from similar positions. Working with a facilitator over a sustained period of time, they focus four goals and their outcomes:
- Personal professional development plan (often focussing on leadership knowledge and skills
- Strategic and transition plans for their area
- Membership in a collegial support group
- Next phase of planning and implementation
Length of time and goal development depend upon the needs identified with the client organization.
- Facilitator Training
I am a certified trainer of trainers for the Charles Kettering Institute. The facilitator training program is based on experiencial learning. It has a clinical aspect in which facilitators receive feedback on their program ideas as well as their facilitation skills. The program varies from a minimum of three days to five days.
- Executive Coaching
This is a highly individualised and personalised learning experience. Key components include a cultural audit, personal reflection and knowledge, problem solving and personnel management. My experience with coaching relies on my own experiences as a senior executive as well as recent intiatives such as the following. In each case, I worked with managers to develop skills, plans and strategies.
- Beginning managers learning the ropes
- Middle managers dealing with key issues
- Problem managers
- Mergers . This includes a cultural assessment of the organizations being merged and involves developing a plan and on going coaching for managers.
- Evaluation of senior executives done by interviews rather than surveys and include developing a personal strategic leadership plan
- Entry planning for managers as they move into new positions
- Career transitions - assisting clients to have a strategic plan for changing careers
- Succession planning for family owned businesses in rural and urban settings
- Leadership seminars
These seminars are designed jointly with clients. They are always based on experiential learning and include the best theories on leadership and organizations. I have offered seminars to men only groups, women only groups, groups of men and women. Some of the organizations are private, others public, some large, some small.
- Organizational Issues
Depending upon the needs identified, I work with groups of employees on the following:
- Cultural audit assessing the gaps between what is said and what is done in order to develop strong planning strategies for addressing concerns
- Transition planning the companion planning model for strategic planning. This model assists managers in dealing with the emotional journey that both they and their staff take.
- Participative meeting structures many meetings fail to reach their potential because of a lack of genuine involvement and commitment. Strategies can be developed to enhance meeting processes
- Focus groups on issues decided by the organization. I synthesize and feedback the information to the groups and assist in planning the implementation phases
- Discourse analysis the observation and analysis of interaction patterns in different group and individual (one on one) settings
- Learning organizations and the impact of technologies
- Career changes
- Presentations
Presentations on any of the above topics including the issues of change around technology.
- Running Mate
I have now launched this branch of my company. Its purpose is to provide one-on-one consultation with leaders in organization. It combines the holistic approach of a mentor program with a focus on the issues the client is dealing with. I have also had my first overseas client. An executive director of a small, dynamic, emerging company in France was experiencing a complex and nasty personnel situation. We used e-mail and telephone contacts to provide her with the personal and professional support needed. Thanks to technology, I could be there and work closely throughout the process.
All leaders, regardless of the size of the organization and their level of responsibility, need to talk about the major challenges that face them, as well as about everyday dilemmas. Depending on your situation, it can be difficult to find that support within your organization.
Working with a Running Mate is a proven way to identify new perspectives and opportunities for action. The collegial relationship and learning processes are designed to break the isolation.
More than a coach a Running Mate is a colleague who:
- Brings the latest theories or processes to the discussion
- Challenges you to go beyond the taken for granted
- Stimulates your self confidence and knowledge
- Provides a personalized learning environment
- Acts as a sounding board on key issues
- Engages in finding workable strategies
- Assists with assessment of your leadership style and 360 degree feedback from staff
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