Developing Leaders In A VUCA World

Presented by Judy Laws, PhD, Foursight Consulting Group Inc.

Leadership in A VUCA World

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Source: Vijay Kambhammettu, 2014, http://www.entroids.com/blog/startups-in-the-vuca-world/

Why is Leadership Development Important?

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• Leaders are made rather than born• Leadership development provides employees with the

opportunity to improve their skills, develop their talents, manage their weaknesses, and reinforce their ability to use their personal knowledge and organization resources.

• There is a strong correlation between leadership practices and employee satisfaction scores and subsequent customer satisfaction scores

• Young workers are interested in joining organizations that are willing to develop them and boost their careers.

Why Leadership Development Programs Fail?

• Overlooking context• Decoupling reflection from real work• Underestimating mind-sets• Failing to measure results

Framework for Leadership Development

Five Leadership Development Options to Consider

1. Leadership Development Training Program2. Coaching with 360° Feedback Tool – Individual

Sessions3. Coaching with 360° Feedback Tool - Group Sessions4. Team Coaching 5. Creating a Coaching Culture

Leadership Development Training Program• Customized leadership development training program

based on areas identified requiring development e.g.• Leading Teams to Higher Performance• Unleashing Creative Leadership• Collaboration Skills• Managing Change• Communication Toolbox

• Modular design (1 – 2 days a month; 8 – 12 days total)• Action Learning / application activities• Assessments for self-awareness

Case Study: Professional Certificate in Leadership & Collaboration• Purpose: To complement the Practice Leads’ knowledge base, while providing

additional expertise and perspective in the areas of leadership, communications, innovation, change management and collaboration.

• Program Details:• 9-day program (2+2+2+1) from August 2015 – June 2016• Modules included:

• Rethinking & Improving Personal Leadership / Managing Differences• Communication Skills Toolbox• Consulting for Results & Managing Change• Leading Teams to Higher Performance• Strategic & Innovative Thinking Toolbox / Program Certification Simulation

• Program Feedback:• Fantastic program, well structured and very relevant. • Great content, well structured and excellent instructors.• I found it timely, informative and provided tools and skills which can be used daily in my work. • Very happy with the array of tools we learned. Nice that there were both theoretical and tangible

examples.• Very satisfied; looking forward to using this knowledge now and building on it in the future.

Coaching with 360° Feedback Tool

Individual Sessions:•Introduction to program and 360° Feedback Tool•Debrief meeting - 360° Feedback Tool•Meeting(s) with employee’s manager / key stakeholders to identify development areas for employee to work on•2 – 3 coaching sessions with employee to work on identified areas of development and action plan•Meeting with manager and employee to discuss progress and next steps

Case Study: Coaching with 360° Feedback Tool• Purpose: To help Derek prepare him for an executive role and enhance his

leadership capabilities. As part of the coaching process, utilized results from Derek’s 360° Feedback assessment to ensure his development plan was focused on areas that would have impact in his current and future role in Finance.

• Client Feedback:• I have been using Judy as my coach for over a year now. I initially reached out to her to help

me advance my career by preparing me for an executive role. As I started working with Judy I immediately recognized the value that she would bring to me both professionally as well as personally. Her coaching qualities that most resonate with me are her caring nature, her ability to listen and act as a sounding board for my ideas and finally her ability to help me discover that the answer to most problems comes from within myself. Judy has helped coach me in a number of aspects of my professional career. Specifically, as a result of Judy’s coaching I have been able to create an environment that transformed my staff into a high performing team, she has helped me gain the confidence to interact effectively with senior executives and most importantly she has provided me with the skills to achieve a greater awareness of myself. Coaching is very much a journey about one’s self and I am glad to have Judy Laws along this journey with me. Judy is without a doubt, my biggest cheerleader. If anyone is looking for a coach that is able to meld theoretical concepts with practical experience I highly recommend her.

Coaching with 360° Feedback Tool

Group Sessions:•Group meeting to introduce program and 360° Feedback Tool•Group meeting to debrief of 360° Feedback Tool•Meeting(s) with employee’s manager / key stakeholders to identify development areas for employee to work on•2 – 3 coaching sessions with employee to work on identified areas of development and action plan•Meeting with manager and employee to discuss progress and next steps

Team Coaching

• Team coach works with a whole team, both when they are together and when they are apart, in order to help them:• Improve their collective performance• How they work together• How they develop their collective leadership to more effectively

engage with all their key stakeholder groups

To jointly transform the wider business

Case Study: Team Coaching• Purpose: To assess and facilitate growth of each of the one-on-one relationships amongst

the BMC members in order to improve effectiveness of working relationships leading to maximizing collaboration and team effectiveness in strategic decision making and how off-line (non-group) situations are dealt with.

• Approach:• Phase 1: 36 pair interviews and questionnaire completion to:

• Understand the nature & effectiveness of current relationships• Build relationship map to determine effectiveness of BMC’s current relationship network

• Phase 2: Group Debrief session (6 hours) to:• Build Awareness of Group strengths, challenges by enabling them to explore the data & draw

their own conclusions• Phase 3a: Individual Debrief and coaching

• For each member of the BMC, build awareness of their relationship strengths, challenges and common themes and coach them on how to leverage their strengths and how to improve

• Phase 3b: Director Review – to provide summary key finding from phase 1 – 3a and a status of relationship building

• Phase 4: Facilitated Pair Discussions to implement and support the relationship action plans

• Outcomes: Improved working relationships and action plans to enable change

Creating a Coaching Culture Program

• A coaching culture is a place where…• Authentic leaders have amazing conversations that generate

improved results• We understand that the support for the solution is embedded in

those around us• Listening, and hearing, is the key to greater performance

• We can help you avoid common mistakes when developing a coaching culture by identifying where you are now and what needs to be done to create a successful coaching culture

Your Questions