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SERVANT LEADERSHIPIMPLEMENTATION PROCESS

Step 2: Foundation

Step 1: Feedback

Step 3: Executive Coaching + Accountability Panels

Step 4: Mastermind Groups

Step 5: Training Reinforcement

OUR SERVANT LEADERSHIP IMPLEMENTATION PROCESS

Developing servant leaders and changing your corporate culture will not happen overnight. And it certainly won’t happen through training alone. It’s a long-term journey that requires commitment to change, a strong foundation, and a sustainable learning process. Ours is prett y robust. What makes it unique? We’ll take you deeper into your journey than most stand-alone leadership training programs.

Our process for implementing servant leadership development into the life of your organization is a result of adapting research and best practices as wellas studying the techniquesof some of the brightest mindsin the business.

WHAT WILL IT TAKE?

THE PROCESS IN FIVE STEPS

Now let’s be candid with you. To really ensure success, it’s important that people engaged in this process are fully convinced that the top leadership is fully committ ed to the process. This means, at the onset of the engagement, we seek buy-in to the need for change from key stakeholders and top leadership. Everyone must be in the same bus, headed in the same direction. This is a must for this program to succeed.

Here’s how the process works. As we said, it’s a long-term journey so a typical engagement length is anywhere between one-to-three years, depending on how far you want to go.

FEEDBACKSTEP 1 This is where we identify the gaps. We’ll use the Organizational Leadership

Assessment (OLA) and OLA360°. These are two instruments specifi callydesigned to assess organizational health based on six key areas of eff ectiveservant leadership. Basically, at this stage, we will clearly identify the “gaps” between where the manager/leader needs to be as the leader versus their actual level of performance as the leader.

EXECUTIVE COACHING + ACCOUNTABILITY PANELS

ACCOUNTABILITY PANEL (AP) #1

ACCOUNTABILITY PANEL (AP) #2

STEP 3 In order to eliminate those gaps and measure results, bi-monthly or weekly coaching sessions will take place to accelerate learning throughout the whole program. Two SMART action-plan goals are set quarterly by each participant. These goals are developed from the feedback stage and OLA/OLA360° summary reports. Coaching engagements will typically last between six months to one-year.

The Accountability Panels (AP) are those extra steps and stretch assignments where we see the magic happens. To really solidify the coaching process, each coachee appears quarterly before an AP to discuss their OLA results and to present their SMART plans and goals for the panels. The purpose of these steps is to provide participants with added support and to increase accountability.

But let’s be honest here. It will take courage and transparency on the part of the coachee! While they may experience some level of discomfort and friction, we have found it to be necessary to ensure that mutual goals and expectations (between all involved parties – participant, executive sponsor, direct manager, HR, the coach) are being clearly communicated and carried out in a spirit of collaboration, openness and support. Most coachees, when open and trusting of the process, will also increase their level of assertiveness and authenticity as leaders, in order to serve well. It’s all part of the development process.

There are two quarterly panels throughout the coaching engagement.

AP #1 is co-facilitated by the coach and a corporate sponsor or direct manager depending on the situation. We also make sure that the top decision-maker, an HR person, and the participant’s immediate manager is present.

AP #2 continues to ensure each participant’s improvement process. Here, participants are asked to share their OLA summary results and their SMART action plan and goals with their selected peers and subordinates in a group setting. Again, to ensure success, it’s important to note that once shared with peers/subordinates, friction and accountability are once again greatly enhanced to ensure individual behavior change until those changes become habit (second nature).

FOUNDATION STEP 2 This is where we set the standard for servant leadership. We’ll conduct the

education and training programs customized to your organization and set the bar for the behaviors and practices that need to take place for servant-minded culture change. This training program is a curriculum, each building on top of the other. Commitment to the whole eight-part series is crucial to set a strong foundation for success of the whole program.

MASTERMIND GROUPS

TRAINING REINFORCEMENT

• AUTHENTIC LEADERSHIP SKILLS• BUILDING COMMUNITY • SHARING LEADERSHIP• VALUING AND DEVELOPING PEOPLE• EMPLOYEE ENGAGEMENT• COACHING EMPLOYEES

STEP 4

STEP 5

Participants enrolled together in Mastermind Groups will share, in a peer-supported, roundtable format, the practices and disciplines they have been learning and applying throughout the program, as well as their personal stories along their journey. The sessions will allow for each person to “go deeper,” fostering the practice and development of communicating with vulnerability and assertiveness – two very important qualities of servant leadership. Note: This is not a “touchy-feely” therapy session! Every session is laser-focused about bringing back ONE THING to the organization in order to have impact and get better results, and holding each other accountable for practicing the principles. Groups are facilitated by one of our certified coaches. Sessions meet weekly or monthly for 60-90 minutes.

To continue reinforcing the foundation for Servant Leadership, immediately after Step 4 is initiated, we will begin delivering on-going (monthly) 45-60 minute leadership training modules via webinars/teleseminars on topics such as:

WHY SERVANT LEADERSHIP?

When people feel valued, they value what they do, and they will produce better work. If you’re not convinced, here is what research is saying are some top reasons to consider servant leadership development:

• Influence employees, peers, stakeholders & your community in a positive way

• Happy employees = Happy Customers

• High employee engagement and retention

• Excellent corporate culture is developed

• Increase trust and build better team relationships.

• Higher performance = higher revenues

HOW THIS PROGRAM TRANSLATES TO THE BOTTOM LINE

COST OF PROGRAM

Profi tability is directly connected to employee engagement. In fact, research by Gallup found that companies with a highly engaged workforce are 22 percent more profi table and engaged companies grow profi ts as much as 3X faster than their competitors.

And great servant leaders are prolifi c at engaging employees! This is why we do this –to equip your leaders to change from the inside out, thus producing bett er teams, bett er workers, and bett er bott om-line results.

E-mail us and let’s discuss the best options. Although we have a clearly-designed processthat is fi eld-tested, we can cater to your specifi c needs with a custom program that worksfor you! Many other factors are involved in the total cost of your program, including number of participants, number of coaching sessions per participant, the cost of assessment per person, and how many participants in a mastermind group. Regardless, we will work allthat out in a way that fi ts with your needs and budget in mind. Let’s talk!

Contact US TODAYto schedule a discovery call – this one’s on the house. Let’s explore possibilities together.

info@leadershipfromthecore.com | www.leadershipfromthecore.com | (310) 283-1830