Welcome to the Leadership Climb:
A Self Coaching Journey to Leadership Maturity
January Leadership Maturity Theme:
Adaptive Leadership
Adaptive Leaders practice situational leadership in their changing environments.  They are committed to individual's growth and are mindful/intentional of succession planning.
 
Click to explore our resources on Adaptive Leadership                                                            

Week 1: Assessment
There are a few things you can do to get the most benefit from your self-coaching.  We recommend recording your answers to assessment below in a designated "Leadership Climb Self Coaching" journal or notebook.   Your review and reflection on your answers now and in the future will be key to your continued growth.    

This is a reflective assessment.  The answers provide a qualitative, rather than quantitative, analysis.   You may choose one or more of the following characteristics to investigate over the next 4 weeks.
Situational Leadership

A leader must often adapt their approach as necessary to meet the needs of a person or situation to achieve the best results. 

To assess your personal competency in Situational Leadership, we invite you to learn more about a popular leadership style model 
taught by Ken Blanchard in his  Book Leadership and the One Minute Manager.

  Self Coaching Assessment:   

1. What is your preferred leadership style? 
2.  What is your least preferred?

On a scale of 1-5 (1-Not Very and  5-Very):
3. How comfortable are your with other styles of leadership? Why or Why not?
4. How often do you shift your leadership style to adapt to the person or situation? 
5. How committed are you to working on your ability to adapt your leadership style appropriately?


If you find your commitment high, but your proficiency lower than you'd like, our coaches can help you more carefully assess and develop your skills.   Contact Us or find more information here. .
Committed to Individual's Growth
As an effective/adaptive leaders, you have and important a role to fill in the growth and development of the people you lead/influence.  This growth and development should include organizational performance goals as well as personal goals.
 
Adaptive leaders are actively engaged in regular discussions to understand how to best support the development of their team members.
  Self Coaching Assessment:   

1. How frequently do you have conversations with your team members about their goals and development?  
2. Is the time you are spending effective?  Why or why not?
3. What would you do the same? What would you do differently?
4. How effective are your current processes in seeing positive results? What are your indicators?
5. What is the biggest hurdle you face in helping them achieve their goals?
6. How much time do you spend learning about your team members personal goals?
7. How often have you taken action to support these goals?
Succession Planning
Leaders of all levels should be conscientiously planning for members of their teams to take on their current leadership role as they look to the next promotion and/or retirement. 

A key aspect to succession planning is to have a clear understanding, supported by evidence of skills, knowledge, desire and abilities for a person to be ready to move to the next level. 
Equally important, a leader needs to work with that team member to identify gaps, areas that are not mentioned in the job description (such as having political savvy, and connections, etc.) and create a development plan.
  
There may also be times when a team member is a strong contributor but their strengths are better suited for another team/department.  In this case, a leader should work with the team member to identify other opportunities that best utilize their strengths in the organization (or even outside the organization). 
  Self Coaching Assessment:   

1. As you consider your next professional opportunities, who have you identified as a potential successor(s) for your position?
2. Have you assessed and discussed with them your intent, their desire, strengths, knowledge, and experience?
3. If not, when will you?
4. What have you done to identify and address opportunities for development? 
5. What is your/their plan and timeline achieve these goals?
6. What other opportunities are available in your organization (or outside your organization) to utilize their strengths if they are not the best fit to grow within your current team?
MSBCOACH Leadership Maturity Model
Depending on whether you (or your team member) are at the executive, mid-manager level, supervisory, entry, new to organization or new to role level, there are core competencies that are necessary for successful progression on the Leadership Climb. Adaptive leadership is one of these competencies.  

The leadership competencies as defined in our MSBCOACH Leadership Maturity Model create the backbone of our coaching, training and the we work we do everyday. 

Learn more here...


MSBCOACH | 434 293 5758  | info@msbcoach.com | www.msbcoach.com