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Welcome to the Leadership Climb:
A Self Coaching Journey to Leadership Maturity
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June Leadership Maturity Theme:
Change Champion
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Leaders who are Champions of Change assess and anticipate future needs, challenge the status quo, take calculated risks, and present a clear vision to negotiate and execute change in their organization.
To explore more of our resources on Championing Change, click here.
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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 week is about creating a plan to improve your ability to be a Change Champion. It will be helpful to revisit your self coaching assessment that you did last week.
If you missed Week 1 - Assessment - click here to find the questions to catch up!
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Change Champion
As Change Champions, it is upon us to anticipate and asses the future needs and obstacles to creation of that vision. We need to not be afraid to challenge the status quo and to inspire others to take calculated risks to bring about this change. A Change Champion both inspires the initial excitement and fully commits to negotiate this change, even when the going gets rough.
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As you begin to build a plan of action for to develop your skills as a Champion of Change, we invite you to explore other thought leaders on different ways you can approach this:
Change is intensely personal. For change to occur in any organization, each individual must think, feel, or do something different. Even in large organizations, which depend on thousands of employees understanding company strategies well enough to translate them into appropriate actions, leaders must win their followers one by one. Think of this as 25,000 people having conversion experiences and ending up at a predetermined place at approximately the same time. Small wonder that corporate change is such a difficult and frustrating item on virtually every company’s agenda.
Much has been written about organizational change, how to compel people to change and how to lead change, with the majority of it focusing on finding the right motivation or creating a compelling vision that somehow creates a “shock and awe” effect to suddenly have people “see the light.”
Change is inevitable—and it's often the key to success. A look at the emerging themes of adaptability in the workplace, and companies’ adaptability to societal needs, from Chicago Ideas Week.
The Prosci® ADKAR® Model is
a goal-oriented change management model to guide individual and organizational change.
ADKAR is an acronym that represents the five milestones an individual must achieve for change to be successful:
awareness, desire, knowledge, ability, reinforcement®.
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Self Coaching - Creating a Plan:
As you re-read your assessment from week one, we encourage you to begin a plan of action to become more focused on your Emotional Intelligence...
- Identify one or two examples where change, or resistance to change, have recently been a problem.
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Think of a few times in past experiences where this was an issue. What are the commonalities in the situations? What are some underlying reasons may have been an issue for you, your team or people in general?
- Imagine three facets, large or small, of yourself that if altered would benefit you in a positive and productive way. How about the organiation in which you work? What approaches might bring about those changes?
- Make a list of processes or steps in transition that might create sustainable change in these areas. Review the ADKAR model above for ideas.
- Identify 3 opportunities to act on your identified plan this week. Who will be your accountability partner?
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MSBCOACH Leadership Maturity Model
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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.
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...
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If you find that your commitment to develop your leadership maturity is high, but your proficiency or resources lower than you'd like, our coaches can help you more carefully assess and develop your skills.
Contact Us
or
find more information here.
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