You’re designing a leadership development coaching program. What are the most important things to consider?

The purpose is the most important, why am I designing the leadership development coaching program? Who are my audience? Are they willing to be trained at that point in time? What would be the sole aim of the coaching? Will the impact be positive or negative on the world? The purpose of this coaching must align with personal goal with like-minds that are ready for development and transformation.

Identify the measures of success and how can you record success, what is the outcome/s of this program, who will benefit from this program, how will you get their buy-in, and what obstacles/challenges can you foresee in the rollout of the program that you can prevent from occurring.

In my experience, the essence of a good success measurement strategy for a leadership development program is focussed on the individual leader and involves obtaining feedback from self-evaluation and those the leaders impact--employees/peers/stakeholders (anonymously) and, superiors. Additionally, the measurement tool is used to benchmark participants at the beginning, using established, generally accepted leadership competencies consistent with success and company culture (and measures also behaviours that may be consistent with ineffective leadership). At the end of the program, measurements are then taken in the same way and compared. Participants should have supports to implement change strategies, including coaches, mentors, etc.

In my experience, designing a leadership development coaching program begins with understanding the unique DNA of your organization. Purpose is paramount, but it must be intricately aligned with the company's culture and the specific needs of its leaders. By integrating data-driven insights with a holistic approach to employee engagement and team dynamics, I've seen firsthand how tailored strategies can significantly enhance leadership capabilities across the board. This approach not only addresses immediate leadership development needs but also fosters a culture of continuous growth, collaboration, and innovation.

Based on my experience, identifying a clear business need is paramount. Once this need is established, it provides the strategic foundation necessary to define the WIIFM (What's In It For Me) for leaders. Following this, it's crucial to engage with discerning stakeholders to vet the concept. Their insights can be invaluable in shaping and refining the program for broader acceptance and implementation.

Combine the initial assessment with a one hour in-depth interview time understand each of the participants in the program. The methodology need not vary, but cliffnotes often help in communicating the process , findings and future actions in a way customised to each leader’s unique background. This can make all the difference in the receptivity and impact that the program creates.

D&I are important when we design coaching programs, especially for multinational, multi-cultural, multi-generational organizations. Keeping in mind different experiences, cultural norms, expectations when we design the program. Surveys, conversations, focus groups etc. are helpful in understanding the audience. However, at times, when it is not possible to get to know the audience, modular approach and flexible learning formats can help support the unique individual needs.

In my experience, It's important to assess their level of experience in leadership roles, their industry knowledge, and any specific technical skills or competencies they may need to develop. Additionally, understanding their personal values, beliefs, and motivations can help tailor the coaching program to resonate with them on a deeper level and increase their engagement and commitment to their development journey. Finally, gathering feedback and input from the audience throughout the program can ensure that their evolving needs and expectations are being met effectively.

Ter clareza sobre a trajetória de cada pessoa participante e as necessidades de desenvolvimento de cada uma, assim como as demandas da liderança e das equipes. Essa clareza ajuda a definir as metas de desenvolvimento individuais.

Leadership development coaching program requires a clear purpose and vision from the stakeholders. Once we are aligned with the stakeholders, working with the coach community and revisiting the overall strategy will be critical for the success of the coaching intervention. Coaches need to engage with the target audience to understand their motivation and specific coaching needs. Leadership assessment tools and reflection points can help to monitor progress and impact of coaching. Over time, you can see the real impact of how coachees are able to build a growth mindset and apply the knowledge and skills in their everyday work.

Make sure that the program aligns to the leadership principles of the organization. If the organization has no leadership principles then you should challenge the need for a leadership development program and suggest that work needs first to be done on clarifying the leadership principles.

Fazer um bom diagnóstico antes de estruturar o conteúdo do programa é fundamental. Apoiar o diagnóstico com testes como o Mapeamento Comportamental DISC é excelente para ter informações consistentes e complementar a sua percepção. A partir disso definir os conteúdos que irão suprir essas necessidades encontradas. Haverá desdobramentos como: Há necessidade de um consultor? Há pessoas na empresa que podem suprir alguma necessidade que os líderes tem? Todas essas informações irão ajudá-lo na fase de construção de conteúdo para o seu programa de liderança.

While it's essential that participants know what the organization expects of certain leaders and for them to have a way to self-assess and be measured against these standards, it's equally essential for participants to be able to choose which area they want to tackle first, as likely only those things that matter to the participant will ultimately be successfully implemented. Coaching clients need agency over their program as well, along with safety and confidentiality in terms of what they choose to share with a coach.

While designing, the content should be adaptable and responsive to emerging trends, changes in technology, and shifts in the business landscape. Incorporating a mix of theoretical concepts, practical tools, case studies, and real-world examples can enhance the relevance and applicability of the content to the coachees' leadership roles. Furthermore, fostering a learning environment that encourages experimentation, reflection, and feedback can facilitate deeper learning and skill development. Lastly, considering the coachees' preferences for self-directed learning, collaborative activities, or experiential exercises can help tailor the content delivery to their individual needs and learning styles.

One of your most valuable tasks as a coach is to provide insight to how your client is seen by others. You need to break through defenses and deliver directly, yet with compassion.

Consider adopting a holistic approach and utilizing principles like the 70-20-10 model. By effectively integrating learning back into the workplace, you can enhance knowledge retention and transition into ROI (Return on Investment) when the training is holistic in nature. Remember, learning is not a one-time event but an ongoing journey.

In a recent coaching program, we utilized a blended approach, combining in-person workshops with virtual sessions. This allowed flexibility for participants while maintaining engagement. Additionally, interactive discussions and role-playing activities encouraged active participation and skill reinforcement.

In my experience for better delivery experoence, Providing regular updates, reminders, and resources through a centralized platform or portal can help keep them engaged and informed throughout the program. Additionally, incorporating feedback mechanisms, such as surveys or focus groups, can help gather insights into the effectiveness of the delivery methods and content, allowing for adjustments and improvements as needed. Moreover, leveraging technology and digital tools can enhance accessibility and flexibility for coachees, allowing them to participate in sessions and access resources at their convenience. However, it's essential to ensure that the chosen platforms are user-friendly, secure, and compatible with the coachees' devices

A regular Strengths-based Leadership Program consists in: Alignment of Objectives and Expectations for the program. Kickoff meeting introducing the program to the participants. CliftonStrengths Assessment. Individual and Team reports. Individual Coaching sessions. Leadership Toolkit. Team workshop (Identifying and Living your Strengths with powerful dynamics), Executive Summary. Depending on organizational needs, it may also include further sessions or workshops/webinars that complement with Employee Engament, Leadership Agility, Organizational Culture, etc.

Coach selection is an important element of building a leadership coaching program. Here are a few key tips: 1. Find coaches who are credentialed through recognized organizations (for example, ICF) 2. Ensure coaches collaborate with stakeholders to identify objectives of the coaching program 3. Establish coaching agreements with participants and stakeholders so everyone is on the same page with what to expect from the coaching program. 4. Identify measures of success for the coaching program and how progress will be tracked.

Our coaching team comprised seasoned leaders with diverse backgrounds and expertise. Each coach was carefully selected based on their ability to connect with participants and provide personalized guidance. Regular feedback sessions and ongoing mentorship ensured coaches remained effective and adaptable to participants' evolving needs.

Choosing coaches for your coaching program is crucial for its success and impact. By selecting Gallup certified coaches who are members of the International Coach Federation (ICF), you ensure a high standard of professionalism, credibility, and quality. They possess the qualifications, credentials, and extensive experience in leadership development coaching. They foster trust and rapport with coachees through their proven expertise and ethical practices and receive ongoing training, supervision, and support to continuously enhance their skills and stay updated. With Gallup Coaches and ICF members, you can be confident in the effectiveness and integrity of the coaching program, providing top support and guidance in the leadership journey.

In addition to selecting coaches with relevant qualifications, credentials, and experience in leadership development coaching, it's important to ensure they possess strong interpersonal skills, empathy, and cultural competence to effectively engage with coachees from diverse backgrounds. Recruiting coaches through a rigorous selection process that includes interviews, reference checks, and possibly coaching simulations can help ensure that they meet the program's standards and values. Additionally, establishing clear guidelines and protocols for handling feedback, conflicts, and ethical issues can help maintain professionalism and integrity in the coaching relationships.

“Credentials” vs “experience” … the most controversial topic I come across. Get some popcorn and settle in. Would love to hear thoughts.

Allocate resources efficiently to support program implementation and participant support. This includes investing in technology platforms, training materials, and external expertise if necessary. Having a dedicated budget and logistical support streamlines operations and enhances the overall coaching experience.

The tools you use to help guide leaders/prospective leaders are very important and help accelerate the coaching process. Consider psychometric tools and 360-degree feedback processes as an essential element to the program.

Your biggest resource is at your program. Not your hourly cost. Not your packages. But your client. That’s how you run a business smoothly. Yes, sure, iterate on your coaching program, iterate based on statistics and research. But, always iterate first on your client. This is a much different model than the higher article understanding of using vanity metrics to make sense of what we should do and where we should go and what our focus should be. Everything should be militantly relational, that should be the only metric we aim for.

Your biggest resource is at your program. Not your hourly cost. Not your packages. But your client. That’s how you run a business smoothly. Yes, sure, iterate on your coaching program, iterate based on statistics and research. But, always iterate first on your client. This is a much different model than the higher article understanding of using vanity metrics to make sense of what we should do and where we should go and what our focus should be. Everything should be militantly relational, that should be the only metric we aim for.

Understand that people's time and attention spans are limited. Provide materials that are easy to digest. Provide opportunities for add-on coaching. Allow participants to meet and mingle and learn from one another. Integrate courses into "learning lessons" that complement their jobs.

In designing a leadership development coaching program, vital key aspects are: a) Understand the specific leadership challenges and developmental needs of participants through assessments, interviews, and feedback mechanisms. b) Define clear, measurable goals aligned with organisational objectives and individual aspirations to guide the coaching process effectively. c)Customisation: Tailor coaching interventions to the unique needs, learning styles, and personalities of participants to maximise relevance and impact. d)Accountability: Set clear expectations and hold participants accountable for their growth and development. e)Skill Building: Offer a range of development opportunities, including skill-building workshops

It’s not about my purpose and my content it’s all about what the organisation and audience would like to achieve. Understanding that purpose would help to create a meaningful journey