What are we attempting to achieve by running this leadership development program? How will we measure whether we have achieved it?
These core questions are asked at the genesis of every successful leadership program. Typically, the objectives are described in learning outcomes, leading to better leadership behaviours, leading to better organisational performance.
Increasingly, leadership programs are also used to build a positive culture, and help participants build their internal networks.
Small group coaching programs – particularly those delivered virtually – provide the organisational development team with the opportunities to dream even bigger.
For example, because group size is intimate, coaching pods allow participants from different parts of the organisation – divisions and geographies and cultures – to work with and learn from each other in a way they can’t do in large groups. Furthermore, there is an opportunity to dismantle barriers that exist in the organisation.
And perhaps the best example is that small group coaching enables leaders to build better relationships with their own leaders, because the episodic nature of the program provides many more opportunities than usual for managers and their reports attending programs to interact around leadership and personal growth planning.
We leverage these opportunities by asking our clients which problems that exist within the organisation they would like to solve. Together, we can then make tactical decisions about the design of the small group coaching program to address these problems.
We don’t change the design of the Fastlead program – we play with the settings (see Tip 3).