PAPERmaking! FROM THE PUBLISHERS OF PAPER TECHNOLOGY Volume 2, Number 2, 2016
Coaches who work with leadership development program participants provide that accountability – and more. They work with managers to create developmental goals that translate their learning into behaviour change and improved performance on the job. The coach can also help them overcome specific challenges they may face. Integrated coaching can take several forms. • It may simply include a one-on-one follow-up call between an LD program participant and coach. A coach and the participant will work together to identify the greatest challenges in implementing what they learned, and then together figure out how to move forward. • In other circumstances, integrated coaching might include a session to help a participant understand evaluations they took, a session together to write a personalised development plan with specific goals and objectives, and maybe even sessions with the participant’s supervisor to align expectations and solicit ongoing support and feedback. • Many leadership development programs even kick off with an integrated coaching session before participants show up in a classroom. This initial coaching session is designed to help participants clarify why they are embarking on this leadership development experience and helps them articulate what they hope to get out of the program. Whatever the case, the goal is the same – to maximise the value of the LD program for both the organisation and individuals by ensuring participants have the challenge, support, and accountability they need to implement and sustain their new skills.
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Article 9 – Leadership Skills
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