Over the last few months we’ve been working on something that I think is a game-changer in organisational development. If you’ve worked on an ‘industry disrupter’ you’ll understand my excitement, and if you want to accelerate performance across your enterprise you might be interested in the model we’ve been working on.
What are companies looking for?
In our company we take a coaching approach to developing leadership – usually at executive levels. We focus on results for our clients and some of those results include enhanced individual and team leadership capability, and sometimes the development of a coaching culture within their organisations.
In my role I talk to a lot of individual clients and companies, and the concern for everyone is, “How do we deal with rapid change? How to we equip our people and our business processes for agility and responsiveness? How do we maintain both high levels of performance and innovation in the face of uncertainty on so many levels?”
Leadership at all levels
For some time now, organisational researchers have been telling us that the best companies enact leadership at all levels (Gahan et al. 2016). Employee experience of organisations is very much defined by the leadership of their immediate manager. The manager is the organisation for them, and people’s decision to quit is most often linked to poor management, particularly at frontline levels. So it makes sense that developing leadership at all levels of management will result in increased employee engagement, greater discretionary effort, and enhanced execution on strategy.
Leadership at all levels is a great advancement. However development of this kind is still generally nested in a linear, hierarchical model of organisation. We have all grown up with this model, in which decision-making, delegation, execution and communication move along relatively slow pathways. Complexity (non-linear) thinking has been around for a while now, but we need to start really operationalizing it in terms of organisational processes, with communication channels being rich and fluid networks of information sharing and feedback. But how do we achieve that?
Think of the organisation as a living entity. Leadership development needs to equip leaders, managers and other key influencers with the shared mindsets and skills to lead and respond fluidly across this organism for enhanced communication and accelerated performance.
So how does all this relate to my excitement about our disruptive coaching model?
We are now delivering enterprise-wide leadership coaching for organisations to accelerate their leadership capability. The game-changing combination of Executive Central’s senior executive group and individual coaching solutions and our Coachlive ® Program allows us to deliver leadership development across your living enterprise. (Coachlive ® delivers high quality and cost-effective leadership coaching across all levels of the organisation.) This enterprise-wide coaching model is ideal for organisations with dispersed locations: it works perfectly for virtual delivery and remote teams.
So what, you may ask?
The ‘so what’ is important! What we’re finding is that as well as the benefits we expected from enterprise-wide coaching – building employee engagement and enhancing performance, there are other, unexpected benefits. What we’re finding is:
Leadership alignment: Leadership and management are aligned both horizontally and vertically. As well as line management working more effectively together, leaders are working more seamlessly across the enterprise. They are thinking and collaborating across silos.
Shared Understanding: The multi-directional leadership alignment is due to several things: a shared leadership language, understood and agreed strategy and vision, and a sense of shared ownership of the business.
Process alignment: Leaders are also aligned on the three planes of strategy (vision, goals and planning), culture (values, messages and approaches) and operations (processes, execution, drive to results).
Communication Loops: This across-the-board development creates an intelligence flow: a communication and feedback loop from strategic to operational and frontline levels and back again.
We really do see the enterprise-wide coaching model as a game-changer, with applications for: organisations with geographically dispersed teams; global enterprises who wish to solve the problem of regional and cross-cultural collaboration; and one-site companies who want to quickly position themselves for agile responses to environmental changes.
Transparency in results
Our enterprise-wide coaching aligns to your leadership capabilities, culture and strategy. With pre and post assessments, agreed indicators and comprehensive formative feedback, the impact of the coaching is easily assessed. More importantly, we can tailor the program and parameters along the way in response to evolving needs.
If you are feeling a little intrigued and would like to find out more, don’t hesitate to email me or call me. I’m always happy to grab a coffee and share what we have delivered and the results.