Loichinger Advantage

Key Components and Development Tools

The Leadership Advantage combines development tools and workshops with one-on-one leadership coaching.

No other developmental initiative leverages proven development tools with the depth of instructional talent, while keeping the investment reasonable.

Our firm has successfully established the developmental framework, removed the complexity, while assuring your organization a robust ROI.

The Leadership Advantage:

• offers a six-month development experience
• has limited participation to ensure personalized attention
• uses a suite of proven development tools
• accelerates the application toward results

Key Leadership Advantage components include:

• Stakeholder Engagement & Orientation Session

  What: This two-hour session provides participants, managers, and sponsors with an overview of the program, describes The Leadership Advantage process, discusses program benefits, outlines mutual expectations, and answers any early questions.

  Why: It is designed to help participants think about how their participation will facilitate their leadership growth, where the commitment for time and resources is most critical, and build a shared accountability towards success.

• Polaris® Competencies & Power Pulse Assessment

  What: Each manager invite targeted employees to respond to an on-line survey that will in turn, provide feedback on his/her current leadership performance in competences critical to leadership success.

  Why: Learning and growth occur as a result of feedback offered willingly and focused on the individual’s developmental needs. Such feedback is one stream of data used to enhance the individuals perspective of their abilities.

• Individual Leadership Development Plan

  What: This is a tool that customizes the learning context and focus to the individual needs of the managers who participate. They are able to consider their needs and strengths as they work through the process.

  Why: This plan will help each manager to focus the development experience, to target their learning application, to leverage the strengths, and to discover the unique qualities of leadership they possess within.

• Targeted Competency Development

  What: Facilitators and coaches will come around the participating managers as they participate in five developmental workshops:

  • The Engaging Leader — helps participants understand and build skills and tools that will help them be an engaging leader.
  • Personal Drive & Energy — helps participants demonstrate and sustain a high-level of energy, ambition, and drive about their role as leaders.
  • Active Communication — helps participants understand how to clearly convey and respond to factual and emotional information from others.
  • Influence Skills — helps participants develop and execute skills in directing, persuading, and motivating others.
  • Relationship-Building — helps participants understand that leader effectiveness is a function of productive relationships with others.
    
    

  Why: Participating managers will build and enhance their knowledge & skills in critical leadership competences, thereby enabling them to grow professionally, but to reach and engage others more effectively

• Developmental Leadership Coaching

  What: Leadership coaching is the support and guidance offered by an outside expert, with the aim of improving targeted skills and overall leadership performance.

  Why: We believe that the managers who will be participating, along with their sponsors and the organizational sponsors, will be eager to improve and demonstrate results. Having a coach alongside the manager will provide the support needed to accelerate application and measurable results.

• Report Out of Level 3 Results

  What: Each participating manager will monitor the implementation of their individual development plan and report results to their manager and sponsors along the way, at formally at the conclusion of the six-month process. Progress will be tracked through the individual leadership development plan as well as journaling.

  Why: Much of our developmental focus will be in raising the confidence and ability of individual leaders, along with demonstrating measurable results for their efforts. All too often, leadership development efforts have not been a satisfactory experience for managers, sponsors and partners.

• Follow-Up

  What: Coaching will continue on all levels – peer coaching with other managers who participating, sponsor coaching from the manager’s manager, and finally, leadership coaching on two occasions.

  Why: We believe that the managers will not only continue to improve their leadership in the targeted competencies, but that the changes will have a much greater likelihood of sustaining themselves if ongoing coaching and support is offered by peers, coaches and sponsors.