executive leaders are huge successes in their work environment but are failures in their family and home contexts. They are trained to work with their life, relationships and self-wellness in measurable ways. They are given practical tools to defuse conflict and they are trained in the dialogical approach to connecting rather than just communicating. “It is a life-giving experience and we have been empowered to make a success of our self-governed future. We are no longer prisoners of our patterns but pioneers for the future that we believe in as a couple. We found connection synergy and balance in our relationship space. Let the challenges of reality come! We are equipped,” said Angela and Simon, both young executives in the financial industry.
A coaching rather than a training
approach drives the other two-day clusters. The participant’s actual realities are intentionally woven into the learning process. There is a balance of formal course tasks but they are directly linked to actual issues that the leaders face in the world of work. Knowledge and theory regarding needed skills are part of the download process but this is based on a personal adult learning approach and leadership competencies, skills, knowledge and experience is woven into their work realities. They are coached in the latest leadership team-ness world-class benchmarks and competencies. Effective leading is ensured as the philosophy focuses on their L.E.E.E.P.P.P.™ process model.
“Measurement is based on a pre-course measurement, a mid-course measurement and final reading, all done in a Coach Feedback 360, together with the company performance measurement system. It ensures a high degree of reliable and valid ROI and VOI,” says Kruger.
“Other aspects that are integrated into the coaching process are strategic live thinking, people and relationship dynamics, adaptability and results-driven orientation, creativity and innovation to solve real- time issues faced in their work reality.
24 Management Today | June 2012
This is added to business and technical expertise which includes cross-functional knowledge, management, business acumen and finance along with customer engagement practises and service delivery, integrity and ethics, conflict management techniques based on the latest dialogical approach and building profit-minded diverse teams.”
Over a period of 24 months this process empowers each young leader and after having interviewed previous participants, I am convinced that this has to be one of the most exciting, relevant and unique young leader development processes that recognises and incorporates company culture, long-term strategy and respects the younger generation’s values of independence along with a desire for structure, given by the coaching and interactive class work and personalised coaching that backs the process all the way.
All young leaders appreciate being
treated with dignity and honesty in a sustainable way. They respond to personal focus and the stability of the coaching and mentoring process built into the philosophy. They thrive when they have the backdrop of resources, measurement in shorter segments, wisdom from other leader-elders/role models and are kept on their toes with the relevance of what they are doing in real-time terms of value-add in the company.
Leadership is dynamic and it needs to be developed with these principles in mind. Younger and older leaders that evolve this way are indeed a new generation that will understand deeply and will change the world of work as we know it in the future.
Bill Price - Master Executive Global Business Coach, Strategist and international speaker/provocateur of note. He trains leaders in accredited courses, to be professional business, life, wellness, safety, relationship, career and spirituality coaches. Bill profiles success models in business and is a member of the UK futurist organisation, FORESIGHT. Contact him at
bill.price@
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