New Approaches to Leadership and CoachingWould you like to:

  • Increase employee engagement by up to 8 times?
  • Double/triple leader’s motivation to implement a personal development plan?
  • Build coaching and leadership skills around natural strengths?
  • Make performance appraisals an inspiring event people look forward to?
  • Double rates of improvement from 360 feedback?

Sounds farfetched, I know. It might even sound like I am about to send out e-mails declaring the death of a rich uncle with unclaimed millions just waiting for you!

But these claims are supported by rigorous research. In yesterday’s webinar on Ground Breaking New Approaches to Leadership and Coaching Development I backed up these statements with evidence. Click on the link if you’d like to watch the webinar.

Here’s what I covered in 60 minutes of “skipping across the ice bergs” of deeper new research and applications:

  1. Same Old Approaches = Same Old Results
  2. Keys to Building Coaching and Leadership Strengths
  3. Critical Differences Between Traditional 360s and a Strengths-Based 360
  4. Cross Training: A Revolutionary New Approach to Building Strengths
  5. Six Steps to Extraordinary Coaching
  6. Possible Next Steps
  7. Q & A

Momentum is shifting toward building strengths instead of fixing weaknesses (which most performance management and development plans focus on). More and more organizations are using this approach to build highly effective leaders. Just this month, announced they’re scrapping their traditional performance appraisal system and moving to a strengths focus, joining the ranks of General Mills, Wells Fargo, Queens University, and many others.

Zenger Folkman’s pre/post studies show that when a leader finds his or her leadership and coaching “sweet spot” he or she doubles the payoff of their development efforts. I never tire of watching workshop participants build excitement and energy for acting on their 360 feedback when they find their key leverage point.

In his book Strength-Based Leadership Coaching in Organizations: An Evidence-Based Guide to Positive Leadership Development, executive coach Doug McKie reports:

“Strength-based approaches have the capacity to enhance the working lives and effectiveness of all employees by helping them raise awareness of their strengths, align them with the needs of the organization and build mastery in leadership capability. Used skillfully and wisely, strength-based approaches have the capacity to transform leadership capability within organizations.”