Working With Dimensions of Leadership 2.0

The programmes take between 6-12 months to complete, during which the participants will evaluate themselves and their strengths via reflective texts and exercises.

How, then, should the participant use and develop these strengths in order to reach the goals they have set?

Because leadership is reaching results through and with others, part of the process is to reflect on the people who need to be involved to reach the set goals.

  • Whom do you need to reach the goal?
  • How can they be engaged in enough extent?
  • How can you get them to endure even when the process is slow?
  • How can you get them to increase their performance after a set-back?
  • How do you give them appropriate feedback?
  • How do you create the preconditions for motivation?

Tests and assessments are done both in the physical material and online, with instant results that are analysed together with the leadership trainer. They may involve both the participant and the individuals involved in the goal.

It is also common for participants to let the leadership trainer interview and perform situation assessments with key personnel. This allows the participant to get a deeper understanding of the situation, and thereby increase the yield of their efforts. A positive side effect is that other people in the organisation increase their understanding of the leadership development programme.

All the material we use is in a B5 format, and they come in custom made boxes. The format is essential for both the aesthetics and being easy to work with.

 

The Plan of Action

The beating heart of the programme is the Plan of Action. The Plan of Action needs to be available 24/7 for it to be alive and relevant. Whenever the participant wants to work on their future, the Plan of Action needs to be available. Regardless if it is the personal future, or the organisation where they work. The first Plan of Action our founder worked with during the 80’s weighed 3 kg (6.6lbs) and was difficult to work with in the daily work. It had it’s place on the shelf. The ideas one had had disappeared at the end of the day. Or were written down on a post-it note.

You need to be able to work with your leadership development programme when you have a moment to spare, or when you think of something you can use to reach your goals. It needs to be an integral part of your everyday life for it to be 100% functional. The Plan of Action addresses the goals on an organisational, professional, and personal level.

 

Working With Participants

You meet with your client with enough time between session for them to do what they are supposed to do, but not so much time between sessions that you lose momentum. Our advice is to have the sessions every 3-4 weeks, but no more than 5 weeks between sessions.

The programme encompasses enough time for new habits and behaviour to be established and stabilised.

The activities are done in the participant’s daily environment. Because that is where the results are to be met. Research shows that “sending the boss on a course” does not work. The team leader is to reach their goals with, and through, their team. Sending a dog owner on a course without the dog is often a complete waste of time. And the same can be said with leaders “going on a course” when it comes to leadership development.

Education and development are two very different things. Education is gathering information. Development is a process. It is therefore easier to create an educational programme than a development programme. Every part of a development programme has to drive the process forward. Reflection – Action – Learning. A psychologist in Australia tested a programme on some of his clients, and his conclusion was: “There is no missing link.”

As most leadership development programmes are a potluck of different theories and applications, it is therefore difficult to find the necessary conditions for flow in the developmental process.

To develop both width and depth in leadership and organisation, you need to have a multidimensional mirror for the client to see themselves in. This is achieved via reflection around the texts, through the sessions with you as a leadership trainer, and the tests and analyses surrounding their own leadership. One test is done online, while the others develop by answering questions in the material.

Recommended price per participant depends on the market where you work, but in Sweden the recommended price is: €4000-€6000 (excl. taxes).

 

Methodology – The Leadership Trainer’s Only Tool

As the leadership trainer is a person without real authority, the only tool available is the ability to communicate.

The methodology used is Motivational Interviewing. Motivational Interviewing is a counselling method used for eliciting change by strengthening the motivation to change.