10 key design elements in our leadership programs
1. Program Design
Leadership Development Programs vary in length and content according to the needs and budgets of each client, but all are designed around
LIM’s Action Reflection Learning methodology. We maintain a flexible approach to each client and their wishes and restrictions, and so we co-design each program in close collaboration with that client.
Program sessions vary between two and four in number, spread out over a period of months. These sessions can last from 3-5 days, depending on client needs, and they include work on the project and work on the development of skills and acquisition of new tools and processes. Roughly 50% of the time is allocated to project work and 50% to programmed learning opportunities. We suggest having at least one ‘interim’ period between sessions when participants return to their place of work and attempt to put into practice what they learned in the previous program session. Program sessions are held wherever the client does business.
2. Client Sponsored Projects
Each project team works with an internal Client, the project owner, who typically is a member of the Executive Team, and who is responsible for results. Clients are aware that project teams have a dual focus: 1) working with their client's system to find a solution to the organizational challenge, and 2) learning about teamwork and leadership as they solve the challenge.
3. Team leadership and membership
Participants work as members of a project team which has been charged by its Client with solving the business challenge. As they do this, members learn about team leadership, team membership and the characteristics of a high performing team. About half of the program time is allocated to project work, and half to developing competencies and behaviors required of effective teams. As a result there are many opportunities for the teams to learn about meeting management, project management, consulting, decision-making, conflict management, negotiation, contracting, cultural differences, and functional difference—in addition to the project they are working on.
4. Learning Coaches
As project teams work on their business challenges, they are supported -- and challenged -- by
LIM Learning Coaches who look for opportunities to reinforce effective teamwork, raise awareness, introduce just-in-time tools and processes so the team can accomplish its project and its learning goals. Each Learning Coach has gone through
LIM’s Learning Coach Certification Program, thus ensuring a continuity of approach, values and process.
5. Just in Time Learning
Learning Coaches provide concepts and tools to individuals and teams just in time. Traditional training programs suggest tools for use at some unspecified future date. We call this “just in case learning”, and believe it is not as meaningful as offering a tool or process at the precise moment when the team needs it. The tool is timely, relevant and effective. To emphasize relevance of the learning, we tailor learning interventions to fit diverse learning styles and use lectures, videos, role plays, fish bowls, simulations, case studies, reflection, writing, dialogue, skits and field trips.
The majority of our learning is experiential occurring during the project work, but we also invite internal or external professional Subject Matter Experts to provide pre-planned workshops that address critical business issues when needed.
- Change Management - Implementing Change
- Globalization - Understanding Organizational Strategy to Achieve High Performance
- Power Planning
- Building High Performing Teams
- Project Management
- Running Effective Meetings
- Leadership Styles and Learning Styles
- Effective Decision Making
- Feedback for Process Improvement and Skill Development
- Influencing Others
- Managing Conflict
- Having Difficult Conversations
- Systems Thinking
- Organizational Learning
6. One-on-One Coaching Sessions
In addition to team coaching, Learning Coaches offer one-on-one coaching sessions to help individuals identify development needs, interpret their 360° assessment results, and to create a personalized Development Plan. Coaching is also available between sessions via phone or e-LIM, our electronic platform where confidentiality is guaranteed and access to tools and concepts is available.
7. 360° Feedback Assessment
We use a 360° feedback assessment tool built on each company's competency model, or we co-design one. This multi-rater feedback is collected, analyzed and summarized in a personal and confidential report, which forms the basis of a developmental Action Plan for each participant.
Other self-assessment instruments may be used as requested, and these can include Myers-Briggs Type Indicator, Hermann Brain Dominance Instrument, FIRO-B,
8. Cultural Awareness
We build in a cultural awareness component in all our global programs to heighten awareness and leverage the cultural diversity of the participants.
Cross-cultural sensibility is a critical component of any global organization, and unless addressed, can lead to miscommunication, hurt feelings, anger and inefficiency. To address this, we and the client typically work to maximize diversity of culture, age, language, ethnicity, gender, function and experience among members of a team. Each session is usually held in a different geographic location so that the participants can experience a taste of several different cultures, and they are supported by our culturally diverse staff. During each program 'week' the project teams are given a cultural question to answer by going out and researching customs, views, values and beliefs in the local community. Teams present their findings to the larger group in an entertaining and educational fashion and then explore the theory and implications behind each of the questions.
9. Reflection & Self-Discovery
Through coaching, team feedback, personal reflection, peer coaching, journal writing and dialogue participants gain insights into their behavior and performance. This self-discovery is the beginning of the change process, and reflection time is always built into the program design.
Participants consider developing a network with peers as one of the most valuable benefits of a Leadership
Development Program. We make sure that there is opportunity for participants to engage in unstructured time slots where they can develop new business relationships and exchange Best Practice information and suggestions.
Back to Leadership Development