Coaching leaders in the organization.
The program PERSONAL DEVELOPMENT DAY—
is the way to happiness for HRD and TOP teams through continuous development and self-discovery. It allows you to unleash the full potential for the personal prosperity of employees and the prosperity of the company.
PDD helps to become an organization of conscious development, where corporate culture itself fosters continuous self-exploration and self-development, where people are helped to grow naturally, not pushed to change.
Sign up for a consultation to learn more about the PERSONAL DEVELOPMENT DAY top team development program.
About PERSONAL DEVELOPMENT DAY
What?
A - year-long individual development program for the top team in the company based on regular personal development coaching sessions.
How?
A team of personal and organizational development coaches works with your team on a regular basis throughout the year.
The program includes group work and individual work.
For what?
To achieve the desired measurable change in the company through the change in the leader;
To have an energized team, which has enough resource
To accomplish the company's goals, a team that efficiently uses its power and opportunities.
To help top executives meet and manage transformational challenges
To create a culture of integrity, where the drive for profitability and the drive for development are two sides of the same process
Changes inside the company come from the changes inside an individual
INSEAD Professor Manfred Kets de Vries
Coaching leaders in the organizations and its objectives
LEADERSHIP COACHING:
This type of coaching is focused on the development of the Leader's metaskills.
The tasks include mastering the current logic of action, the transition from one logic of thinking to the next one using the technology of the Leader's Vertical Development.
RESULTS:
Leader's transformational changes.
The leader masters meta-skills, current logic of action, and new thinking strategies. The foundations for the transition to the new logic of actions are laid, and this leads to the next–level solutions
RELATIONSHIP MANAGEMENT COACHING:
coaching focused on the development of effective interaction with people: partners and team members.
RESULTS:
new, desired quality of relationships between top management, partners, and team members, high-quality communication, and effective cooperation in the team.
Clarity emerges in the current and future relationships
BUSINESS COACHING:
The leader works on developing effective managment skills, mastering metaskills, and flexible management tools.
RESULTS:
In business processes, an effective and harmless way to achieve goals is established. The quality of self-management, management of processes and people is increased The leader masters the meta-skills and flexible management tools. The company increases its resistance to uncertainty and the level of trust, as well as accelerates problem-solving processes.
SENSE SEARCH COACHING:
coaching focused on the search for the right Path and Purpose, coaching related to transitions concerning age or other aspects of life.
RESULTS:
Clarity at the current point and a clear development trajectory; the leader has answers to the questions "WHO AM I? WHERE AM I GOING? WHAT FOR?" and understands how his personal goals are linked with the goals of the company. The leader's energy is aimed at achieving them for the common good.
ROAD MAP: Stages of the program
01
STEP 1: Setting the objectives for the project with the customer and HRD
Participants:
Customer ("sponsor" of the project) or HRD of the company
You: at this stage, you define a list of top managers for future coaching work.
We: conduct an in-depth interview with you.
We define goals, objectives and expected results for the project.
03
STEP 3: selecting a coach
The top manager chooses a consultant to work with.
04
STEP 4: Series of Trilateral Meetings
Participants in the process:
Customer (HRD) - Coach - top manager
Together we answer and record the answers to the three questions:
-
What does a top manager expect from coaching?
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What are the company's expectations from the work?
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What coaching can and cannot be about within the needs of both sides?
02
STEP 2: “360 Leadership competence" survey
Participants : the top team of the company
Each top manager completes “360 Leadership competence" survey
The goal is to define a starting point and create a development plan. With these introductions, the top manager goes further into individual work with a coach.
! After the first month of working with a coach (4 coach sessions), a personal development plan for the top manager is created.
!! After a year of work - we re-conduct the survey to compare and record the results.
05
STEP 5: Individual Development Sessions
Each top manager works with the coach individually on the tasks and goals outlined in the request
Month 1: Once a week.
Creating personal development trajectory
Month 2-12 month: once every two weeks.
The participant enters the rhythm of work, begins to alternate between individual work and work with a consultant.
The participant undergoes the 360 Leadership Competence Survey upon completion of work.
06
STEP 6: Management supervision
Participants : a team of top managers
Once a month, we conduct a meeting in the format of management supervision - a meeting of the top team, during which the coach-consultant helps the group to work through the acquired knowledge in a practical format for more effective integration into life.
Program duration:
1 year for the development of the team of leaders
ID Institute Consultants
Inessa Golubova
Coach-consultant,
founder of the institute
Andriy Katerynka
Coach-consultant
Olga Ermolovich
Coach-consultant
Learn more about the PERSONAL DEVELOPMENT DAY program for your team
We will get to know each other in person, tell you about our tools and methodology, and help you find individual development solutions for you or your organization.
