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Personal Business Coach
Inspired Development and Coaching |
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Ensuring your future through leadership development
Inspire has extensive experience of designing and delivering leadership development solutions to UK based and international teams at all levels of the organisation, from board members through to young high potentials.
We believe that leading and learning to lead happens through engaging with others on real business problems and that, if leadership development is to be effective, it needs to be tailored to the organisation’s context and goals.
Our approach to leadership development is based on the following principles:
o Development must be customised to the needs, experience and potential of each individual by each individual
o People learn most effectively from practical, work-based activities that are directly related to their development needs
o Individuals learn best when working in collaboration with each other
At the heart of all our leadership programmes is what we call the “Me plc” metaphor. By this we mean, posing the same questions and taking the same steps when looking at individual and team development that a new managing director would when taking over responsibility for a given business. These steps should include:
o Assessing the current situation: resources and capabilities; competitive environment; SWOT.
o Identifying key issues
o Developing strategic and tactical plans
o Sharing plans with key stakeholders and making ROI commitments
o Implementing the plan
o Working with interested peers on a support and challenge basis
o Tracking metrics and deliverables
o Using a support network
o At end of agreed trading period, reporting on value added and plans for the future
o Providing payback to the organisation.
This approach is strongly based on Kolb’s learning cycle. It assumes that in order to learn people must first take action. Subsequently, they need to reflect on what they have done, come to clear conclusions about what works and what doesn’t within a specific context and then be prepared to do something different in order to apply and test this learning.
The focus then is on active, business related learning. This means taking advantage of learning opportunities that already exist within the business, but learning from them in a mindful way. We tend to use a range of tools in order to achieve this. The most common of these include:
o 360 degree appraisal
o Assessment / development centres
o Psychometrics
o Ongoing feedback
o Personal development contracts - personal Strategic Business Plan
o Action learning
o Facilitated Learning Groups
o Coaching
o Group coaching
o Mentoring
o Facilitation
o Strategic projects and challenges
o Appreciative Inquiry
o Open Space
The benefits to any organisation of adopting such an approach are that:
o It is designed to encourage autonomous learners who take responsibility for their own development.
o Learning is grounded in the workplace and real business challenges.
o The approach encourages an active dialogue and mutual understanding between the MD, the management team and key populations. This dialogue should expand to the broader business.
o The focus is on delivering sustained organisational learning and change.
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