GLA Program Layout
| Step Name | Activity | Outcomes | |
|---|---|---|---|
| 1 | Commitment | Decision to develop leadership capabilities to best deal with rapid change, unpredictability, diversity and complexity. Complete your PGOS (Purpose/Goals/ Objectives/Strategies) sheet and this gets updated throughout as a living document. | Completed PGOS- commitment to improve self awareness, stress management and leadership capabilities. Improve leadership and influencing capabilities in light of rapid change as well as increased unpredictability and complexity. |
| 2 | Discovery | You complete the Behavioral Assessment and the 360 Feedback Process | Validated Behavioral (175 traits) and 360 data generated on self from variety of perspectives which "feeds" the rest of the process |
| 3 | The Debrief | Facilitator integrates the Assessment results (Behavioral, 360 and PGOS) to set up the rest of the process | - Improved Self Awareness - Greater focus on strengths to leverage - Improved understanding of challenges and weak areas that either need to be worked on or where strengths can be deployed instead. Behavorial Balances and Imbalances for insight into… Create mindset of mutual benefit for individual, manager's department and company for the outcomes. |
| 4 | Action Planning | Participant "processes" the data and the results of the debrief and develops their personal development plan. | Build a personal development action plan that focuses on the mindset and behaviors to use strengths to counteract challenges… and pinpoints any fatal flaws that truly impact the Growth Leadership (or job as well if Job report generated). Leverage strengths (while managing weaknesses) relative to learning attitude, thinking agility, leading learning and results agility. (Managing weaknesses = shifting to replace them with strengths, addressing when they are fatal flows situationally) |
| 5 | Action Plan Review | Manager and/or Coach | Create understanding and commitment from all parties and achieve alignment to development and business needs both! |
| 6 | Implementation Phase | Implement the Plan (Self-driven or with assistance of coach or facilitator) | Create both the mindset and the habits for deliberate learning and measurable progress |
| 7 | Coaching interactions | Regularly scheduled Coaching Sessions (Transformational Coaching) | Helps achieve substantitive personal growth and insight while building the Growth Leadership Mindset impacting learning, decision making and intentional development |
| 8 | Team Performance Program | Designed for maturing teams together 6 months or more, the process begins with a team assessment and the individual debriefs are used as the foundation. | Enhance self awareness through sharing and insight while also building team awareness and effectivenss through a focused one day set of events |
| 9 | Complete Action Program | Celebration and Alignment meeting- Coach and Manager meeting | Reinforce the new habits, identify remaining gaps and new opportunities and discuss impact/celebrate successes |
| 10 | Pulse 360 Re-assess | 360 Re-assessment on key focus areas | Identify remaining gaps and new opportunities…(for participant) |
| 11 | Sustainability Plan | Participant develops with their manager (or with their coach) | Work to do on gaps and reinforcing what's been accomplished so far. |
| 12 | Re-Assess: Behavioral | Retake the Behavioral Assessment (12 to 16 months) | Validated data generated on motivations, natural tendencies, competencies, preferences… to compare with same from a year or more ago |
| 13 | Debrief 2 | Debrief on HA and Pulse 360 | Assess and celebrate improvements in behaviors and habits and adjust action plan for continued improvement |
| 14 | Revise Sustainability Plan | Participant revises sustainability plan | Results from Debrief and reflection used to revise individual development or sustainability plan |
| Continuous Improvement and Reinforcement | Work the plan to continue to get the results ( a mix of reinforcement and new effort) | ||