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The Leadership Challenge: What’s Next, Part 4



We recently developed a 4-part plan for a client to make sure they had the resources to create leadership change after The Leadership Challenge® Workshop, starting with low to no-cost options, and moving toward supplemental programs with an added investment.

Part four of our reinforcement series focuses on added investment options. While these are specifically tailored to The Leadership Challenge®, similar reinforcement programming can be done with other flagship programs.  

As we have shown in our previous posts in this series, a best-practice to ensure the business success of your next leadership development program is to have a strategy in place to offer attendees a follow up plan, maintain resources to help leaders stay accountable, and present opportunities for them to practice what they have learned.

This last post includes enterprise-level, FlashPoint-supported reinforcement options. (You may also want to review part 1,  part 2and part 3 of the series.)

Here are 5 options to sustain the learning and create lasting organizational impact with The Leadership Challenge® 

Part 4: Added Investment, FlashPoint-Supported Enterprise-Level Options

  • Group Coaching

Group coaching engagements are often structured with a defined end (usually several months out), with regular meetings between the group and the coach. Coaching can be conducted in person or remote. This type of coaching works best when the group has a shared experience, such as The Leadership Challenge® Workshop.

Why use this resource?

Group coaching provides a natural support system for participants to encourage one another in pursuing development plans, goals, and action items. The shared experience of the workshop enhances camaraderie: group members realize the problems they face are not as unique as they may have previously believed, and they leverage the experience and insights of others to solve problems both during coaching and well beyond.

  • Individual LPI® Debrief

While interacting within a group is one part of the leadership development experience, it’s also critical that leaders receive personal attention during the program. A trained coach can help the leader debrief his or her LPI® in more detail and help the leader build a development plan that fits well for their role and level in the organization.

Why use this resource?

An individual LPI® debrief helps leaders move from intent to action, while also reinforcing what they learned. In this session, a trained coach will help leaders leverage their LPI® reports, connect the 30 behaviors and The Five Practices of Exemplary Leadership® to the leader’s workplace and leadership challenges, help create a written leadership development plan to enlist the leader’s manager and constituents in their development efforts, and help identify roadblocks, both personal and organizational, that may inhibit forward action.

  • Individual Coaching

LPI® coaching is a confidential and collaborative relationship and learning process. Coaches have specific expertise helping leaders leverage the information in their LPI® report to identify areas for improvement, increase the frequency of targeted behaviors, and remove barriers to peak performance. Between these coaching sessions, leaders will complete challenging and practical exercises directly related to their personal leadership development goals.

Why use this resource?

Individual coaching allows leaders the value of personalized and tailored development. It provides an opportunity to dive deeper into personal issues and challenges. It also tends to be better for the execution of ideas and approaches, such as The Five Practices of Exemplary Leadership®, because the participant is more focused and accountable for making progress on his or her own action plan from the workshop.

  • LPI® Reassessment

It is recommended that six to nine months after the initial LPI® 360, participants take the LPI® again and receive a second LPI® report and a comparison report to their first LPI®.

Why use this resource?

It is helpful for leaders to see qualitative data on their improvement. Leaders will be able to see how they’ve progressed across the 30 behaviors and take note of areas that they may still need to focus on.

  • The Challenge Continues® In-Person Workshop

Designed specifically as a six month to one year follow-up, this one-day workshop includes a re-administration of the LPI® and a review of The Five Practices of Exemplary Leadership®. The Challenge Continues® program encourages leaders to remain focused on what they learned during their original exposure to The Five Practices® model, while challenging them to continue implementing their new skills and behaviors over time.

Why use this resource?

The Challenge Continues® is innovative and flexible so that leaders can stay focused on their development plans and on improving capabilities over time. The workshop is designed to move leaders beyond the foundational knowledge they acquired previously and ask them to practice specific skills and behaviors on the job. Additionally, it asks them to move beyond their self-development focus and to identify ways of expanding their use of The Five Practices® to develop their team members and to influence the broader spheres of their teams or departments.

Leadership development is an investment; our goal is to help you maximize the return. If you liked this post, you may also want to review part 1 part 2, and part 3 of the series.

Download The Leadership Challenge Product Catalog

Krista Skidmore

Krista Skidmore , Esq., Partner and Cofounder of FlashPoint, is passionate about all things leadership. She leads the FlashPoint consulting team to ensure they deliver results to clients with intelligence and integrity.