Leadership Development Coaching

Developmental research shows that leadership capability and mental growth over the life span go hand in hand. In fact, “tell me the developmental level of a person in a leadership role, and I will tell you what kind of leader s(he) is.” Although people can have a leading role at different levels of development, the emphatic use of the term ‘leader’ straightforwardly aligns with higher adult-developmental levels, reached by less than 10% of the adult population.

Leadership development coaching is also required for many managers who intend to coach their reports and subordinates. To do so is an impossible task as long as the manager does not have a clear developmental picture of him- or herself. A simple behavioral profile focused on competence will not do, since competence is itself determined by developmental capability.

Leadership development coaching by IDM is based on a developmental assessment of a present or potential leader’s social-emotional and cognitive capability. Carried out with the aid of CDF, the assessment is a 2-hour conversation that is structurally evaluated in a written feedback report. The report, which also incorporates a psychological workplace assessment, provides the evidence needed for designing a realistic plan for developing leadership capability.

Given the fact that leaders have a harder time to hear the truth about themselves than others in the company, the use of research-based assessment evidence is the appropriate method of supporting leadership. Beyond being external to the company, the developmental coach has insights into leadership difficulties that are not available to even the most accomplished behavioral coach. Having developed a deep developmental understanding of the leader, his/her potential and risks, a developmental coach is able as no other to understand not just the issues coming up for a leader, but to explain to the leader why certain issues are occurring in the first place, and how to acknowledge and surpass them.

Furthermore, developmental data is unique in its potential to lead to well-structured coaching plans that focus on the right things to do in the right order. Knowing a leader’s maturity level and cognitive profile makes possible a thoroughly customized approach to assisting leader development. This approach is further strengthened by the use of psychological data documenting a leader’s unique balance of personal needs and pressures, energy sinks, conflicts, and frustrations.

If you want to know more about your developmental potential as an acting or prospective leader, see Assessment Details and/or write us at leadership@interdevelopmentals.org.

Leader / Manager As Coach

A key part of being a good leader is the ability to coach your direct reports, and to a lesser extent your peers and even your "boss". This is especially true of our younger "next generation" employees, many of whom were raised to question authority, have limited experience working in hierarchies, and are loathe to "pay their dues".

Many "leader as coach" training programs are little more than re-branded versions of 30-year old management by objectives or constructive feedback paradigms. These programs seldom deliver what they promise.

IDM's Leader As Coach professional development program is designed for the busy manager or executive who is truly wants to understand how to motivate, inspire and guide employees to apply their natural capabilities and psychic energy in service of goals that benefit the individual, the team and the organization.