LEADERSHIP & EXECUTIVE COACHING
Why engage an executive coach?
- You’re seeking to connect the dots, frame issues and opportunities, and challenge your thinking so that you may close the gap between where you are and where you wish to be.
- You are growth-minded, and you want a coach who supports you as you stretch and experiment with new approaches, ways of being, and learn how you show up.
- You’re seeking a safe space where you can explore, challenge, test ideas and approaches with a coach who will offer accountability and direct feedback.
- You are seeking feedback from your colleagues about your leadership through a 360-assessment process.
- You are seeking to expand your capacity to lead in complex environments. You are being challenged in new ways by external demands.
- You’re an expert in your field, with great technical skill, but you recognize that you may need to shift how you lead to produce different results.
The results from coaching will be specific based on a client’s goals. In general terms, you are likely to see:
- Newfound awareness in your reactive tendencies and creative capacities, and clarity about how you show up as a leader.
- Expanded influence that comes from authentic leadership.
- Development of skills that are essential for exceptional leadership, which may range from courageous authenticity, clear decision-making, systems level thinking, interpersonal intelligence, and more.
- Measurable shifts and progress toward achieving a major goal.
Adisa also offers mentoring which differs from coaching in that mentoring imparts knowledge and shares experience based on lived experience.
Is it time to invest in you?
Third-party assessments offer feedback from multiple perspectives, pinpointing strengths,
revealing blind spots and identifying opportunities for development.
The Leadership Profile 360-degree Assessment
Adisa often starts with The Leadership Profile (LCP), the only thoroughly validated, competency-based profile that measures both competency and underlying assumptions that may be driving behavior. This 360-degree assessment collects data from up, down and across the organization. The LCP then integrates the information to highlight key strengths that are supporting effective leadership as well as opportunities for development.
Unlike most assessments that measure only competencies, the LCP reveals how a person sees her/himself; how colleagues perceive the impact of a person’s leadership; and underlying assumptions a person may be making (consciously or not) that are influencing his or her actions. Seeing the full picture, an individual is better positioned to raise his/her leadership to a more impactful level in a way that will be most meaningful, not only to the leader, but also to her/his team and organization.
neuroscience, polarity thinking and the
research-backed principles involved in building
Vertical Development & The Leadership Maturity Assessment Profile (MAP)
Traditional leadership development often centers on skill-building:
the transfer of knowledge or information to the leader. This develops technical capacity, but not deep leadership capabilities. Vertical development is about the transformation of a leader, which in turn, influences the system. As leaders evolve to think in more complex, systemic and strategic ways, they can begin to significantly transform themselves, their organizations and larger movements. The Leadership Maturity Assessment Profile (MAP) is a powerful tool in the work of vertical development. It provides insight into how a person makes meaning and sense of their reality, which impacts how they think, feel and lead. The framework reflects a deep and dynamic understanding and offers valuable maps for individual and organizational development and change.
A rigorously validated assessment, the MAP analyzes and predicts based on nine stages of meaning-making that individuals and groups experience as they develop and mature. Each successive stage reflects a higher level of complexity of thought and action as individuals and groups become more effective and insightful. Among the dimensions which are measured by the MAP are the level and quality of self-awareness, orientation to power, capacity for collaboration, ability to give and receive feedback, and perspective relating to time.