Target Participants

Front Line, Middle Managers, Senior Managers

Method

Coaching competence in leaders is a core capability in great companies. We use a combination of classic coaching methods with Action Learning to unleash the power of peer coaching.

Action Learning, created at the Cavendish Physics Lab at Cambridge University, is a process in which participants learn by doing. In solving organizational or individual leadership challenges, participants enhance their leadership maturity levels and capacity. Research and experience both tell us that Action Learning programs are far more effective than traditional training.

Expected Outcomes

• Coaching skills
• A new leadership skill in leading thru questions
• An enduring peer group “Board of Advisors”

Nominal Program Duration

3–6 months

Example Clients

Booz Allen Hamilton, Constellation Energy, John Hancock, Microsoft

Action Learning Key Elements

• Real problem, challenge, or task
• Group of 4–8 diverse, committed people
• Use of re ective questioning & listening
• Commitment & accountability for action
• Focus and commitment to learning
• Action Learning Coach The Ground Rules
• Process stops when the Action Learning Coach intervenes
• You can only make a statement when answering a question