Had a fantastic time facilitating the leadership labs with Alice and Eya for this leadership development program workshop. We belonged to the Smartful Works global team and it was fun working together to deliver this program together
Victor Seet • World & Singapore's 1st Gold Awarded Gallup CliftonStrengths Coach • Newfield Certified Ontological Coach • ICF Coach (ACTC, PCC)
𝐓𝐡𝐞 𝐅𝐎𝐔𝐑 𝐭𝐲𝐩𝐞𝐬 𝐨𝐟 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐩𝐫𝐨𝐠𝐫𝐚𝐦𝐬
In my limited exposure to the world of leadership development, I see primarily four types of leadership development training programs in the market.
Type 1️⃣ programs
Primary focus on improving leadership skills. Mainly cognitive in nature with frameworks and concepts. The emphasis is on skills and knowledge. This is probably the category with the widest range of products. Examples of such programs include strategic thinking, stakeholder management or performance management. This is often the territory of Corporate Trainers.
Type 2️⃣ Programs
Primary focus on improving self awareness for leadership effectiveness. There is also quite a range of products in this area. Some are designed from people development, coaching or behavioral science frameworks. Some are designed based on profiling assessments such as Lego Serious Play, CliftonStrengths or Hogan. Others might be designed on mindfulness, somatics etc. This is the space where practitioners are often both trainers and facilitators and have hybrid skill sets.
Type 3️⃣ Programs
Primary focus on integrating type 1️⃣ and 2️⃣ programs for personal leadership effectiveness. Many of these type 3️⃣ programs are experiential in design. Such programs employ the use of simulations, competitions, environmental constructs or leadership labs to trigger real time behaviors for participants to gain self-awareness. These programs are usually delivered by skillful facilitators who are comfortable working with emerging data and responding to unpredictable situations.
Type 4️⃣ Programs
Primary focus on integrating type 3️⃣ programs with organizational values, leadership standards and expectations. The distinction is the intense focus on aligning with Corporate Value. These are highly customized programs and least common in the market. The expectation is on facilitators learning, internalizing and modeling the organizational values and leadership behaviors on top of facilitating the content and context.
P.s All four types can be designed with “post” workshop follow ups that include project work, community of practice, coaching sessions, micro learnings etc. Many believe the follow ups are just as critical to the success of the leadership programs. That is a separate topic.
📸: This was a type 4️⃣ program I got to facilitate. It was one of the toughest in terms of my onboarding and learning as a facilitator due to the complexity and expectations.
What others might you have experienced that are not within the four types? I’m curious!
#leadershipdevelopment #peopledevelopment #learninganddevelopment
Victor Seet • World & Singapore's 1st Gold Awarded Gallup CliftonStrengths Coach • Newfield Certified Ontological Coach • ICF Coach (ACTC, PCC)
Finished Part 2 of the leadership development workshop program together with Ann Tan and June Ho.
We integrated strengths, trust and communication into the program to make the content practical for the participants. It was a great practice for me to co-facilitate the session with Ann. Love our partnership as we leverage our unique CliftonStrengths (StrengthsFinder) themes to facilitate and bring out the best in each other.
Victor Seet • World & Singapore's 1st Gold Awarded Gallup CliftonStrengths Coach • Newfield Certified Ontological Coach • ICF Coach (ACTC, PCC)
For coaches who are self-employed, working to deliver as a team is not necessary a regular affair.
So it was a very enjoyable experience co-facilitating with Ann Tan June Ho and Heng Yang Tan in a leadership program. The program covered two parts and this was part one.
As a team, there were much to coordinate and ensure we were in alignment, not just in the hashtag#content but in the hashtag#context of how we are going to do it together.
Most leaders pay attention to content. “Content” in this context is the roles and responsibilities for each member, how the slides flow, learning activities, time allocation for each activity etc.
Context is HOW we are performing together. It includes aligning the spirit behind what we do, the trust we have with each other, the psychological safety to give each other feedback etc.
The reality for many is that it is often much easier to do things alone which is highly efficient. There are lesser worries on managing context (which is hidden in nature).
A team, however, generates a certain type of energy that a single individual can’t do. A team can do so much more.
We facilitated cliftonstrengths as part of the building block in part 1 of the program. Looking forward to part 2 and dive into integrating strengths, trust and communication.
Victor Seet • World & Singapore's 1st Gold Awarded Gallup CliftonStrengths Coach • Newfield Certified Ontological Coach • ICF Coach (ACTC, PCC)
In one of the rare moments, I get to experience a senior leader opening up to share about a huge mistake made during a high stakes global project. The entire room was immediately uplifted by the story that was told. That set the stage for a week of powerful learning.
I had a fantastic time of facilitating the last day of the week long learning with Ryan and Alice.
The goal of the day was to help the leaders put their skills into a time of practice. We created a sandbox to achieve the purpose.
Through the experiential leadership labs and role plays, the leaders get to apply all the knowledge and skills they have learned over the week. Many get to practice navigating difficult conversations, practice noticing their overdone strengths under pressure and practice balancing care for subordinates and being accountable for performance.
Many realized how difficult it is to listen, to stay open and curious under pressure. The tension experienced brought out so much learning. The debrief was very rich and extremely insightful.
I’m so glad that the design created the heat for the participants. We simply shared our observations on how different ones showed up.
My goal was to help the leaders become better observers of themselves in how they show up and I felt I achieved that.
Looking forward to the rest of the sessions scheduled for the year!
Victor Seet • World & Singapore's 1st Gold Awarded Gallup CliftonStrengths Coach • Newfield Certified Ontological Coach • ICF Coach (ACTC, PCC)
After a series of new hires, I had the privilege to start a series of team coaching sessions for the Events & Spaces team for Motion for Impact. As the in-house team coach, this is something I really enjoyed doing.
As part of the ongoing Newfield Ontological Team Coaching program, I also had the privilege of getting a mentor coach give feedback to my team coaching sessions to get even sharper in my team coaching practices.
As an ontological practitioner, the team coaching practice and feedback is extremely valuable as I get to observe my own ontological coaching and notice my blindspots.
The team coaching sessions really helped me to see how powerful a team can be when there is high trust and openness with one another and how team members get to be highly performing and highly collaborative.
Victor Seet • World & Singapore's 1st Gold Awarded Gallup CliftonStrengths Coach • Newfield Certified Ontological Coach