Leadership Development Program - Coaching Skills for Emerging Leaders

As more and more organizations adopt a competency-driven growth model, coaching skills is seen more as a key competency required for managers.

Finished another leadership development program focusing on coaching skills for emerging leaders. This was the last run for 2024. There were participants from Australia, Indonesia, Thailand, China, India, Malaysia and Singapore.

We did a couple of role plays to help bring the coaching skills alive. We also did some leadership labs to help the leaders realize how they show show up during highly stressful and dynamic situations and grow in their self-awareness.

Overall, it was a great partnership with Damien to bring the leadership lessons to life!

Emerging Leaders Program - Coaching Skills & Leadership Development

I danced with the participants! 🕺

This was how I ended the day after facilitating the last day of a four days leadershipdevelopment program last week.

Dinner by the sea. Lots of laughter, conversations and dancing!

It was a blast.💥

Often, we as facilitators might choose to disconnect from the participants after the program ended (mostly because we are too tired).

This time, I intentionally chose to stay after the program to connect with the participants. Many would be flying back to their home countries.

And I’m glad that the participants open up and invited me into their space. We chatted about leadership lessons, challenges in organizational leadership, hashtag#coaching and parenting.

This wasn’t a StrengthsFinder program.

Instead, I’m one of the two themeweavers on the last day. Our job is to help participants internalize and practice all the content they have picked up from the program.

This was the second last run of the program for the year. Looking forward to the last run!

📷: Sorry. No photos of me dancing with them.

Victor Seet • World & Singapore's 1st Gold Awarded Gallup CliftonStrengths Coach • Newfield Certified Ontological Coach • ICF Coach (ACTC, PCC)

Leadership Development Workshop Program - Values, Strengths and Mindsets

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)

Leadership Development Program Workshop - Values, Standards and Strengths

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)

Leadership Development Workshop Program - Strengths, Trust and Communication

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)

CliftonStrengths (StrengthsFinder) Team Workshop - Integrated Leadership Development Program

𝑾𝒐𝒓𝒌𝒊𝒏𝒈 𝒂𝒔 𝒂 𝒕𝒆𝒂𝒎

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)