The Lindmand Group - Coaching & Development

Most people want to grow and develop. Most people have aspirations to do well. Most people have dreams and goals they want to achieve. Development is a three-part harmony. The person needs to be ambitious and willing to do what’s required to grow and progress. The organization needs to have a process in place to help them grow; and the boss has to be an active player.

When we develop leaders we need to focus first, on their specific needs; and secondly that development must takes place within the context of the team and organization.

The focus of our approach is to tie development to priority work so that it is meaningful to both the individual as well as the organization. This is accomplished through:

Engaging the learner in understanding what’s important for their success and how to grow and change to leverage their talent
Using the real work of the entire team to ground the process in common goals, priorities and problems
Aligning each member of the team with the performance objectives of the unit
Establishing a common cause and a shared mindset
Building a sense of fun in the team
Allowing roles within the team to evolve
Helping the team to operate more effectively and efficiently

The tools we use:

FYI: For Your Improvement
TEAM ARCHITECT
VOICES 360 Feedback
Development Tracker
Friday 5’s & Monday Manager

Coaching is about bringing out the best in people.

The very first use of the word “coach” in English occurred in the 1500's to refer to a particular type of carriage (It still does.) The root meaning of the verb “to coach” is to convey a valued person from where they are to where they want to be. That's still a good meaning for coaching leaders today. Good coaching begins with clarity of roles. Each coaching situation is different, but some distinctions among roles are important to recognize to foster informed choices by everyone. Coaching entails individually helping leaders learn and to make the most of that learning.

Our Coaching program addresses several distinctly different roles:

Coaching for skills (learning sharply focused on a person's current task)
Coaching for performance (learning focused more broadly on a person's present job)

Initially this process involves the coach, the leader, and the leader's boss or HR professional meeting to establish rapport, set the coaching agenda and arrange next steps. Using 360 feedback, we discuss the difference between where the leader is and where he needs to be. The size and reason for the gap and the end result desired.

We link development to priority work.

The context in which the growth and learning takes place is the team. Successful teams are those that have a set of common goals and objectives and a strong mindset about achieving them. Using TEAM ARCHITECT®, an Internet survey and team development tool, the entire team assess themselves.

Team Workshop.

Focusing on the results expected by the organization, and utilizing the team survey results, we conduct a one-day workshop to begin to align the behavior within the team, and the leader, with the performance objectives.

Action to help implement change.

Continuous Improvement.

To assure that the actions are achieving the desired results.

To monitor and sustain success over time, and to ensure ongoing improvement, we measure results through:

Friday 5’s - High Performing individuals and organizations have one thing in common, they are better learners. They continuously learn to do what they don’t know how to do to perform better. Results and high performance come from clear goals, accountability and follow-through…

Follow-through Management bridges the learning-doing gap, and ensures that new methods and norms become firmly established. Follow-through and results come from actively managing follow-through. Please visit http://www.ifollowthrough.com/ a web based program to turn commitments into results. There are three exciting program to improve follow-through:

Results Engine
Friday 5’s
Monday Manager

We track and document team and leader commitment and results over the course of the assignment. In addition, the boss and/or HR can monitor progress using Monday Manager.

Development Tracker™ … A paper survey to measure the degree of change and return on investment during and after the process.