Our Two-Phase Approach for Individual and Team Coaching and Development
A Two-Phase Process for Individual and Team Development
A Training and Development program for Team Leaders and All Types of Teams in Organizations and Educational Institutions Across the Globe.
This program is designed for team leaders and teams across all types of organizations and industries through assessing their experiences in their work environment/context. We have also used this process for executives and executive teams and top talents within this area across the globe interested in improving their influence at the individual, interpersonal, and team levels to develop more engaged employees in their organizations. Furthermore, our ability as executives to generate high impact engagement is not just necessary, but critical to how we, and our organizations, will evolve and thrive in our current global environment.
It is a two-phase training and development program: the first phase is at the individual and interpersonal levels, and the second phase is at the team level. In each phase very effective, globally tested, reliable, and valid measures are used to develop High-Impact Engagement© in organizations.
PHASE 1: THE LEARNING NEEDS INVENTORY (LNI)©
The Learning Needs Inventory© (LNI) is an assessment that integrates theories of learning, creativity, innovation, design thinking, and work motivation. It is a reliable, robust, and valid measure that combines established research and concepts on experiential learning, work motivation, and creativity/innovation. The purpose of the LNI is to create an adaptability profile based on the strength of an individual’s learning needs and to chart one’s own innovative and execution capacities.
Significance and Timeliness:
In our current volatile global work environment, individuals will need to develop skills to both innovate and execute. Team leaders will be required to have the ability to manage a diverse body of talent to push for innovative ideas, perspectives, and views in their work.
Purpose:
The purpose of the LNI is to present an adaptability profile based on an individual’s learning needs and also chart innovative and execution capacities.
One’s adaptability profile is based on the strength of each underlying learning need. The combinations of strengths of the four needs offer a more accurate profile for each individual. There are fifteen possible profiles that can help us understand how questions are framed (by others and ourselves) and how we respond to the behavior (positive and negative) of others when engaging at the individual, interpersonal, and team levels.
One’s innovation capacity involves combinations of two overall skills: ideation and selection/synthesis tendency.
One’s implementation capacity involves combinations of two overall skills: clarity and action.
Results from the LNI raise awareness of individuals’ underlying learning needs so as to help them develop adaptability and both innovation and execution skills critical to their success and that of the organization.
This individual level assessment measures four fundamental needs and provides a personal profile to include adaptability, innovation, and execution tendencies. As the LNI is both experience and behavior based, a certified individual coach is able to help organization members achieve their desired adaptability and desired innovation and execution capacities to excel in their work. When applied in the work context it significantly enhances self and other awareness that promotes high impact engagement.
What you receive when you take the LNI.
Definitions of the Underlying Learning Needs and your score for each of them
Your overall adaptability profile
Details of innovation and execution capacities
Your overall innovation and execution tendencies profile
A workbook for the creating a learning and development plan
PHASE 2: THE TEAM LEARNING INVENTORY (TLI)©
The second phase, the Team Learning Inventory© (TLI) is a team-level assessment integrating theories of team development, team interaction, learning, creativity, innovation, design thinking, and change models.
Significance and Timeliness:
Based on the rise of teamwork in organizations, being able to lead teams or work effectively in teams is critical. The team-oriented design in organizational structure indicates that teams form the very soil in which an organization grows, innovates, adapts, and flourishes. The fundamental shift toward a team-oriented organizational environment has created a push to incorporate team training or team development programs as an integral part of human resource development. We also see a trend in educational institutions focusing on teamwork in their curriculum so that graduates can enter the team-oriented work world and succeed. This emphasis on teamwork requires the ability to develop High-Impact Teams© (HITs) in ways that allows members to achieve high-impact engagement, contribute and influence organizational performance.
Purpose:
The purpose of the TLI is to provide a team with a 360-degree team-level assessment. Internal assessment includes quality of engagement, innovation and execution capacities, and outcomes. The external assessment includes how supervisors and clients experience the team. This team level assessment measures the current and desired states of teams within their work context in terms of
A team’s quality of engagement based on the four major dimensions of team interaction.
A team’s innovation capacity involves combinations of two overall skills: ideation and selection/synthesis.
A team’s implementation capacity involves combinations of two overall skills: clarity and action.
Results from the TLI raise awareness of a team’s current and desired states of the 3 points mentioned above. The results also provides a team with the ability to decide particular aspects of team interaction they would like to improve based on the gaps between the current and desired states of the team. Finally the TLI also provides a team with the ability to improve their innovative and execution capacities in terms of where they are currently and to shift towards their desired level of these capacities. As the TLI is both experience and behavior based, a certified team coach is able to help the team achieve its desired state of engagement and desired innovation and execution capacities. This process helps a team contribute and influence larger systems, resulting in high-impact engagement.
What you receive when you take the TLI.
Response rates
Details of each dimension and the team’s scores
Overall mapping of the quality of engagement
Variance of team members’ ratings
Assessment of team performance, member satisfaction, and psychological safety
Qualitative comments from team members
Evaluation of the team from bosses and clients that work with the team directly
Details of the team’s innovation and execution capacities
An overall profile of the team’s innovation and execution capacities
A workbook for the team