B. Mentoring And Leadership Development - Long Term Programs
It is a programme for Middle and Senior management
When individuals are promoted, they take the first unsure step from being a competent, even expert doer to becoming a novice delegator
This shift in role and responsibilities sometimes overwhelms individuals if they have not geared up for the part. They may have trouble providing leadership, guidance and coaching to their juniors.
This program assists on reflecting on their own 'inner self' thereby enabling them to understand what they need to develop within to integrate BOLD COMMUNICATION, CONFIDENCE AND TEAM SPIRIT.
This is a three - phase program as follows :
PHASE I : SELF AWARENESS
It is a two day workshop of duration of 16 hours
- # An awareness session with focus on Self,
- # Personality structure and functioning (TA based session)
This phase will be followed by SELF ASSESSMENT (Two hours each) 'one - on - one sessions'
Assessment of 'Self' with the help of psychological and behavioural matrices a study personality diversities will be conducted.
PHASE II : PERSONALITY AND RACKETS
It is a two and half day workshop of duration of 16 hours.
- # Self-diagnosis and understanding rackets
- # Understanding variety and diversity of personality structures
- # Personality clashes and power games in the organisation
PHASE III : UNFREEZING - GESTALT
It is a out - bound workshop of two and half day duration (approx 20 hours)
- # Exercises based on visualisation process experiencing "Self" so as to be intimate with one's own emotions with gestalt techniques and adventure activities for unfreezing
- # Dealing with emotions such as fear, anger, frustration, shame, jealousy
- # This Phase attempts to address unspoken issues and bring them out in the open in a non - threatening environment
- # This helps the group understand how they can leverage their potential to work with conviction
Most organisations while achieving their goals, face issues such as :
- # Sharing of limited resources,
- # Competing priorities between departments,
- # Perceived power equations within the organisation
- # Conflicts - inter departmental
The Outbound Programs attempts to address :
- # Unspoken issues
- # Bring them out in the open in a non-threatening environment
- # Helping the group understand how they can leverage the group potential
Techniques used are :
- # Behaviour simulation
- # Role play and role reversal
- # Combined with adventure sports modules
ADVANCED EXECUTIVE PROGRAMME: Leaders and Leadership Challenges of today:
A competent leader in a growing organisation of today, is constantly faced with choices that stand diametrically opposite.
Most of these dilemmas and scenarios keep the leader so busy and pre-occupied that the 'path' usually gets compromised.
Most common of these situations are:
- # Growth of the organization Vs Team Building/Mentoring
- # Day-to-Day fire fighting Vs Consolidating and Reinforcing
- # Reactive Marketplace Responsiveness to the Proactive Energy Building
- # Participation Vs Delegation
The two ends of the spectrum are defined by the Anima-Animus' energies.
The 'anima - animus' energies are the dual reality of human experience. This duality manifests itself in form of
- # 'Control' Vs 'Nurturance',
- # 'Success' Vs 'Failure or Losing'
- # 'Aggression' Vs 'Passivity'
- # 'Action' Vs 'Observation'
- # 'Activity' Vs 'Receptivity'
The process of leadership gets very limited when used in exclusivity of its other dual part.
The Spring advanced executive coaching for leaders, focuses attention of leaders in understanding diversity of human personality and have a holistic approach towards the mentoring of their organisation.
Our recommendation, is that the leadership participants should go through the advanced executive coaching for 6 Months period.
This program is based on "review and reflection" sessions. These are proactive sessions; releasing active and positive energy in understanding the functioning of the organisation.
This process helps them to develop panorama and futuristic vision.
The existing 'short-cut' methods and patterns are reviewed and observed to bring about long lasting change in the leadership process. |
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