leadership agility lab - sova assessment ltd · 2019-12-23 · leadership agility lab08 09 kiran is...
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01LEADERSHIP AGILITY LAB
LEADERSHIP AGILITY LABUNLOCKING AGILITY AND UNLEASHING TALENT IN A DIGITAL WORLD
@ Sova 2019 Assessment Ltd
02 03LEADERSHIP AGILITY LAB LEADERSHIP AGILITY LAB
We help senior executives develop their change leadership
skills and equip them to build more agile organisations.
We provide a framework which goes beyond best practice
in change management and into next practice, which we
describe as Leadership Agility.
Agility is a mission critical capability in large organisations
that are competing in a ‘VUCA’ world – characterised by
volatility, uncertainty, complexity and ambiguity. Participants
will reflect on their own capacity and ability to function as
leaders of change. We will improve participants’ awareness
of the challenges of change in a digital era, especially the
management of organizational paradox.
Our agility programmes are anchored in real world challenges
your leaders face, connecting theory with business results.
Depending on a clients’ needs and context, we use a
combination of psychometrics, individual and group coaching and role play (or ‘real play’) to give leaders
perspective and control over the roles they play. We will
explore how their personal choices influence change
leadership effectiveness, in a safe, creatively alive
environment. This in turn will give them the tools
to reach their objectives in a VUCA environment.
• Raise personal awareness of change leadership style and
biases which influence change leadership effectiveness.
• Enable a step change for executive level participants
in knowledge and skill in relation to the leadership of
change, in a volatile, uncertain, complex and ambiguous
business environment, through the holistic use of self.
• Help senior leaders derive greater value from strategic
change efforts and better ROI from digitalization and
agile transformations, through the development of
leadership agility.
• Help leaders become more alive to the possibilities of
using themselves as conduits for change. Leaders come
to appreciate that their modelling of the organisation’s
values is something that others will use to adapt their
own behaviour.
• We will be challenging executives to look at their role
but within the context of a team that is changing and
uncertain. We help them learn to adapt, improvise,
be present and lead from a place of vulnerability.
To achieve these objectives, we emphasise the importance
and relevance of assessment in all its forms, including regular,
self and peer assessment. It is only by close observation and
the evaluation of the process and the end results viewed
at different stages that we can successfully utilize the
experience, learn from it and take those results back
into our work.
LEADING CHANGE
PROGRAMME OBJECTIVES
Experience and research shows that one of the mission critical challenges
facing organisations right now is the management of uncertainty. The level of
environmental uncertainty also exacerbates the challenges of strategic change,
digitalization and business transformation efforts. This programme will help
executives who are attempting to drive any kind of business and organisational
transformation, or a pivot in strategy, to do so in such a way that will create value
and sustained improvements in performance. Organisations will benefit from
greater assurance that change leaders have the skills and knowledge needed
to make organizational change more successful. Ultimately, we aim to help
organizations make agility part of their DNA, and a source of sustained
competitive advantage.
Executives will come away with real tools in order to implement change.
They will have perspective on their own behaviour. They will learn how to
analyse their actions in any circumstance. They will know how to engage
their business audience using storytelling techniques. They will have hands
on experience that will give them true perspective on how they respond as
human beings, both to themselves and one another. All of this will give them
the objectivity, the heightened perception and the confidence to lead in an
agile, innovative and creative manner. As Oscar Wilde said: “Life isn’t about
finding yourself, life is about creating yourself.”
BENEFITS
"You can’t stop the waves, but you can learn to surf."
Jon Kabat-Zinn
04 05LEADERSHIP AGILITY LAB LEADERSHIP AGILITY LAB
LEADERSHIP AGILITY ASSESSMENT
People differ with regards to how they manage uncertainty, lead change and enable
strategy execution. This is often reflected in preferences that relate to paradoxes,
or leadership dilemmas. Research shows that people have natural personality biases
where change is concerned. Agility is a core capability that can be improved if people
understand a) how they deal with change and uncertainty, b) the systematic biases
that impact their leadership style, and c) get feedback on ways to manage
those biases.
The Leadership Agility Assessment provides personal insight for individuals
and teams, looking to develop the way they deal with change, understand
the systematic biases that impact their leadership style and get feedback
on ways to manage those biases more effectively.
Participants on the programme will complete the assessment online and
receive a detailed report and feedback session.
THE WHY, WHAT AND HOW OF LEADERSHIP AGILITY
• The leadership agility report provides feedback on an
executive’s leadership style, personal preferences and
biases which relate to strategy execution, change and
common leadership paradoxes, especially in complex,
global organisations
• Provides guidance regarding the situations for which
the style is best suited
• Provides feedback on a person’s leadership agility
and capacity to harness change
• Provides guidance on how to build agile organisational
capabilities needed in a VUCA world
ACHIEVEMENT ASPIRATION
ALIGNMENTACCELERATION
LearningFocus
StrategicMindset
ManagingComplexity
IdeaOrientation
BuildingDiverse
Networks
EngagingOthers
BuildingCollaboration
PeopleOrientation
DrivesChange
RiskAppetite
Resilience
ActionOrientation
ExternalFocus
ConstructiveChallenge
DeliveryFocus
ImpactOrientation
Effective change leadership takes account of the need for leadership which creates
shared aspiration, builds emotional alignment, drives operational acceleration and
ensures sustained achievement in an organisation. We apply a model for change
leadership which helps executives understand the core competences needed and
the common leadership biases which can affect performance in times of change.
We help leaders build agile organisations.
INTERACTIVE AND EXPERIENTIAL WORKSHOPS
• Enhance the agility of business leaders and managers
• Apply a framework for strategy execution, change and high
performance in organizations
• Avoid biases and dilemmas that often lead to internal conflict
and poor business outcomes
• Understand differences in leadership preferences and approaches
across a range of business situations
• Explore and surface participants’ own realities and scenarios
06 07LEADERSHIP AGILITY LAB LEADERSHIP AGILITY LAB
Workshops and programmes are typically customised to address the specific
change challenges being experienced within your organisation. We anchor the
design and content of the workshop to suit your own strategic and operational
context, and in scenarios that will resonate with participants from your business.
Development solutions can be tailored and run for intact leadership teams, or for
cross-functional groups, and for small groups or as a large group intervention.
The duration and content focus can be adjusted so that sessions are integrated
into a wider leadership development programme, team-building event,
conference or change initiative.
A well-researched and grounded leadership agility assessment provides
participants with a detailed feedback report on their personality preferences
in relation to agile leadership. The assessment can also be aggregated for teams
and for entire leadership groups across a whole business. This allows insight into
the behavioural preferences and patterns which may be sources of strength and
weakness in relation to digital transformation, or broader business change.
See appendix for further detail of potential features of multi-stage customised
development leadership development experiences.
Who Should attend
The programme is targeted at executives with people leadership responsibilities
or managers who are tasked to lead major enterprise change initiatives.
The programme is particularly relevant for corporate leaders who are working
in a business undergoing transformation. Our complex business environment
requires a different and more connected, agile approach to many of the standard
linear change management ‘methods’ taught by consultancies. Participants are
required to bring examples of specific organisational change challenges, initiatives
or strategic changes that they are leading and to be able to talk about these
openly amongst peers.
Get in touch
If you like to find out more about leadership agility, please contact us: lucie.ilbury@sovaassessment.com or kiran.chitta@caxtonandco.com
INTEGRATED APPROACH TO LEARNING
08 09LEADERSHIP AGILITY LAB LEADERSHIP AGILITY LAB
Kiran is a leading international organizational psychologist, specializing in
global leadership and organization development. He is the author of Change
Agility: Leadership, Transformation and the Pursuit of Purpose, and Strive:
Unlocking agility and unleashing talent in a digital world.
Kiran has a degree in experimental psychology from Oxford University,
an MSc in organizational psychology, with distinction, from the Manchester
School of Management (UMIST) and a doctorate in psychotherapy from
the UK’s Metanoia Institute. He is an Associate Fellow of the British
Psychological Society and Chartered Psychologist.
Kiran is an Indian born British citizen, who has lived and worked in London,
Dubai and Singapore, working across EMEA and APAC. He has worked in or
consulted to organizations in several sectors including consumer goods, retail,
technology, media, telecoms, financial services, professional services, central
government and real estate.
Kiran’s practice is informed by over 20 years of experience in the improvement
of human and organizational performance. He has held executive and advisory
roles at Procter & Gamble, Accenture, Deloitte, Motorola, the British Senior
Civil Service, Oliver Wyman & Singapore Civil Service.
Dr Kiran Chitta MA(Oxon), MSc, DPsych, CPsychol
Lucie Ilbury Head of Consulting Services, Sova Assessment CPsychol
Lucie is a Chartered Occupational Psychologist, experienced consultant and
HR professional, specialising in project management, assessment consultancy
and design and facilitation of learning and development initiatives.
Prior to Sova, Lucie led the UK training team at Talent Q (part of Korn Ferry
Hay Group), and was responsible for training new test users to British
Psychological Society standards. During this time she also worked as
a psychometric consultant, responsible for managing the design and
implementation of bespoke client solutions and as an associate principle
consultant, working with clients on a range of assessment and
development projects.
Her experience also includes in-house roles within Organisational
Development, Learning and Development and Human Resources
Management in the financial and manufacturing sectors.
Lucie is a Chartered member of the British Psychological Society and
Division of Occupational Psychology. She is registered with the Health
and Care Professions Council, as well as a member of the Special Interest
Group in Coaching Psychology. She is also an accredited psychometric
test user and qualified in Cognitive Behavioural Coaching.
APPENDIX 1: Programme team
10 11LEADERSHIP AGILITY LAB LEADERSHIP AGILITY LAB
APPENDIX 2: Typical learning process and phases of a multi-phase development programme:
*Examples of design features of customized leadership development
programmes; we can utilize several different methods within applied
behavioural science, theatre, design-thinking and even film-making
through a network of leading specialist practitioners/providers
Complete a leadership agility assessment and receive 360 feedback –
pre-workshop completion, personal feedback report and a 30-minute
feedback session with a coaching psychologist
MULTI-STAGE LEARNING WHICH REINFORCES CHANGE
PREPARATION PHASE
Business Context
• The insufficiency of traditional ‘change management’ methods in a disruptive environment
• The need for personal and collective leadership agility at a deeper level – what does this
require from leaders?
• The 4 A’s of Agility – Aspiration, Alignment, Acceleration, Achievement
• Managing paradox, leading holistically and building capacity
Building an Agile Organization Fit for a Digital Future – ‘Real-Play’ Simulation
• Exploration of the ‘roles’ that leaders play in uncertain times
• Becoming self-aware, building executive presence and an authentic leadership narrative
• Use of design-thinking and storytelling to bring agility and digital transformation to life
in real-time simulation
Business Context
• Connecting agility to the business strategy and transformation agenda in your organization
• Identifying personal change leadership challenges for each participant and collective
leadership challenges in your business
PHASE 1FOUNDATIONS(FACE TO FACE)
Action Learning Phase
• Peer-to-peer coaching in-situ using structured methods and tools
• Use of reflective journaling to support an ongoing cycle of reflection,
experimentation and sharing
• Provide a combination of support and challenge to executives
Preparing to Mobilize the Organization
• Captures leaders’ personal and collective leadership narratives
• Usable communication material for scalable internal communications
purposes within the organization
Sustained Performance Impact
• Assessing how far leaders have progressed
• Going from awareness to sustained behavioural change
• Planning next steps to transform leadership behaviour and turbo-charge
growth in the business
PHASE 2ACTION LEARNING(REMOTE/IN-SITU)
PHASE 3CONSOLIDATION (FACE TO FACE)
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