21st Century Leadership Development

Strategic Social Learning Approach

Leadership Development

Individual Career

Development

Corporate Social

Responsibility

Strengthening Team Co-operation

Strategic Social Learning Approach

A targeted and inspired way to develop staff in the areas they want to be developed and contribute towards their personal aims and ambitions whilst drawing on what motivates them. A strategic plan for

development that bridges the gap between individual’s corporate role and personal ambitions. An internal process of support and challenge to generate a strong coaching culture into the organisation

and build camaraderie at the most important levels. An externally focused process that combines individual learning and development, internal group coaching and external social corporate responsibility to deliver exceptional results for individuals, organisations and communities.

Individual Character

Profiling and Facilitated

planning of critical

development

Initial coaching to help

individuals understand

the impact of Whole Self

Strategy for Learning

Group coaching to develop

sustainability and continue

development in the

organisation

Corporate Social

Responsibility projects to put

learning into action with

coaching to support

Character Profiling

In order for us to work most effectively with individuals it is essential that we get to know them better. We use a number of stages to help us accomplish this.

1. The first stage is to understand their personal and professional aspirations. What do they want to achieve not just at work but also in their lives? This stage is critical in deciding on a corporate responsibility project. We use online, simple questionnaires to prompt them to identify their aspirations. Some individuals will find it difficult to accomplish this stage alone and will need to re-visit this stage during coaching and feedback.

2. The second stage uncovers their motivations. We do not apologise for asking questions relating to upbringing and childhood as it is in these stages of our lives when people develop critical pathways for motivation. By profiling motivation we can build a better character profile of the individual and use this to question, support and guide them in choosing a project with which to develop and grow.

3. The third stage takes their CV and uses this to understand what factors have been important to them in making critical career decisions. Later we look at how those decisions have enhanced or otherwise their aspirations. The fourth stage involves more formal profiling using well validated personality questionnaires. Each one is designed to assess specific factors that create a second layer of the profile and this helps us to ask the right questions in supporting personal development and change.

Individual Character

Profiling and Facilitated

Planning of Critical

Development

“Character is doing the right thing

when no-one is looking”

Profile Feedback and Planning

Our fully qualified associates discuss the results of the Character Profiling with each individual. The confidential discussion usually lasts between 2-3 hours and will help the individual to fully understand their aspirations, motivation and how they have impacted on critical career decisions. We help individuals create a Whole Self Strategy for development, not just focussing on career development but on life development in order to fulfil their aspirations. Each individual will complete a Whole-self Development Action Plan which will plant the seeds of life long development.

Individual Character

Profiling and Facilitated

Planning of Critical

Development

“Character is doing the right thing

when no-one is looking”

Initial Coaching

• We understand that what works for one person may not work for another. For us to help each individual make the most of their journey we will have a number of highly experienced and qualified coaches available for them to choose from. We will provide biographies and CVs for our coaches and encourage individuals to have an initial discussion with any coach they feel that they can work with most effectively.

• For many people a more reflective approach is needed to help them to fully immerse themselves in the Whole Self Strategy for Learning. These initial coaching sessions help individuals to make sense of their aspirations, in light of the Character Profile, and prioritise their development to make the most of their time and energies. For those that are ready and keen to move forwards these coaching sessions provide some challenge to help them take some time to think before taking that all important action.

• The benefits of the coaching sessions is to provide some external sounding boards on which to explore options and needs within and outside the organisation. The coaching sessions help the individual to decide what type of Corporate Social Responsibility project will help them to develop their skills and help create a journey towards their aspirations.

Initial Coaching to Help

Individuals Understand the

Impact of Whole Self

Strategy for Learning

“Life is not a journey to the grave with intentions of arriving safely in a pretty well-preserved body, but rather to skid in broadside, thoroughly used up, totally worn out

and loudly proclaiming ... WOW! What a ride!”

Whole Self Strategy for Learning + Action Learning • This is a training session that brings the coaches together and introduces them to the concept of

Action Learning. The process of challenge and support in order to refine our actions and explore areas that are not visible until uncovered by our peers. The training focuses on giving the individuals the basic skills of coaching but more specifically when applied to a peer led coaching group or action learning set. The action learning approach ensures that development continues in the organisation long after the formal intervention has passed.

• Within the first session each individual shares their key development priorities and outlines what they would like to achieve from their Corporate Social Responsibility project. With the aid of facilitators the group have the privilege of challenging and supporting each other in more clearly defining what they want to do and how to start the project. At the end of the session each individual will have clear goals (personal and project driven) and the basis of a project plan. Projects could include Community Finance Awareness Programmes, Unemployed Youth Mentoring Programmes, Fund Raising Events and Community Action Projects. Each individual will also have associated personal development goals and will understand how these may be met by heading the project.

Group coaching to develop

sustainability and continue

development in the organisation

“It is not enough to rely on our expert knowledge. Expert knowledge is necessary but not sufficient. We have to learn how to ask ourselves totally different

questions. That is what Action Learning is.”

Development through Corporate Social Responsibility

• Individuals will be supported throughout the duration of their respective projects in two ways. Formal coaching sessions with their external coach and action learning set coaching sessions, initially facilitated by external facilitators, with their peers. The role of the external coaches is to help individuals to capitalise on the personal development opportunities afforded by the project. They have extensive resources that can be shared with individuals in order to facilitate their learning.

• The final presentation of their epic journey and project successes is an opportunity to share some of the ways in which their input has impacted on their local community in a positive way. The impact of this presentation has the capacity to inspire others to understand the impact of developing personal skills in a community project.

Our experience is that the Action Learning Sets continue to meet and turn their focus to internal

projects and ongoing development.

Corporate Social Responsibility

projects to put learning into action

with coaching to support “If you want to succeed you should strike

out on new paths, rather than travel the

worn paths of accepted success.

Your partner in all things people

For further information please contact us: ask@destinationperformance.co.uk

@kevinrodgersuk Skype: DestinationPerformance

00 44 (0) 207 717 5401