With clear goals outlined for the organization, the changes, team restructuring, leadership engagement, and cultural evolution can be implemented and gauged for innovative performance. We take a holistic approach to our coaching relationships, incorporating work, home and spiritual life. Idea Connection Systems® offers coaching programs for all organizational levels.
Implementing changes and measuring innovative performance
With clear goals outlined for the organization, the changes, team restructuring, leadership engagement, and cultural evolution can be implemented and gauged for innovative performance. There are significant transitions that employees go through as they move up the corporate ladder. The first major transition happens when they become a first line manager; they have moved from the “bottom” to the “middle”. The second major transition takes place when they become part of senior leadership; they have moved from the “middle” to the “top”. Often, people who are great individual contributors do not succeed as a manager and people who are good middle managers cannot make the transition to senior leadership. Throughout an employee’s career, they should be developing both their management and leadership skills.
Coaching Solutions to Guide Implementation
Idea Connection Systems® has coached many senior leaders, middle managers, directors, and key employees to improve their leadership skills. We have worked with people at all these levels in Fortune 500 companies, entrepreneurial start-ups, and government agencies at the federal, state, and metropolitan levels. Each one-on-one coaching opportunity is unique. Idea Connection Systems® works with each client to design a coaching program that meets the unique needs of the individual and the organization to which they belong. To build a relationship with the client, we start by understanding the person through interviews and instruments. Next, we learn, understand, and help clarify the person’s individual and organizational goals. We review successes and challenges the individual faces, as well as the culture of the organization to determine the type of coaching we should provide. We also help clients examine the key stakeholders with which they interact, leading to an improvement in interpersonal communication skills.
A Synergy of Trust
Idea Connection Systems® believes that for a coaching relationship to be successful, it is essential to properly pair the coach and coachee. There needs to be a synergy of trust, knowledge, experience, integrity, ethics, confidentiality, and personal chemistry. We take a holistic approach to our coaching relationships, incorporating work, home and spiritual life.
Idea Connection Systems® offers coaching programs for four organizational levels: top-level executives, senior-level leadership, management, and key employees. Each level has its own unique, yet overlapping, need for coaching.
Top Level Executives [CEO and President]
Top leadership is responsible for leading complex cultural change. It is also their duty to foster and sustain innovation throughout the organization to achieve the long-range vision and mission and reach the financial objectives of the corporation. In addition, top leadership is often in need of a person, independent of the organization, to help evaluate their ideas and plans.
Senior Level Leadership [Senior Vice-President and Vice-President]
Senior Leadership is responsible for working with their peers and the CEO and President to lead complex cultural change, as well as foster and sustain innovation throughout their part of the organization. In addition, this level can often benefit from coaching to prepare for moving into top leadership roles.
Management [Manager and Director]
Senior Leadership will often identify managers and directors who have high potential for moving into the role of Vice-President or other top-level positions. Senior leaders often need to broaden their ability to build key relationships of trust with their peers and upper levels of management. They also need to develop their communication skills to lead employees in large-scale cultural change and innovation efforts. Their management skills, which have served them well thus far, will not be enough to move to the next level in the organization.
Key employees often have special needs when it comes to managing their goals and tasks. Their ability to build social, competency, and trust networks and to influence key decision makers is often critical to their success in the corporation.
- Measure one’s current culture.
- Visualize the new culture in order to develop strategies and goals.
- Redesign the structure, performance measures, reward systems, policies, procedures, systems, and processes so they remain consistent with and supportive of the desired culture.
- Plan for implementation, measurement, and follow-up.
Communicate the new culture to everyone in the organization. Include what is changing, what is not changing, as well as the process used to create change, and everyone’s role in the process.
“The most important, and indeed the truly unique, contribution of management in the twentieth century was the fifty-fold increase in the productivity of the manual worker in manufacturing. The most important contribution management needs to make in the twenty-first century is similarly to increase the productivity of knowledge work and the knowledge worker.”