Services

Accelerence helps executives and leadership teams meet strategic, operational and personnel development goals through coaching directed toward improved individual and team performance.

Our services include: Leadership Development Workshops

Leadership Skills Framework

What is it? Accelerence helps executives and leadership teams meet increased strategic, operational and personnel development goals through coaching directed toward improved individual and team performance.
Typical leadership development areas include the following.

  • Inspire and motivate followers, creating loyalty and commitment.
  • Develop excellent “emotional intelligence - self-awareness, self-management,  empathy and relationship-building.
  • Improve interpersonal skills - including influencing, motivating, presenting, resolving conflict and delivering bad news.
  • Hone networking and business development skills.
  • Increase capacity to influence and obtain real 'buy-in' from stake-holders.
  • Build high-performance teams that are truly 'more than the sum of their parts'.
  • Performance-manage effectively through the ability to have 'difficult conversations' and to recognize and acknowledge success.
  • Coach and mentor for performance and development.
  • Undertake successful succession planning.
  • Manage complex relationships - including managing upwards.
  • Understand and lead others through the psychological impact of organizational change.
  • Delegate effectively.
  • Manage workload, handle stress, ensure work/life balance.
  • Refocus career.

Sometimes clients find it helpful to have a more deliberate leadership development program that focuses on a set of specific leadership skills.  Although different organizations will have different views of what leadership skills, Accelerence has a “going-in” framework that can be used as a starting point to develop a core set of leadership skills.
 
Although much has been written about the differences between leadership and management, the basic premise of the Accelerence Leadership Skills Model is that all executives must manage and lead concurrently.  Thus, impactful executive “leadership” focuses on five key development areas: Leading Yourself, Leading Others, Managing Yourself, Managing Others and Coaching for Performance.  It is within this framework that the Accelerence Leadership Skills model lays out the universal skills and behaviors required to thrive in today's economic environment:

                                             The Accelerence Leadership Skills Model

    

What We Do.  Accelerence works with executive teams and HR/OD organizations to develop a customized leadership framework.  In addition, Accelerence uses an assessment tool that measures an individual’s skill capacity in each of the skill areas.  As this tool measures capacity, it does NOT measure performance.   Individual performance should be assessed by individual managers or the individuals themselves.  This can be done through self-assessments or 360-degree assessments.  

How We Do It.  To determine an individual’s capacity for each skill, Accelerence utilizes the Leadership Index tool developed using axiology, the science of value-focused thinking.  To learn more about formal axiology see our tool assessment section.  In addition, each of the leadership skills in the Accelerence Leadership Framework has a set of corresponding observable behaviors which can be used to develop customized
360-degree feedback assessments.  An example of a 360-degree assessment can be found here.

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Benefits. Implementing a focused leadership skills framework for your organization will help your leaders:

  • Understand the role of the effective leader in your organization
  • Develop more personal satisfaction with work and personal life
  • Facilitate ownership being transferred to the people doing the work
  • Expand skills and competencies

For the business or organization as a whole, there is:

  • More strategy in addition to operations roles
  • More qualified and developed people
  • More qualified, stronger leaders coming through the "ranks" (future leader development)

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Research. Rising leaders need be more aware of how their leadership skills influence their staff.  These “leaders” must constantly remember that employees rarely, if ever, perceive things the way a manager does. Simply because a person acts as you do does not  mean that he or she is motivated by the same needs. 

Consider the following:

Focus Area

What Managers Think Employees Want

What Employees Really Want

Good Pay

1

5

Job Security

2

4

Promotion and Growth

3

6

Good Working Conditions

4

7

Interesting Work

5

1

Tactful Discipline

6

10

Loyalty to Employees

7

8

Full Appreciation of Work Done

8

2

Help with Personal Problems

9

9

Feeling of Being in on Things

10

3

Study by Kenneth Kovoch, reported in the Advanced Management Journal

Leadership development activities like coaching can provide leaders with the insight and the tools they need to make their teams more impactful.

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ACAP

 

 
 

Contact Accelerence: info@accelerencecoaching.com


 
 

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