Developing Teams
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Our 360-Review process has become our clients’ benchmark for developing people, managers, and leaders. This “real” feedback, combined with our follow-up coaching, provides a unique, confidential, and customized development tool that concretely identifies the participant’s strengths and opportunities for growth through the eyes of the feedback providers.
Our end goal is to provide incremental and sustainable growth through building new habits, creating self-awareness, and building confidence. If you consider the process of growth, the 360 feedback is a summary of the beliefs people have based on their experiences with the participant. By integrating two leadership assessments, we gain insight into the behaviors behind the feedback. As their coach, we use the 360 feedback and personality profile to help the participant adjust and improve their leadership style and behaviors.
Features of Our 360-Review-Feedback Process are:
The feedback is confidential and summarized anonymously.
The feedback is only acquired through personal interviews: no forms or online surveys are involved.
The feedback is always detailed and specific, so it is actionable.
Because we are an outside partner, feedback providers feel safe to provide open and honest feedback.
We co-author a focused development plan, so there are intentional growth targets.
The leadership assessments (Conflict and Influencing) are used, so each participant understands their behavior behind their feedback.
The process includes a series of coaching sessions to ensure the feedback is understood and leveraged to make real and sustainable growth.
If you would like to learn more about this process and how this unique leadership development tool can assist you and your team, please reach out to us at 413-237-9891 or rfrigon@oneononehr.com.
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“Growing From Confidential Advice and Counsel”
Executive and personal coaching is a leadership development technique widely used to develop leadership ability, managerial potential, and leadership confidence. For the past 30-plus years, One On One has been coaching individuals, managers, and leaders on how to be more effective within their personality and leadership styles. Our fundamentals are based on practical and real-life experience, and our coaching approach is direct, supportive, compassionate, or tough, depending on the circumstances and what is needed. Our advice is always practical and customized to the individual’s personality; therefore, it is easier to implement and is relevant. During the coaching process, we also become an available resource for situational leadership. We know the participant’s personality and growth needs, and we are only a phone call away to help them deal with real-life leadership situations that are out of their ability or comfort zone.
Our process starts with identifying opportunities for development, determining the growth goals for the coaching engagement, and understanding the obstacles in the way. This information comes from two tools we use: our 360-Review-Feedback process and our Leadership Assessments. These two platforms provide an understanding of an individual’s strengths, weaknesses, and opportunities for improvement. These two datasets serve as a path forward to assure we are focusing our coaching on the right things.
During our confidential coaching sessions, we encourage our participants to share it all: leadership fears and challenges, anxieties about their leadership style, performance challenges with their staff, struggles with their team leader, conflicts they need to address, personal issues, etc. Based on their personality and leadership style, we share real-time feedback and advice on how to handle current situations and leadership challenges. The advice and counsel are personalized and customized to the individual and his/her set of circumstances, and we don’t employ any boilerplate coaching techniques.
In any leadership development interaction, the real value comes through applying the coaching advice to implement behavioral change and improvement in leadership. Therefore, we also deploy some accountability tools to support change and assure the necessary action is taken.
Whether you want to develop yourself, a high-potential employee, a new leader, a struggling leader, or a strong individual contributor, we are ready and available to help support you in that endeavor.
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“How to Improve Conflict Management and Leadership Influence”
Our philosophy is that a leader’s behavior creates the leadership experiences provided to others. Therefore, to impact meaningful, visible, and sustainable change, we use two personality assessments combined with follow-up coaching as one of our key leadership development tools. We get to the core of people’s leadership style and then help shape and reshape it to be more effective. The leadership assessments are also integrated into our 360-Review process as well, so we can help people understand the behavior behind the feedback.
The assessments provide insight into 11 behaviors that create an understanding of those that we favor when managing conflict and when influencing as a leader. Specifically, the assessments identify the behaviors we are comfortable with, those that we should use less of, and those that we should deploy more often when engaging conflict and influencing people. This behavioral snapshot allows One On One to both author a development plan and then provide coaching on how to manage their behaviors more effectively.
Over time, with newly found self-awareness and our coaching, leaders begin to better balance the behaviors deployed in conflict and when influencing. With hundreds of reassessments on file, our clients have consistently seen significant improvement and growth in people’s conflict management and influencing skills.
Our leadership development assessments are fun, an economical investment, and require only 20-30 minutes to complete. With this investment you will:
See your behavioral tendencies in an easy to interpret profile.
Be coached on how to manage each behavior more effectively.
Have more self-awareness about each behavior and the experience you are giving others.
Better understand the impact of your leadership style and personality.
Learn how to self-regulate.
Have a behavioral development plan authored by One On One.
How Our Clients Use This Tool to Grow Talent:
With individuals, entire teams, or departments.
With individual contributors.
With people leaders from the shop floor to the board room.
With high-potential leaders.
With struggling leaders.
With new leaders.
As part of their annual leadership development plan.
To understand the development needs and how to coach an individual.
To understand a team’s opportunities for growth.
As a platform to improve interpersonal dynamics between individuals.
To help teams become more functional.