Leadership Development
sig• na• ture — Something that serves to set apart or identify; one’s own markcul • ture — Maintain conditions suitable for growth; tailor an environment to match the inhabitants
The Signature Cultures Way is an innovative model for improving your organization’s financial performance by supporting the retention and advancement of key talent. This model guides organizations to design cultures that feel natural, welcoming and supportive of growth – with an eye on the alignment of internal structures — ranging from the language used in competency templates to the seating arrangements at department meetings. Creating a culture, with just the right conditions, is key to sustainable success in today’s dynamic workplace.
We can work with your organization and your leaders in three ways:
- Culture Assessment and Education: We assess your organization using the 7 Dimensions of the Signature Cultures Way and the Accessibility Index Factor rating scale. Our model performs an environmental scan and evaluates how your culture expresses the following design dimensions — Language; Shapes; Visual Modeling; Scale/Proportion; Numbers; Competency Templates; and, Colors. We then identify gaps and provide expert guidance and education to transform your culture so you can achieve your stated goals.
- Women’s Leadership Initiatives: We provide facilitation expertise for your initiatives and/or offer workshops and seminars (which may be eligible for CE credits) on this critical topic using groundbreaking principles from Maureen Healy’s publication, Water for Swans and Landings for Eagles: The Definitive Guide to Designing Successful, Inclusive Cultures.
- One-On-One Coaching: We provide individual guidance and support to achieve sustained, long-term performance.
Phase One — Data Gathering: Often, there is one critical pattern that is blocking the leader’s future success. Our data gathering focuses on first identifying this pattern, and then surfacing how and where it presents in the workplace. To capture the pattern, we conduct four confidential, in-person interviews. Each interview lasts 45 minutes. The interviewees include: The leader for whom coaching will be provided; the sponsor of the coaching initiative; a professional from the HR team; and, a colleague, peer or other employee selected by the leader. A prepared list of questions is sent in advance.
Phase Two — Gain Agreement: A summary of the results is shared with the leader. After discussion, an agreement on the pattern is obtained. From there, a general coaching plan is prepared and serves as the framework for the coaching sessions. The plan will be developed using the Integral Coaching ® methodology. Phase Two is generally completed after three weeks.
Phase Three — Initial Coaching Sessions: We meet every three weeks for an in-person session lasting up to 90 minutes. Sessions can be held in the office or off-site, depending upon the leader’s preference. In-between these sessions there is unlimited phone and email support available to the leader. Phase Three completes after six months. A check-in with the coaching sponsor is conducted at the end of Phase Three.
Phase Four — Additional Support: Depending upon the leader’s growth and progress, further coaching may be indicated. In consultation with the leader’s sponsor, a plan for additional support can be developed. Coaching sessions can be renewed in three month increments, with an 90 minute in-person meeting every four weeks. Unlimited phone and email support is provided.