The 6, 9, & 12 Month Coaching engagements include a 2-day leadership workshop that is a true leveler for all participants. Day one features The F.E.A.S.T. Project while day 2 is an intense Leadership Workshop.
The F.E.A.S.T. Project offers a unique and powerful opportunity to strengthen teams and identify leaders quality through a process of self-discovery in nature’s habitat. By recreating the long-lost feeling of earning a meal, The F.E.A.S.T. Project embodies an enlightening, empowering, character-building group experience.
Divided into individual teams, participants will fly-fish, forage, (clay) shoot, butcher, prepare and deliver the ingredients to the chef, who will be waiting to conceive of a gourmet multi-course F.E.A.S.T. sourced directly from the farms, rivers and fields of the surrounding vicinity.
Understanding the importance of shared stakeholder leadership is essential to creating a sustainable enterprise. Whether the motivation is personal or professional, the success of The F.E.A.S.T. Project is based on the willingness of everyone to do their part. For your leadership and teambuilding development. We invite you to join our table.
All our locations are stately manor homes with extensive ground. Locations include:
Huntsham Court, Tiverton, Devon
Howsham Hall, York, grade I listed Jacobean stately home in Howsham, North Yorkshire, England.
Thyme, Southrop Manor, Southrop, Lechlade, Cotswolds
LEVERAGE THE IMPACT OF STAKEHOLDER CENTRED LEADERSHIP COACHING
- Leveraging Stakeholder Centered Coaching to enhance leadership effectiveness.
- Define leadership growth areas for each leader articulating their business case for change.
- Creating buy-in from leaders in being coached as well assessing their coachability.
- Growing coaching expertise as a leadership skill to implement a system for continuous leadership growth.
09.00 Introduction to Marshall Goldsmith Stakeholder Centred Coaching (60 mins)
Stakeholder Centred Coaching is an extremely powerful seven-step approach to accomplish leadership growth through behavioural change. The leaders will use this process as a basis for their interaction with other stakeholders.
10.00 Building Leadership Brand using Authentic Leadership (105 mins)
Based on the Global Leadership competencies leaders define their authentic leadership model and their personal leadership brand. This creates an aspirational leadership model for the leaders that drives their leadership change into action.
13.00 Assessing Leadership Growth Areas (60 mins)
Leaders will interview each other using the impactful ‘Start-Stop-Continuing…Doing’ exercise.
Through this process they guide each other on improving their leadership style and coaching role with the objective to become a more valuable leader while supporting others in their development.
14.00 Creating the Business Case for Leadership Growth (30 mins)
Using the interview data and their authentic leadership model leaders articulate 1-2 leadership growth areas that would significantly improve their leadership effectiveness. At the same time the leaders define the impact and benefit this change will produce for themselves and their business.
14.30 Leading Change Involving Stakeholders
Changing behavior is not a cognitive process but a daily effort to implement new behaviors and refine old habits on the job. Stakeholders facilitate the change process as the function as quasi accountability partners in the leadership growth process.
15.15 Leveraging FeedForward (30 mins)
The leaders will solicit FeedForward suggestions that drive leadership change in the earlier selected growth areas. This constructive, future focused process generates excellent ideas to kick start leadership change.
15.45 Leveraging Peer Coaching to Accelerate Leadership Growth (15 mins)
Leaders will choose a peer coach and they will commit to coach each other throughout this process. This will help leaders to become better coaches and it will help leaders to understand what it means to be coached at the same time.
16.00 Monthly Action Planning (MAP) for change (45 mins)
Leaders supported by their peer coach as appropriate, work to construct a Monthly Action Plan for improvement in the targeted leadership growth areas.
16.45 Measuring Change Using the Leadership Growth Progress Reviews (30 mins)
The Leadership Growth Progress Reviews provide an objective perception of the leadership progress as observed by the stakeholders. Perception is reality!
17.15 Consolidate learnings on coaching & leadership growth (45 mins)
18.00 End of Program Breaks 10.30 (15 mins), 12.00 (1 hr), 15.45 (15 mins)