It’s your people that make the difference.
Enerpace understands that, which is why we help companys like yours develop agile leaders, who in turn create agile teams and companies.
Why Agility?
We live in an era of constant change, in a business environment that is complex, uncertain, and fiercely competitive. Highly agile leaders understand that these realities will require them, and their organizations, to proactively adapt to constantly changing conditions.
Agile leaders anticipate emerging threats and opportunities. They view the challenges they face with fresh eyes and a willingness to rethink past assumptions. They foster effective collaboration between teams to generate novel strategic insights.
Enerpace is your guide to discover new and effective ways to develop your people into agile leaders who can keep your company growing.
We design custom Leadership Tracks based on your organization’s own goals and leadership competencies, and the development needs of the participants. All of our leadership development programs include these key design components for maximum ROI:
- Blended learning, using a variety of formats to be as cost-effective as possible while achieving the program goals
- Monthly activities to maintain development momentum and increase employee engagement and satisfaction
- Minimized monthly time commitment by your firm and your people
- Quarterly focus on a foundational skill, increasing learning retention and utilization. Each quarter’s focus will support one of your company’s key leadership competencies. For example, one program we designed focused on:
- Results through People: Coaching Skills for Leaders and 5 Critical Conversations
- Powerful Communication: In various modes of communication and with different types of people
- Emotional Intelligence: Including its role in negotiation, sales, influencing without authority and motivating performance
- Strategic Topics: Change Management, Leadership Agility, Professional Branding, etc.
What could be more vital to a company’s long-term health than the choice and cultivation of its future leaders? Is your organization prepared for the sudden resignation, death or retirement of an irreplaceable executive?
A well-run succession planning system ensures a deep bench of leaders who are ready to step in when needed, with little ramp up time or additional development required. Creating depth on your leadership bench will eliminate the risk of lost revenue, lower customer satisfaction, and lower productivity from promoting leaders who are not ready to lead. Enerpace will partner with you to identify candidates with the most potential and design development initiatives to address any gaps.
A 9-box grid is a widely used tool to facilitate conversations about employee development and succession planning. Using McKinsey’s well-known model, we’ll help you review your people to identify high potential employees who could be successors for key positions. Enerpace will facilitate a working session with people-leaders in your organization to agree upon placement of each employee in one of the nine boxes in the scorecard below.
Enerpace Works Alongside You to ldentify High Potential Successors for Key Positions
We’ll create the development/hiring plans to address the gaps, designing a talent strategy that achieves your organization’s goals!
Once high potential successors are identified, Enerpace creates a road map to get them ready. Our solutions include:
- Leadership coaching & mentoring, tailored to their specific needs
- Focus Sessions to retain & engage key talent by clarifying their unique career motivators
- Group coaching – a cost-effective option to develop multiple high potential employees
- Future planning on if & when to retire – and what to tackle next!
It takes time to develop a leadership pipeline. Preparing your business for unexpected transitions should not be put off until tomorrow!
There’s no question that leaders could be more effective if they were able to get honest, productive feedback. But even if that insight could be helpful to them, subordinates or peers may be reluctant to share their opinions. They worry that they could be putting their job, or their relationship with the manager, at risk.
Since upward feedback can be a tricky process to master, Enerpace can help. If feedback is offered correctly and thoughtfully, the insights help the leaders and improves their working relationships.
Enerpace is certified in a variety of ways to collect feedback. All include obtaining feedback from the leader’s manager, direct reports, peers and other key stakeholders. One of our certifications is in implementing the Leadership Agility 360 Feedback Program, the only online feedback tool that assesses a manager’s level of leadership agility.
The LA 360® was designed to assess how well the leader deals with rapid change, uncertainty and ambiguity. Specifically, it measures how well the Leader:
- Leads organizational change
- Improves team performance
- Handles pivotal conversations
The tool gathers stakeholder numerical scores AND verbatim quotes to provide the benefits of both qualitative and quantitative feedback. Along with their customized report, the recipient receives a workbook with which to debrief the report and create an action plan to become a more agile leader.
Want to talk with us about Leadership Agility 360 process? Click here to contact us.
Enerpace helps companies like yours to develop agile leaders, who in turn create agile teams and companies. To set up a People Development review for your company, Click here
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