Leaders’ Development ProgramBooklet for coach

Why?

What we envisioned:

How we want to achieve it?

Leadership is the way!

LDP will help us to provide even more valuable leadership experiences.

Our impact

Our international platform enables young people to discover and develop their

potential to provide leadership for a positive impact on society.

We believe in leadership, but what leadership we aim to develop?

Self-aware Solution-driven

Empower others World citizen

How we develop such leadership?

How we develop such leadership?

How?LDP

What is the purpose of the program?

● To continue leadership development (started in MDP),

● To build connection between organizational needs and needs of an individual.

What are the values for organization?➔ Increasing members efficiency and

productivity,➔ Better retention rate and bigger pipeline to

Executive Board,➔ Increasing Middle Management members

motivation,➔ Building feeling of belonging.

What are the values for leader?➔ Conscious development,➔ Support in finding own purpose and taking

actions toward achieving goals,➔ Self-awereness,➔ Getting self-confidence,➔ Getting to know bigger perspective of what I

am doing,➔ Fully use their potential and skills.

How?

How Inner & Outer Journey works in reality?

Outer journey Inner journey

TM processes in LC Members’ Development Program, Leaders’ Development Program, LEAD for EBs.

What?

What is LDP?

❖ Program allows conscious learning and development for AIESEC MM members by coaching.

❖ It is support system to build self-awereness and plan for own development and career.

❖ Continuation of MDP!❖ LDP is voluntary for MM members.

How the timeline will look like?

Program consists of 3 individual meetings- we have proposition of two timelines*:

*Your LCVP TM will decide which timeline will be used.

Timeline I - 4 monthsResults of TLP recruitment

max 1 week

Promotion of coaching & LDP + application for LDP- IN THE SAME TIME

Allocation coach-coachee

First contact coach-coachee

I individual meeting

Sum up of I meeting

max 1 week

max 3 days after allocation

max 3 weeks after allocation

max 5 days after meeting

II individual meeting

max 2 weeks after II meeting

Sum up of II meeting

Contacting before III individual meeting

III individual meeting

Sum up of III meeting+ evaluation survey

Filling in evaluation survey by coachee

max 5 days after meeting

max 3 weeks after contacting

max 5 days after meeting

max 1 week

Contacting before II individual meeting max 2 weeks after I meeting

max 3 weeks after contacting

Timeline II - 6 monthsResults of TLP recruitment

max 1 week

1 week after results: Promotion of coaching & LDP + application for LDP

Allocation coach-coachee

First contact coach-coachee

I individual meeting

Sum up of I meeting

max 2 weeks promo, after 1 week of promo- 1 week of application

max 3 days after allocation

max 3 weeks after allocation

max 5 days after meeting

II individual meeting

max 4 weeks after II meeting

Sum up of II meeting

Contacting before III individual meeting

III individual meeting

Sum up of III meeting+ evaluation survey

Filling in evaluation survey by coachee

max 5 days after meeting

max 3 weeks after contacting

max 5 days after meeting

max 1 week

Contacting before II individual meeting max 4 weeks after I meeting

max 3 weeks after contacting

Description of every step

Application for LDP

● Coaching is voluntary,● Application is tool to match coach and

coachee in right way (to answer coachee’s needs).

Tools: Application- in package.

Allocation coach-coachee● Based on application,● Main criterion should be coachee’s needs

○ e.g. if coachee feels more comfortable with having coach, who they know, or someone, who they doesn’t know etc.

● Recommendation: LCVP TM with coaches are allocating together.

Allocation coach-coacheeShort reminder: coach doesn’t have to have specific area knowledge (it’s event better, when he/she doesn’t have it), because:

coach ≠ mentor!

First contact coach-coachee● We recommend contact via e-mail,● What have to happen before I meeting:

○ coach introduces himself/herself, ○ set up date for I individual meeting,○ ask coachee to think about expectation of coaching and

coach,○ ask coachee to read article about coaching- coachee and

coach should be “on the same page” :)○ send coachee “wheel of life”, ask him/her to fill it in and

bring results for meeting.

First contact coach-coacheeTools:● article about coaching (in polish)● article about coaching (in english)● wheel of life- in package

I individual meeting

Goal: Coachee gets to know himself/herself as a person.

I individual meeting- flow

● Introduction● Ice breaker (if needed),● Setting up rules and expectations (from both

sides- coach and coachee),● Establishing how communication will look

like (how often, tools),

I individual meeting- flow

● Going through wheel of life (parts & example of questions):○ Checking feelings:

■ How do you like this test?■ What was hard in it for you?■ What was easy in it for you?■ How do you feel with the way that wheel look like?

(Are you satysfy with it or not? Why?)

I individual meeting- flow○ Checking wheel:

■ Which areas did you choose?■ Why you chose them?■ Did you have difficulites with making a choice?

○ Checking EVERY area:■ Why did you rate this areas like that?■ How do you imagine perfect state in every area (but

also realistic :))?■ How can you strive for it?

I individual meeting- flow■ Which area is the most important for you? Why?■ Which area would you like to improve the most?

○ Personal Goals Setting (PGS):■ What you can do to achieve it? ■ How AIESEC can help you with that?■ How I [coach] can help you with that? Who can help

you with that?■ Which short- term goal will help you to achieve this

long-term goal? (Set deadline before II meeting!)

I individual meeting- flow

● Elaborate SMART goals (connected with organization),

● Inform coachee that he/she can message you in case of problems or when is need of other meeting,

● Closure of meeting,● Sum-up in mail.

Sum up- for all meetingsSum-up mail has to be send after EVERY meeting. It consists of:● Information about that, what you established

during meeting (e.g. rules and expectations after I meeting),

● Information about approx. date of next meeting and when coach will contact with coachee.

Contacting before II individual meeting

● Contact via e-mail,● What have to happen before II meeting:

○ send coachee leadership test (16 personalities), ask him/her to fill it in,

○ ask coachee to send results to coach a least one week before meeting,

○ coach has to analyse results (prepare questions etc.).

Contacting before II individual meeting

Tools:● 16 personalities test (free test online)

II individual meeting

Goal: Coachee gets to know himself/herself as a leader. Evaluate progress.

II individual meeting- flow

● Ice breaker (if needed),● Evaluation of progress in PGS:

■ Did you achieve your goal?■ If yes- how you did that?■ If no- why? What were the obstacles? How you can

go through them?■ Have something changed on the “wheel of life” after

undertaken actions connected with PGS?

II individual meeting- flow● Checking test results:

○ General questions:■ What do you think about this test? Was it easy or

difficult to fill it in?■ Do you see connections between this test and “wheel

of life”? If yes- what are they?■ How you can capitalize on you strenghts as a leader?■ How your weaknesses affect your work as a leader?

Which of them you would like to improve?

II individual meeting- flow○ Work place habits part:

■ Do you see any reference between this result and your work as a leader?

■ How this affect on your relations with co-workers- with Middle Management members, OCs, LCVP?

○ Career paths part:■ Do result of the test coincide with you plans for

future? What would you like to do in future?■ How AIESEC and being a leader can help you with

that?

II individual meeting- flow○ Discuss area of life, which was the most

important in “wheel of life” in reference to test,

● Setting up new short-term goals■ How work on unfullfiled goal?■ Would you like to add new short-term goal? What

would you like to work on taking into consideration result of the test? (Set ddl before III meeting!)

II individual meeting- flow

● Closure of the meeting,● Sum-up in mail.

Contacting before III individual meeting

● Contact via e-mail,● What have to happen before III meeting:

○ ask coachee to reflect on his/her leadership experience taking into consideration his/her personal development.

III individual meeting

Goal: Coachee evaluate his/her leadership experience and plan next steps.

III individual meeting- flow

● Ice breaker (if needed),● Evaluation of progress in PGS:

■ Did you achieve your goal?■ If yes- how you did that?■ If no- why? What were the obstacles? How you can

go through them?

III individual meeting- flow

● Evaluation and sum-up of leadership experience:

■ What did you learn thanks to being a leader?■ How being a leader affected on your personal goals?

Which of them did you achieved?■ How being a leader developed you?■ What would you improve?■ What part of your leadership experience was

coaching? Was it helpful?

III individual meeting- flow■ How coaching helped you?■ What changes you noticed in yourself?■ Taking into consideration everything that we worked

on- what would you like to continue improving?■ How would you like to work on that?■ What could help you with that?■ What could be an obstacle?

● Creating action steps after coaching,

III individual meeting- flow

● Discussion about AIESEC opportunities:■ What would you like to do after your leadership

experience? How do you see your carrer path in organization?

■ How being a leader can help you in future in organization and out of @?

■ Do you know how your career path might look like in @?

■ If no- coach is presenting possibilities,

III individual meeting- flow■ If yes- Which step you would take? And what would

be your further future (next steps)?● Closure of the meeting,● Sum-up mail.

Evaluation survey

● Coach is sending it to coachee via e-mail,● Collect answer and analize them to know

what should be improved in future,● Recommendation to create this survey on

PODIO.

Tools:● Evaluation survey- in package

Additional activity

We encourage coach to send his/her coachee additional materials connected with coachee’s personal goals and interests. There are a lot of materials on the internet and sending them between meetings will maintain bond and support development process.

Why do we need coaching?

We need coaching to develop people's skills and abilities and boost their performance. It can also help deal with issues and challenges before they become major problems.

How we can provide coaching?

● Use questioning techniques to facilitate coachee own thought processes in order to identify solutions and actions rather than takes a wholly directive approach,

● Maintain unconditional positive regard for the coachee, which means that the coach is at all times supportive and non-judgemental,

● Observe, listen and ask questions to understand the situation,

● Evaluate with the coachee the outcomes of the process, using objective measures wherever possible to ensure achieving their personal goals. (SMART method)

● Encourage coachee to continually improve competencies and to develop new developmental alliances where necessary to achieve their goals.

Coaches DOs➔ Listen more, ask questions. Remember that coaching

meeting is directed for coachee and his/her self-reflection,➔ During meeting be focused on solutions. Don’t search for

reasons,➔ Be patient, pay attention, remember that every person has

his/her own way of thinking,➔ Be prepared for meeting, make notes. Have a personal

approach,➔ Control the meeting’s goal. Remember what do you want

to work on during particular meeting.

Coaches DON’Ts➔ Don’t solve coachees problems. You can facilitate

conversation and ask questions but coachee should solve his/her problem by him/herself,

➔ Don’t judge,➔ Don’t interrupt,➔ Don’t push coachee to accept your vision,➔ Don’t talk about project’s issues.

SMART method

Tool that we use to set goals. Thank’s to it coachee knows what is his/her exact goal and when coachee is commited to achieve it.

SpecificA specific goal has a much greater chance of being accomplished than a general goal. To set a specific goal you must answer the six “W” questions:● Who: Who is involved?● What: What do I want to accomplish?● Where: Identify a location.● When: Establish a time frame.● Which: Identify requirements and constraints.● Why: Specific reasons, purpose or benefits of accomplishing the goal.

EXAMPLE: A general goal would be, “Get in shape.” But a specific goal would say, “Join a health club and workout 3 days a week.”

MeasurableEstablish concrete criteria for measuring progress toward the attainment of each goal you set.When you measure your progress, you stay on track, reach your target dates, and experience the exhilaration of achievement that spurs you on to continued effort required to reach your goal.To determine if your goal is measurable, ask questions such as:How much? How many?How will I know when it is accomplished?

AttainableWhen you identify goals that are most important to you, you begin to figure out ways you can make them come true. You develop the attitudes, abilities, skills, and financial capacity to reach them. You begin seeing previously overlooked opportunities to bring yourself closer to the achievement of your goals.You can attain most any goal you set when you plan your steps wisely and establish a time frame that allows you to carry out those steps.

RealisticTo be realistic, a goal must represent an objective toward which you are both willing and able to work.A goal can be both high and realistic; you are the only one who can decide just how high your goal should be. But be sure that every goal represents substantial progress.Your goal is probably realistic if you truly believe that it can be accomplished. Additional ways to know if your goal is realistic is to determine if you have accomplished anything similar in the past or ask yourself what conditions would have to exist to accomplish this goal.

TimelyA goal should be grounded within a time frame. With no time frame tied to it there’s no sense of urgency.If you want to lose 10 kg, when do you want to lose it by? “Someday” won’t work. But if you anchor it within a timeframe, “by May 1st”, then you’ve set your unconscious mind into motion to begin working on the goal.

Good luck with your coaching meetings!