The Power of Co-Leadership – Will you dare to do it differently?

What actions will you take after reading this article? Share your plans for implementing co-leadership practices to innovate and build a collective future. What will you dare to do differently to take a step forward in implementing Co-Leadership practices to innovate, co-create and build a future, together?  We look forward to hearing from you!

To break free from traditional top-down leadership, an executive team boldly embraced innovation, introducing a Co-Leadership mindset and practices into their extended management team.

Why did the team opt for Co-Leadership innovation and initiate a team coaching journey?

For five compelling reasons:

  1. Enhanced Decision Buy-In: greater support of decisions and shared leadership through co-creation.
  2. Streamlined Synergy: Increased awareness and identification of synergies between teams.
  3. Diverse Perspectives, Better Decisions: Harnessing the power of diverse thought for superior decision-making.
  4. Elevated Executive Team Engagement: Maximizing involvement of the executive team.
  5. Succession Readiness and Resilience: Preparing for succession and seamless coverage during absences.

 

Transitioning to Co-Leadership is more than just collaboration; it’s a dynamic response to today’s ever-changing business landscape, demanding agility, creativity, continuous learning, and seamless collaboration.

To innovate, teams must be able to connect different points of view, thereby enabling us to become more creative, develop our ideas, and be open to new possibilities. And this means working differently”. (Bédard, Sabourin, 2021).

What was the starting point to the team coaching journey?

The extended management team surveyed their co-leadership practices, assessed their current state, and collectively pinpointed essential practices for advancement.

They discussed together the following question: What are the rewards of embracing Co-Leadership? As part of their journey, together, they chose the 5 top team priorities and co-created their path to success.

 

Throughout the year, team coaching sessions were organized to build and fortify their co-leadership capabilities and practices.

Significant improvements in just 9 months

So far, engagement scores have increased, and the management team now operates in unison with a shared vision, team principles, revamped leadership connections, and collective decision-making. Silos have been broken down along with leveraging with the synergy of their strengths, they have improved their decision-making.

The Team provided 3 words to describe their significant improvements: 

Collaboration l Connection l Helping Each Other

Above all, this team now takes pride in challenging their certainties and enhancing their leadership practices to forge ahead. They ventured into a spectrum of co-leadership practices, stretching beyond comfort zones and reshaping perspectives to co-create a brighter future together.

Next Steps

The team is committed to lengthening their coaching journey and introducing co-leadership practices to collaborators.

To learn more about Co-Leadership watch our video:

 https://lnkd.in/gi2ZmgCB

See our articles on co-leadership on the Resources page of our website here

and contact us to explore your project needs. 

Co-Leadership in Practice: Activate the synergy of strengths in a team…

Activate the synergy of strengths in a team to accelerate ambitious goals, together

The challenge

A Senior Executive was looking for new ways to foster Co-Leadership and synergy between the two management teams under his responsibility to accelerate current and future important business transformations. The goal was also to continue to elevate the leadership of new managers.

Solution

The management team chose to stimulate co-leadership by implementing first the strengths-based approach (Gallup CliftonStrengths – TeamStrengths™)

First, each team member completed the Gallup CliftonStrengths 34® questionnaire to rediscover their strengths as well as a survey to assess their co-leadership practices.

Individual coaching by a certified Gallup coach helped each manager define their unique team contribution and fulfillment needs. It also provided them with practical tools to lead with intention and positively impact significant changes.

After their individual coaching sessions, leaders analyzed the team’s strengths grid and survey results, providing insights into strengths, potential challenges, and new partnerships.

The team co-created concrete actions to become an effective and united management team.

Solutions were implemented with collaboration and peer support.   Team coachings continued every 2 -3 months.

Results

After one year, the second survey shows significant improvements in several areas: synergy, cross-functional collaboration, co-creation, decision-making, and communication. Importantly, team members were proud to share the team’s progress and their personal leadership growth with concrete examples.

Two Real-Life Coaching Journeys implemented with e2grow

Build your Team Potential and Coaching Habits with the new Strengths-based self-coaching mobile App - e2grow (aligned with Gallup)!

Ever experienced the initial WOW created with the Gallup CliftonStrengths® 34 report that enables to rediscover your strengths? So what’s the next step?

How do you ensure that strengths-based practices are embedded in your team daily activities and in your leadership coaching habits? How can the inspiration doesn’t fade away after the initial excitement?

Harness the momentum!

Now, the new dynamic and effective strengths-based self-coaching app (e2grow) combined with coaching journeys can bring your Team and Leaders to the next level! And all is aligned with the Gallup CliftonStrengths® 34 tool.

Regular self-coaching activities, nudges and online interaction with a certified strengths coach are set over time.   It’s all about promoting a lasting bond with your strengths, whether you’re an individual or a team.

 

Impacts:  Engagement.  Self-coaching. Teamwork.

 

Real-Life Success Stories: Engagement. Self-coaching. Teamwork.

 

Let’s delve into two real-life coaching journeys implemented by The Co-Leadership Group where the new strengths-based e2grow app was used:

 

  1. Launch a Strengths-based Leadership Journey for Newly Hired Young Engineers.
  2. Build a Strengths-based performing team in the financial services sector.

Launch a Strengths-based Leadership Program for Newly Hired Recent Graduate Engineers

A large engineering business aimed to foster self-development among participants in their Leadership Program for Newly Hired Recent Graduate Engineers. In tandem with strengths-based group coaching, participants accessed their CliftonStrengths® 34  talent profiles and engaged with their peers in self-coaching development activities via the e2grow app.

With the e2grow self-coaching app, regular nudges and activities enhanced their self-awareness and alignment of their strengths into their daily roles and responsibilities.

 

Immediate ROI:  This new awareness enabled participants to build more quickly their success/development plan to discuss with their manager.   This insight was a catalyst for a new generation of collaborators that are looking to take charge of their careers and have access to easily accessible online self-learning resources to boost their potential.

Build a Strengths-based performing team in the financial services sector

A Director was looking for an innovative way to elevate teamwork, collaboration, and autonomy. The journey of team and Leadership self-discovery allowed each team member to better understand their strengths and their colleagues.  Together, they co-created concrete solutions to elevate their potential and team potential.  To move forward, together.

Immediate ROI:  The Director had at his fingertips, new insights to better coach the team and engage each member. The e2grow self-coaching app, combined with “live” strengths-based team coaching, empowered this team to establish aligned goals, engage in reflective practices, and thrive through shared learning experiences.

 

Results

In both scenarios, the e2grow app serves as a performance, engagement and self-coaching accelerator, facilitating continuous learning and coaching. It also fosters a robust support network and helps break-down silos. Team members connect, collaborate, and draw insights from one another, resulting in improved teamwork.

Managers finally have concrete and effective tools at their fingertips to build habits to become better leader-coaches.

 

For individuals and teams alike, the magic lies in consistency and application. Once you’ve completed your strengths-based initial coaching, it’s all about leveraging your strengths to reach your full potential.

 

And here’s where e2grow comes in – our dynamic self-coaching and learning mobile application is your secret weapon.

 

Dare to innovate!

To engage your team, grow leaders differently as well as foster innovation and co-learning, dare to pilot a strengths-based coaching journey, Gallup CliftonStrengths® 34 and the new innovative e2Grow self-coaching mobile app.

 

For more information contact The Co-Leadership Group – certified Gallup coaches and e2grow  partner: https://coleadershipgroup.com/contact/

Join our Co-Leadership Community

A community to get inspired and learn about Co-Leadership, strengths-based coaching journeys and Codevelopment Action Learning.

To elevate your Leaders and unite your Teams.

Co-Leadership in Practice: Rebuild and Re-launch the Management Team after the Pandemic

Nuage de mot anglais
Business Challenge

After three years of the pandemic, the General Manager of a company in the service industry needed to quickly re-build his management team. Ambitious objectives needed to be achieved and the pressure to deliver results to owners was high.

The new Team consisted of 17 managers with a blend of seasoned/experienced leaders as well as young Leaders with limited leadership and management experience. Many members of this Team came from other industries, which brought new perspectives and a desire challenge the status quo and to do things differently. In addition, a new HR Director was recently hired

The challenges were substantial.

  • Create a cohesive team – Break down silos and stimulate collaboration between departments. Team synergy is at the heart of customer satisfaction and performance.
  • Quickly integrate new Managers.
  • Re-motivate and energize the seasoned management team members heavily impacted by the pandemic.
  • Rally the Team around a common vision and align them to the corporate values to return to business growth.

And this need to be done in a context of labor shortage and pressure.

Solutions

The Co-Leadership Group designed and implemented a collaborative, strengths-based coaching journey over several months. A deliverable was the co-creation of the team vision.  Our coaching approach led to the co-creation of a Team vision, achieved through a series of team coaching and sub-group work sessions.

This vision included:

  • An inspiring team’s purpose that gave meaning to actions.
  • The 5 significant strategic priorities to achieve together to align the team to common goal.
  • Key Measures of success – to assess progress and celebrate achievements.
  • Collective and individual action plans to propel the achievement of strategic priorities.

During this coaching journey, the management team was initiated to various strengths-based and collective intelligence approaches.  Leaders were coached to facilitate various sessions.  This sparked inter-discipline synergies and teamwork. Most of all, leaders began to help each other.

Finally, our sports coach – Jean-Philippe Blémur – helped leaders to better take care of themselves.  Our coaching journey prioritized self-care and wellness, with several activities implemented to stimulate well-being and energy. Our leaders committed to prioritize their wellness, together, and set up individual and group activities throughout the year.

Results

The team coaching journey is still underway and Codevelopment Action Learning sessions are being planned. The goals are to accelerate the achievement of the 5 strategic priorities, continue to foster teamwork across units and elevate leadership capabilities.

The General Manager, the Human Resources Director and the Managers have highlighted that, to date:

The management team is engaged around a common vision – All team members were proud to present their collective vision and action plans

Furthermore:

  • Each department have their action plan for success.
  • Team synergy and fun is amplified. Leaders have experienced the power of breaking down silos and co-creating solutions, together. Creativity has been enhanced by the synergy of everyone’s strengths as well as mutual support and sharing.
  • Leaders are better equipped to succeed together this year.
  • The General Manager and the HR Director have a concrete game plan to continue to support the managers.
  • The entire team is aware that better collaboration, trust and focus can only be created by investing time and energy in self-knowledge, communication, teamwork and synergy of strengths.

Authors : Nathalie Sabourin, M.Sc, CRHA and Ron Cheshire, MBA, ACC, strength-based coaches – Co-founders – Co-Leadership Group. All rights reserved.

 

Join our Co-Leadership Community

A community to get inspired and learn about Co-Leadership, strengths-based coaching journeys and Codevelopment Action Learning.

To elevate your Leaders and unite your Teams.