The power to influence is available to all levels of leaders whether in formal authority roles or not.
In our complex world, we are all challenged to lead from wherever we are. Our companies’ fortunes depend on it.
Yesterday’s Leadership Won’t Cut It Today
We live in interesting times, facing challenges unheard of only a few short years ago. The leadership capabilities that made us shine yesterday may not be good enough for today!
Today’s World Demands Better Leadership Skills
We can help you and other leaders in your organization grow by developing skills such as:
- Embedding your company and/or team purpose into your culture
- Inspiring collaboration
- Building trust
- Engaging employees
And We Can Help You Become a Transformational Leader
Transformational leadership requires more than just skills. It entails unlocking the way we view the world and our place in it. It involves learning to uncover our own assumptions and to entertain new and different perspectives as we deal with problems and opportunities.
Becoming a Transformational Leader requires you to be open to personal change.
Our 5-Step Process for Helping You Grow Your Leadership Capabilities (Individually or as a Team)
Miller Consultants has developed a 5-step process to help you strengthen your leadership capabilities:
- Getting to Know You
- Assess Your Current Leadership Style, Skills, and Capabilities
- Identify Areas You Want to Work On
- Design the Process and the Plan
- Implement the Plan
1. Getting to Know You
We start by getting to know you, your company, and what you are trying to achieve either as an individual or as a leadership team.
2. Assess Your Current Leadership Style, Skills, and Capabilities
Once we understand more about you, your organization and your leadership role, we will dig into your current leadership style, skills, and capabilities. This usually involves our administering one or more leadership assessments which might include the following:
- 360 Feedback Instrument – getting feedback from peers, your managers, your direct reports, your customers.
- Leadership Style Assessment –Our toolbox contains many. We choose those that will help you most in achieving your goals.
- Leadership Thinking Assessment – to shed light on your self-awareness, how you tend to interpret your surroundings, how you approach understanding other perspectives and how you respond to influence and power – your own and others’.
3. Identify Areas You Want to Work On and the Process You Desire
Perhaps you will pinpoint some specific strengths you want to use more often. Or maybe you will identify some skills that you would like to develop to help you become more effective. You may decide to take on the challenge of becoming more transformational, which means learning more about your assumptions and your blind spots.
4. Design the Plan
Once you have determined the type of assistance you want from us, we work with you to put together a plan, complete with a process, timelines, and ways of measuring progress. Together, we will decide whether individual or team training and/or leadership coaching is the best solution. Regardless of the process you choose, we will engage in an informal contracting process that includes setting expectations and goals.
5. Implement the Plan
Once the plan is in place, we will serve as your guides to carry it out. This might include coaching, training, developing an action learning process, or helping you find the development you need from outside of Miller Consultants.
Growing Leadership Capabilities: Real-World Examples
We have many examples of leadership development services that we have provided to clients.
Example: Coaching a Leadership Team on Purpose-Driven Decision-making
We worked with a senior leadership team of a small mission-driven company to help them develop a process for ensuring that their decisions aligned with their purpose and values. We assisted them in:
- Setting criteria for good decision-making
- Considering various scenarios that would require them to make tough choices concerning how to balance their profit motive with their mission
- Developing ways to communicate with each other through thoughtful advocacy and inquiry
- Creating a process for reaching consensus
The Result
This team leadership development process led to greater efficiencies in decision-making and strengthened team members’ shared commitment to the organization’s purpose. It helped them bring that purpose to life throughout their organization.
Example: Coaching a Leader Transitioning into a Top-Level Transformational Role
A middle manager of a medium-sized company was preparing to become a senior-level leader as part of a succession process. To help him prepare for this new role, we assisted by:
- Administering an assessment of his views of leadership
- Coaching him on new perspectives and behaviors his new role might require
- Training him in the skills he would need to balance purpose and profits
The Result
As a result of this development process, the organization was able to implement its succession plan successfully and the leader was able to step into his new role with self-assurance and with the confidence of others throughout the organization.
Example: Training Managers on Change Leadership
An IT organization serving a large global company was restructuring and outsourcing some of their operations. The change affected hundreds of employees as well as the leaders of the organization. The company engaged Miller Consultants to provide training for approximately 50 of the top-level leaders of the IT organization on how to lead the change. We assisted by:
- Helping the leaders recognize and address their own change-related anxieties
- Training them on the roles of leaders in a major change process
- Providing them with tools and techniques for assisting with each stage of the change roll-out and training on how to apply them
- Preparing them to address the personal side of the change process by learning ways to support their employees
The Result
The leaders applied what they learned and used the tools throughout the lengthy change process. And they passed on what they learned to other managers within their organization to equip them to support their employees through the changes.
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