TEAMLEASE SKILLS APPROACH NOTE

UNIVERSITY
THE LEADERS JOURNEY

Envestnet Yodlee | 5 January 2017

 Approach Note – The Leaders Journey

The Leaders Journey

Applying Breakthrough Leadership Practices for Realizing Leadership Potential
Purpose

The overall purpose of The Leaders Journey is to provide a development process, not a training program, whereby participants’ assumptions about
leadership are challenged and their ability to affect change and meet organizational goals is significantly improved. It is based on the foundational
belief that developing leaders is not an event but a generative process that needs to play out over a period of time.

The Leaders Journey focuses exclusively on leadership. It makes the distinction that leadership is about setting direction, aligning constituents, and
inspiring others versus the fundamental management skills of planning, organizing, leading and controlling.

During the Leaders Journey, participants work on...

- What they are “doing” (leading people and projects, applying leadership practices, influencing the environment, coaching their employees) and
- How they are “being” (developing self-awareness and mindfulness, shifting paradigms, focusing on relationships, stepping out of comfort zones).

Participants are encouraged to focus their time and efforts on very specific areas of personal transformation that are high-leverage and high-impact,
and let go of paradigms, attitudes and behaviours that are hurdles to their development as leaders.

The ultimate purpose of The Leaders Journey is for participants to improve their personal effectiveness as individuals and leaders and positively
impact their environment and the people they work with.

Objectives

The Leaders Journey has four primary program objectives:

1. Promote team bonding and trust-building amongst team members through a facilitated environment
2. Build awareness of individual leadership styles while going through a common leadership experience together
3. Develop core leadership skills – emotional intelligence, executive communication, managing conflicts, influencing, coaching.
4. Enable the participants to develop Executive Presence through application of authentic and impactful leader behaviours over a period of time.

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 Approach Note – The Leaders Journey

Development Approaches

1. Leaders Journey Workshops:-

A series of 6 workshops delivered over 7-9 months, and scheduled as per client needs. Each workshop is highly interactive and experiential, and
encourages participants to immerse in self-discovery as well as peer-to-peer learning. The workshops are specifically customized to capture the
client organization’s context and delivered through tried and tested as well as innovative learning methods. Client feedback is continuously
incorporated into the workshop design process.

2. Developmental Coaching:-

Developmental coaching sessions will focus on the participants’ overall development as an individual and professional. Both in the organizational as
well as the personal context, it would enable leaders to tap into their full potential and eventually reach a higher developmental level during the
course of Leaders Journey program. A minimum of 3 coaching sessions are recommended, spread over the course of the program. Each session is of
one hour duration.

By specifically focusing on leveraging innate strengths and constructively addressing personal hurdles around skills, behaviours, attitude and beliefs,
coaching would help leaders connect with their authentic self and develop their unique leadership and communication style. It would also enable
them to influence and leverage the organization’s culture, develop other leaders, and set standards for high performance.

Development Tools

Participants use the following development tools throughout the program.

1. Leaders Action Plan (LAP):-

The LAP is an action- planning document referred to and updated by participants throughout the Leaders Journey program. As participants learn,
reflect, and commit to actions or new behaviours, the LAP acts as a tracking and accountability system. Development action plans are recorded on
the LAP and participants are made accountable to complete their plans. At various points during the program, participants share actions they have
taken on their LAPs with their learning groups while obtaining feedback and encouragement. LAPs are also discussed with the facilitator-coach in
coaching sessions and are used as a coaching tool.

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 Approach Note – The Leaders Journey

2. The Leader Journal:-

The Leader Journal is a self-reflection tool that participants complete over the duration of the Leaders Journey. Key questions prompt the
participants to clarify their values, what they stand for as a leader, experiences that influenced them along their journey, the vision they have for the
organization they manage, and the leadership legacy they intend to leave behind.

3. Reference Materials:-

A variety of reference materials will be made available to the participants during the course of the Leaders Journey program. These reference
materials are meant to sustain the learning, develop further leadership depth and build a culture of continuous personal development and
improvement within the cohort. Participants will be encouraged to access these materials towards supporting and sustaining their development
efforts.

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The Leaders Journey - Workshop Modules

Leadership Practice High-level Development Objective of Leadership Competencies Covered by Duration of

Module Module Module Module

1 Developing Personal Enable leaders to build self-awareness and Building the capacity for self-awareness 2 Days
Insights deep personal insights, understand personal Developing personal insights
motives, values and behaviours, identify Identifying leadership traits and behaviours
Note: MBTI would be used personal strengths and high-leverage Taking ownership of personal development
as a development tool in development areas
this module.

2 Developing Emotional
Intelligence
Enable leaders to develop and apply the four Developing self-awareness and mindfulness 1 Day
dimensions of emotional intelligence for Self-management
developing an effective leadership style that Social awareness
can address the people and situational Relationship management
demands of the workplace

3 Building Executive Enable leaders to build executive presence Building personal credibility and trust 2 Days
Presence and personal credibility with their respective Developing strong executive communication
constituents (boss, peers, team, colleagues, Building an authentic, effective and
customers, service partners) sustainable personal leadership brand

4 Influencing for Action Enable leaders to manage and influence Influencing styles 1 Day
multiple stakeholders towards effectively Influencing skills
managing and executing organizational Conducting powerful conversations
agendas

5 Managing Conflicts Enable leaders to work through differences Conflict-handling styles 1 Day
and discover common ground towards Conflict management skills and behaviours
furthering organizational agendas and Collaborating with others
creating win-win

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 Approach Note – The Leaders Journey

6 Coaching and Empowering Develop coaching skills to build high- Coaching Conversations 2 Days
Others capability, high-performance teams that can Performance Feedback
execute with excellence and deliver on Capability-building
stretch goals Career Conversations

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