Leaders are the tone-setters and success drivers of your culture, your people and your clients. Victory’s programs focus on developing leaders from the inside out
by helping participants:
Understand
their impact
Develop
a roadmap
Improve
their performance
Most engagements begin by diagnosing and assessing your situation, then we partner with you to create the right solution to draw out your leaders’ strengths and address their gaps drawing from our library of core leadership programs. Each core program focuses on a specific set of Leadership characteristics, audiences, or challenges:
Customizable Leadership Programs
Executive Emergence
Executive Emergence focuses on the retention, recognition, and development of existing and future leaders. Participants engage in multiple group meetings in a cohort curriculum as well as individual coaching sessions throughout, so development is tailored to both the collective group and the individual’s growth plan.
Who is best served:
High-potential talent who your organization wants to retain and grow.
Capable contributors who may lack confidence or initiative to lead.
Coachable team members who are hungry to learn, grow and develop.
Individuals who have (or will have) influence over key staff and clients, but need refinement in the finesse of their interactions.
Participant Outcomes:
Develop greater self-awareness, helping participants better understand how they are inherently hardwired.
Broaden participant self-awareness and versatility in interactions.
Develop participants’ leadership effectiveness and specific growth areas via customized coaching touchpoints throughout.
Accelerate trust and camaraderie between peers within and beyond the program.
Collaborative Leadership
Leaders of projects or departments often meet to “report out,” yet they seldom discuss how to resolve conflict, break siloes or galvanize staff in a diverse environment. Collaborative Leadership leans in on the skills it takes for those who work together to make collaboration and peer development the central focus, resulting in stronger individual capability and organizational value.
Who does Collaborative Leadership benefit most:
Department, project and team leaders.
Outcomes:
A more versatile, capable group of leaders that understand their responsibilities and are equipped with the confidence and skillsets to execute at a higher level.
Specific feedback on their current impact, future opportunities and we ensure they understand that feedback is the linchpin for greater success.
A psychologically safe environment where vulnerability and transparency are the hallmarks of a high-performance leadership and team culture.
Stewardship and relatable peer learning that galvanizes a stronger culture going forward.
Individual Coaching
Individualized coaching makes a deeper investment in the success of those who an organization recognizes can have lasting value and contribution, yet have a specific hurdle to overcome to unearth their fullest potential. Individualized coaching allows a deeper development of self-knowledge, self-recognition, and ownership—the baseline for successful, sustainable improvement. Targeted 1:1 coaching with those select individuals accentuates overall development when included alongside other group learning programs.
Three types of Audiences:
Executive coaching – Dept. Heads, EVP/SVP/GMs with large and expanding influence, Officer Potentials.
Confidence & influence coaching – Mid-managers who struggle with or could enhance their success with increased confidence.
Leadership Development coaching – Mid-managers who need to understand their strengths and gap - and who are motivated to nurture and develop others.
What participants walk away with:
A baseline for expediting targeted development. Our coaches employ a series of techniques and assessment tools that put a "science" to identifying core drivers and align them for personal and professional growth.
In-depth feedback that creates long-term change. Victory business coaches involve co-workers, colleagues, supervisors, direct-reports, and/or clients in gathering perceptions and examples of habits and behaviors that work for and against performance. This approach creates accountability to those who share a vested interest in the leader's long-term development.
To elevate modest gains to significant breakthroughs, coaches hold participants accountable and measure their progress throughout and beyond the coaching experience.
