Connected Leadership
The Connected Leadership Program targets the cognitive elements of leadership—an emerging research focus that has shown the clarity of a leader’s self-identity is one of the strongest predictors of leadership effectiveness.
Built on the latest research regarding how leaders become leaders and how experienced leaders become better leaders this multi-session program is organized around the Connected Leadership Framework©.
The program is comprised of learning activities that are open-ended and interactive. They are designed to foster the sharing of the ideas and experiences of the participants rather than prescribe a narrow and specific range of predetermined leadership solutions.
This approach allows the facilitator to select activities and guide discussions to that which is most meaningful to the developmental needs and circumstances of the participants. It can be specific and customizable for each participant and each cohort as opposed to a boilerplate, one-size-fits-all intervention that is characteristic of many current leadership programs.
Connected Leaders:
Have clear intentions about what they seek to accomplish and are driven to achieve.
Possess and consistently evaluate and refine a clear leader self-identity that includes:
High leader self-construct – identifying one of their primary identities as that of a leader.
High degree of leader self-esteem – a positive self-appraisal of their leadership abilities and value.
High degree of leader self-consistency – enduring and stable leader traits, approaches, and values that translate to a variety of contexts and settings.
High degree of leader self-efficacy – a strong belief that they are capable of being effective in their leadership roles.
Consistently demonstrate key meta-competencies associated with leadership effectiveness including:
Examination: Practicing self-reflection and ensuring self-awareness, other-awareness, and contextual awareness.
Exploration: Using questions, scanning, monitoring, and reviewing to gather information and ideas, to forecast trends and opportunities, and to identify challenges and solutions.
Enlistment: Casting a vision that resonates with staff, stakeholders, and customers and identifying and consistently promoting a desired direction.
Execution: Deploying staff and other resources to achieve desired strategic and operational outcomes. Getting things done.
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