1. Developing Leaders In A VUCA
World
Presented by Judy Laws, PhD, Foursight
Consulting Group Inc.

2. Leadership in A VUCA World
2
Source: Vijay Kambhammettu, 2014,
http://www.entroids.com/blog/startups-in-the-vuca-world/

3. Why is Leadership Development
Important?
3
• Leaders are made rather than born
• Leadership development provides employees with the
opportunity to improve their skills, develop their talents,
manage their weaknesses, and reinforce their ability to
use their personal knowledge and organization resources.
• There is a strong correlation between leadership practices
and employee satisfaction scores and subsequent
customer satisfaction scores
• Young workers are interested in joining organizations that
are willing to develop them and boost their careers.

4. Why Leadership Development
Programs Fail?
• Overlooking context
• Decoupling reflection from real work
• Underestimating mind-sets
• Failing to measure results

5. Framework for Leadership
Development

6. Five Leadership Development Options
to Consider
1. Leadership Development Training Program
2. Coaching with 360° Feedback Tool – Individual
Sessions
3. Coaching with 360° Feedback Tool - Group Sessions
4. Team Coaching
5. Creating a Coaching Culture

7. Leadership Development Training
Program
• Customized leadership development training program
based on areas identified requiring development e.g.
• Leading Teams to Higher Performance
• Unleashing Creative Leadership
• Collaboration Skills
• Managing Change
• Communication Toolbox
• Modular design (1 – 2 days a month; 8 – 12 days total)
• Action Learning / application activities
• Assessments for self-awareness

8. Case Study: Professional Certificate in
Leadership & Collaboration
• Purpose: To complement the Practice Leads’ knowledge base, while
providing additional expertise and perspective in the areas of leadership,
communications, innovation, change management and collaboration.
• Program Details:
• 9-day program (2+2+2+1) from August 2015 – June 2016
• Modules included:
• Rethinking & Improving Personal Leadership / Managing Differences
• Communication Skills Toolbox
• Consulting for Results & Managing Change
• Leading Teams to Higher Performance
• Strategic & Innovative Thinking Toolbox / Program Certification Simulation
• Program Feedback:
• Fantastic program, well structured and very relevant.
• Great content, well structured and excellent instructors.
• I found it timely, informative and provided tools and skills which can be used daily in my work.
• Very happy with the array of tools we learned. Nice that there were both theoretical and tangible
examples.
• Very satisfied; looking forward to using this knowledge now and building on it in the future.

9. Coaching with 360° Feedback Tool
Individual Sessions:
•Introduction to program and 360° Feedback Tool
•Debrief meeting - 360° Feedback Tool
•Meeting(s) with employee’s manager / key
stakeholders to identify development areas for
employee to work on
•2 – 3 coaching sessions with employee to work on
identified areas of development and action plan
•Meeting with manager and employee to discuss
progress and next steps

10. Case Study: Coaching with 360°
Feedback Tool
• Purpose: To help Derek prepare him for an executive role and enhance his
leadership capabilities. As part of the coaching process, utilized results from
Derek’s 360° Feedback assessment to ensure his development plan was
focused on areas that would have impact in his current and future role in
Finance.
• Client Feedback:
• I have been using Judy as my coach for over a year now. I initially reached out to her to help
me advance my career by preparing me for an executive role. As I started working with Judy I
immediately recognized the value that she would bring to me both professionally as well as
personally. Her coaching qualities that most resonate with me are her caring nature, her ability
to listen and act as a sounding board for my ideas and finally her ability to help me discover that
the answer to most problems comes from within myself. Judy has helped coach me in a number
of aspects of my professional career. Specifically, as a result of Judy’s coaching I have been
able to create an environment that transformed my staff into a high performing team, she has
helped me gain the confidence to interact effectively with senior executives and most
importantly she has provided me with the skills to achieve a greater awareness of myself.
Coaching is very much a journey about one’s self and I am glad to have Judy Laws along this
journey with me. Judy is without a doubt, my biggest cheerleader. If anyone is looking for a
coach that is able to meld theoretical concepts with practical experience I highly recommend
her.

11. Coaching with 360° Feedback Tool
Group Sessions:
•Group meeting to introduce program and 360°
Feedback Tool
•Group meeting to debrief of 360° Feedback Tool
•Meeting(s) with employee’s manager / key
stakeholders to identify development areas for
employee to work on
•2 – 3 coaching sessions with employee to work on
identified areas of development and action plan
•Meeting with manager and employee to discuss
progress and next steps

12. Team Coaching
• Team coach works with a whole team, both when
they are together and when they are apart, in
order to help them:
• Improve their collective performance
• How they work together
• How they develop their collective leadership to more effectively
engage with all their key stakeholder groups
To jointly transform the wider business

13. Case Study: Team Coaching
• Purpose: To assess and facilitate growth of each of the one-on-one relationships
amongst the BMC members in order to improve effectiveness of working relationships
leading to maximizing collaboration and team effectiveness in strategic decision
making and how off-line (non-group) situations are dealt with.
• Approach:
• Phase 1: 36 pair interviews and questionnaire completion to:
• Understand the nature & effectiveness of current relationships
• Build relationship map to determine effectiveness of BMC’s current relationship network
• Phase 2: Group Debrief session (6 hours) to:
• Build Awareness of Group strengths, challenges by enabling them to explore the data &
draw their own conclusions
• Phase 3a: Individual Debrief and coaching
• For each member of the BMC, build awareness of their relationship strengths, challenges
and common themes and coach them on how to leverage their strengths and how to
improve
• Phase 3b: Director Review – to provide summary key finding from phase 1 – 3a and a status of
relationship building
• Phase 4: Facilitated Pair Discussions to implement and support the relationship action plans
• Outcomes: Improved working relationships and action plans to enable change

14. Creating a Coaching Culture Program
• A coaching culture is a place where…
• Authentic leaders have amazing conversations that generate
improved results
• We understand that the support for the solution is embedded in
those around us
• Listening, and hearing, is the key to greater performance
• We can help you avoid common mistakes when
developing a coaching culture by identifying where you
are now and what needs to be done to create a
successful coaching culture

15. Your Questions