EMERGING LEADER COACHING
The highest level of 1:1 emerging leaders coaching. Over six months understand what your leadership strengths and development areas are. Create an actionable leadership development plan plus time to work on your leadership
Grow your impact as a leader.
Format
6 months 1:1, blend of inperson and virtual. A highly structured, deeply personal partnership.
Fee
POA
Location
Auckland, New Zealand and Virtual.
A global survey from Deloittes confirmed 76% of newly appointed managers get little to zero formal training or professional development.
Why appoint a manager and let them fail?
Invest in your biggest asset ‘your people’ with 1:1 coaching with Nick Roud and help you future leaders be Ready!
Key Coaching Features
- Emerging Leader Coaching
- Leadership Assessment
- 360 Degree Assessment
- Core Purpose Statement
- Individual Leadership Development Plan
Work 1:1 over 6 months with Nick Roud to reach personal goals and address professional challenges.
Identify your leadership strengths and development areas.
Please note; all individual sessions with Nick Roud are completely confidential.
Evidence is critical:
The first emerging leader assessment is the Roud Leadership Assessment (RLA).
Each Roud Leadership type embodies a wide range of leader thought and belief patterns, values, attitudes and behavioral tendencies. One reason we are all different, however, is that our proportion and balance (i.e degree of ‘maturity’ or ‘immaturity’ is different and constantly moving. Pressure does differnt things to different leaders.
Understanding your most developed type and where your least developed type is enables us to lay a foundation to our coaching engagement.
Get a clear view on your leadership strengths and development areas from the key stakeholders, including Board Chair, Board members, Executive leaders, indirect reports and customers.
Create an empowering Core Purpose Statement that represents the deepest and best within you.
Legacy, how will you be remembered by family, freinds, collegues. Your Core Purpose anchors you during challanging times.
Connecting the dots.
The individual leadership development plan brings together where you have been, where you are at and where you are heading.
An actionable plan which will be measured by your key stakeholders.
KEY COACHING STEPS
4 Steps
6 Months
30+ Hrs Work
ROI
One to one emerging leader coaching combines evidence, conversations, actions and forward focused behavioural change.
WHO IS THE EMERGING LEADERS COACHING FOR?
Organisations and individuals who engage with Nick Roud Coaching are often;
- Senior managers or new to leadership seeking to develop their leadership
- A succession plan for a senior executive role
- General Manager, head of, department managers, operational level.
- Those that have been identified as emerging or high potential leaders
- Fom organisations who want to strengthen an effective leadership bench or are key influences.
- Those looking to deepen and or refresh themselves
Your Coach
Nick Roud – Founder and Chief Executive Officer (MCEC). Globally Awarded CEO Coach.
+6421375630 | nick@roudcareers.co.nz
Apply Now
Start your application.
Send your bio along with your contact details to Nick Roud Coaching
Articles and Blogs specifically for Emerging Leaders.
Emerging Leaders and Developing Your Leadership Pipeline.
In this leadership article Emerging Leaders, we discuss just how important succession planning is to an organisation and how successful CEOs and Boards focus in on their leadership bench!
The Recently Appointed Manager
It is not your job to do everything. Understanding what aspects you must let go off will be hard to do at first,
The Leaders Toolbox
The leaders toolbox should not be cluttered with tools you don’t need. The three that must be sharpened and developed!
Transitioning to a Leader
Ultimately transitioning into a leadership role is about what you must (stop) doing!
5 Questions To Ask As A New Manager
As a newly appointed Manager it’s not uncommon for that person to be quickly overran with the sheer volume, noise and pressure that is suddenly thrusted their way. Too often that manager starts to question themself as to why did they take on that role, it wasn’t what he/she thought they would be doing. Here we discuss 5 critical questions managers need to get into!