Leadership Development Plan Template

This is the template of a ‘leadershiplan’.

We encourage all our clients to use such an online-digital template but we are ready to use a more traditional ‘paper’ based one or email-exchange one. In any case, every bit of information is completely secure, private, encrypted and password protected. Only the coach and the client have access to the information exchanged.

The template below has the links to the tests and learning resources deactivated. They are available in the ‘working template’ we are using with our clients, though.

The Data Gathering/ Intake/ Preparation Phase refers to the start of a ‘leadershiplan’. During the 1-3 sessions (3 to max. 7 hours) of coaching, the client:

  • gets to know his/ her coach and they set a formal contract of work
  • involves the sponsor (HR manager, direct manager)
  • gets his/ her sponsor’s demands from the ‘leadershiplan’
  • gets to know his/ her goal (defines and refines it to the point he/ she really wants it to happen and can measure it)
  • evaluates himself/ herself using several psychometric and personality tests
  • gets evaluated through the eyes of his/ her other peers, subordinates, and managers from work and possibly other stakeholders important for his/ her development (360 questionnaires)

I. INITIAL NOTES

1. Formal Contract Details:

– all the details referring to the number of hours contracted, periodicity, payments

2. Informal Contract Details:

– all the details related to the informal ‘coaching contract’: what is permitted and allowed, preferences, expectations of coach and client, what each of them brings and wants from the coaching relationship

3. Client Declared Goal:

– what the coaching client wants, as specific as may be formulated in terms of the deadline, deliverables, behaviors changed, new attitudes, skills, results

4. Sponsor’s Requested Goal:

– what the sponsor of the coaching client (usually the HR manager or direct manager) wants for the client, as specific as may be formulated in terms of the deadline, deliverables, behaviors changed, new attitudes, skills, results

5. Working Goal (refined after assessments, tests, and input from stakeholders/ sponsor):

– what the coaching client really wants, as specific as may be formulated in terms of the deadline, deliverables, behaviors changed, new attitudes, skills, results, taking into considerations any stakeholder (sponsor) input

6. Meta Goal (urgency, why important):

– why is the goal important to the client, what consequently generates and allows, what are the reasons behind, what’s the motivation, what’s the superior purpose lying underneath

7. Goal Succes Evaluation (observable):

– how does the client/ coach measure the success of the ‘leadershiplan’/ accomplishing the goal

8. Coach Initial Notes:

– what’s to be noted after the initial inputs from client, stakeholder, sponsor that may be used for further and future reference in the coaching relationship and in building the leadershiplan

II. TESTS AND QUESTIONNAIRES

1. Change Readiness Test (How Eager Are You To Learn & Change?)

Here Take The Change Readiness Test (Free, 20 minutes)

Results: Total Score: ; Adaptability: ; Optimism: ; Resourcefulness: ; Self-Confidence: ; Motivation/Passion: … ; Adventure Spirit: ; Ambiguity Tolerance: ; 

Individual and Total Optimal Score: 22-26

Coach Notes, Reflections and Questions for The Client: 

Client Notes, Reflections, and Answers: …

2. The 360 Leadership Values Assesment (Your and Other’s Perspective Regarding Own Values in Leadership)

Here Take The 360 Leadership Values Assesment Test (34$, 30 minutes, client + min. 10 other stakeholders/ respondents)

Here is the report with your results (uploaded by coach)

Alignment of the Goal and stakeholders’ 360 view:

Coach Notes, Reflections and Questions for The Client:

Client Notes, Reflections, and Answers:

3. The Enneagram Test (Patterns of Leadership Behavior)

Here Take The Enneagram Test (12$, 20 minutes)

Here is the report with your results (uploaded by coach)

Results: Type: … Virtue:  ; Fixation: … ; Passion:  ; Basic Fear: ; Basic Desire: ; In search of: ; Healthy Sense of Self: ‘…’; Hidden Complaint: ‘…’, Key Defense Mechanism: ; Main Temptation: ; Saving Grace: ; Structural Pattern: ; Cognitive Error:

Alignment of the goal and the Enneagram type:

Coach Notes, Reflections and Questions for The Client: 

Client Notes, Reflections, and Answers: …

Read More on Enneagram

4. Integral AQAL Quadrant & Stage (Completeness of Own Leadership Perspective)

Primary Quadrant:

Secondary Quadrant: 

Blind Quadrant:

Evolutionary Stage: … Assumptions about leadership: Agility in pivotal conversations:  Agility in leading teams:  Agility in leading org. change:

Alignment of the Evolutionary Stage with the Goal:

Coach Notes, Reflections and Questions for The Client: 

Client Notes, Reflections, and Answers: …

Read More on Coaching For Integral Leadership

Read More on Levels of Consciousness and Enneagram

5. Consciousness and Types of Intelligence (Types of Intelligence as Leadership Assets)

Here Take The CQ-I Test (Free, 50 minutes)

Here is the report with your results (uploaded by coach):

Results: Consciousness Quotient: (optimal higher) Physical: ; Emotional: ; Cognitive: ; Social-Relational: ; Self: ; Inner Growth: ; Spiritual:

Coach Notes, Reflections and Questions for The Client: 

Client Notes, Reflections, and Answers: …

Read More On The Psychograph

Read More on CQ-I (Consciousness Quotient)

6. 16 Personalities (Leadership Personality)

Here Take The 16 Personalities Test (Free, 15 minutes)

Your Test Link Attached (uploaded by coach):

Results: ‘ Strengths:  Weaknesses:

Coach Notes, Reflections and Questions for The Client: 

Client Notes, Reflections, and Answers: …

Read more on the 16 types

III. COACH’s SWOT

Strengths

Coach Notes, Reflections and Questions for The Client: …

Client Notes, Reflections, and Answers: …

Weaknesses and Gaps

Coach Notes, Reflections and Questions for The Client: …

Client Notes, Reflections, and Answers: …

Opportunities

Coach Notes, Reflections and Questions for The Client: …

Client Notes, Reflections, and Answers: …

Threats

Coach Notes, Reflections and Questions for The Client: …

Client Notes, Reflections, and Answers: …

IV. VIDEO & DEBRIEFS

Intake Coaching Session(s) Video Recordings

The video recordings (optional) of the coaching sessions in this phase – Intake- would be available here, completely secured and password protected. Each client has a unique, private, secure, and protected page so that only him/ her and the coach would have access to it.

In a paper-based version of a ‘leadershiplan’, the client receives the video recordings in a protected way. The video recording of the coaching sessions is optional in itself.

Debrief on intake videos and feedback

The coach reviews constantly the video recordings of all the coaching session with a client. The client is also encouraged to do so. Sometimes, the coach would ask the client to review together parts of previous recordings. This is a coaching method of objectifying aspects of a client’s inner dialogue for a better understanding and usage.

The Strategy Phase refers to the planning/ outlining of a ‘leadershiplan’. During the 1-3 sessions (1 to max. 3 hours) of coaching, the client:

  • gets feedback on the results from the personality tests and questionnaires from the previous phase
  • co-creates together with the coach the timeframe for development
  • cooperatively defines the developmental lines attitudes, skill sets and behaviors to change during the timeframe
  • evaluates existing and future resources and limitations
  • gets introduced to his/ her first Cycle Of Development Focus Practice and to his/ her first Fundamental Practice (see next phase)

I. THE LEADERSHIPLAN

The Two Metaphors:

The Current Way Of Leading

‘- a metaphor describing client’s current state of being versus the goal’. Description of the metaphor…

The New Way Of Leading (Including and Transcending the Current Way)

‘- a metaphor describing client’s future state of being, when the goal is possible’. Description of the metaphor…

The Developmental Lines/ Skills/ Behaviors/ Moods to be developed for the New Way of Leading to emerge:

Line of Development 1: … Skill to develop: Possible Focus Practices:

Line of Development 2: … Skill to develop: Possible Focus Practices:

Line of Development 3: … Skill to develop: Possible Focus Practices:

Possible Fundamental Practices:

II. Videos & Debriefs

Strategy Coaching Sessions Video Recordings

The video recordings (optional) of the coaching sessions in this phase – Strategy- would be available here, completely secured and password protected. Each client has a unique, private, secure, and protected page so that only him/ her and the coach would have access to it.

In a paper-based version of a ‘leadershiplan’, the client receives the video recordings in a protected way. The video recording of the coaching sessions is optional in itself.

Debrief on strategy videos and feedback

The coach reviews constantly the video recordings of all the coaching session with a client. The client is also encouraged to do so. Sometimes, the coach would ask the client to review together parts of previous recordings. This is a coaching method of objectifying aspects of a client’s inner dialogue for a better understanding and usage.

The Developmental Phase refers to the core ‘muscle development’ period of a ‘leadershiplan’, through iterations of similar Cycles of Development. During each of the 3 to 7 sessions (1,5h hours each) of coaching, the client:

  • analyzes the video recording of the previous sessions (attitude, the way of relating to his/ her goal, resources, limitations) (1/4 of time)
  • describes his/ her daily Focus and Fundamental practice development during the latest/ previous Cycle of Development, gets feedback in relation to his/ her goal and co-create the learning outcome (1/4 of the time)
  • is presented the new Focus Practice (and Fundamental Practice where the case) and tests it for the first time (1/4 of the time)
  • other topics of discussions, dilemmas helping his/ her learning (1/4 of the time)

I. Focus Practices

1. Self-Observation Practice:

– the first practice is a self-observation exercise of at least 1 week of client’s current way of being…

2. Focus Practice #2:

3. Focus Practice #3:

II. Fundamental Practices

1. Fundamental Practice #1

– the foundation/ fundamental practices are meant to vertically develop and strengthen the existing evolution stage and set more firm grounds for the focus practices horizontally developing new skills

2. Fundamental Practice #2:

III. VIDEOS & DEBRIEFS

Development Coaching Sessions Video Recordings

The video recordings (optional) of the coaching sessions in the IIIrd phase – Development- would be available here, completely secured and password protected. Each client has a unique, private, secure, and protected page so that only him/ her and the coach would have access to it.

In a paper-based version of a ‘leadershiplan’, the client receives the video recordings in a protected way. The video recording of the coaching sessions is optional in itself.

Debrief on development videos and feedback

The coach reviews constantly the video recordings of all the coaching session with a client. The client is also encouraged to do so. Sometimes, the coach would ask the client to review together parts of previous recordings. This is a coaching method of objectifying aspects of a client’s inner dialogue for a better understanding and usage.

The Celebration/ Take Off/ Closure Phase refers to the closing and evaluation moments at the end of the ‘leadershiplan’. During the 1-3 sessions (1 to max. 3 hours) of coaching, the client:

  • puts everything he/ she learned in place, through a series of real-life tests of the new attitudes and skill sets acquired
  • evaluates his/ her progress and reaching of the goal, draws learning outcomes
  • reports to the sponsor where the case
  • defines future possible challenges and goals to attain
  • is left with a final Fundamental Practice to even further strengthen his/ her main skill or attitude or behavior in the ‘leadershiplan’

I. RE-EVALUATION & ROI

The 360 Leadership Values Assesment

Here Take The 360 Leadership Values Assesment Test ($34, 50 minutes, same 360 stakeholders/ respondents inputs needed as in the initial assessment)

Here is the report with your results (uploaded by coach):

Coach Notes, Reflections and Questions for The Client: 

Client Notes, Reflections, and Answers: …

II. VIDEOS & DEBRIEFS

Closure Coaching Sessions Video Recordings

The video recordings (optional) of the coaching sessions in this phase – Closure- would be available here, completely secured and password protected. Each client has a unique, private, secure, and protected page so that only him/ her and the coach would have access to it.

In a paper-based version of a ‘leadershiplan’, the client receives the video recordings in a protected way. The video recording of the coaching sessions is optional in itself.

Debrief on closure videos and feedback

The coach reviews constantly the video recordings of all the coaching session with a client. The client is also encouraged to do so. Sometimes, the coach would ask the client to review together parts of previous recordings. This is a coaching method of objectifying aspects of a client’s inner dialogue for a better understanding and usage.

III. FINAL NOTES

Final meeting with the sponsor

– final notes on sponsors input regarding the goal attainment

Coachee/ Client Notes + Feedback

– client’s notes on the ‘leadershiplan’ evolution: what did he learn, how did he change, new behaviors, skills, attitudes gained

Coach Notes + Future Pace Recommendations

– coach’s notes and recommendations on needs to be further developed, kept and strengthened 

Testimonial from coachee

– what the client sees worthy saying about his/ her realizations during and after the ‘leadershiplan’ ending…

DID YOU LIKE THIS TEMPLATE?

Do you feel prepared to develop your leadership skills?

WOULD YOU LIKE TO SEE AN EXAMPLE?

A real case study of a leadershiplan?