How can LDC help early career professionals overcome common leadership challenges?

If we remember leaders are human beings, and all humans want someone to meet them where they are. And no matter how much we try to be mind readers, we should instead focus on meeting individuals where they are by asking what hat they want us to wear: listening spirit, devil's advocate, or coach.

What can you work on in coaching sessions? Just recently, I had a brief exchange with a client about our upcoming leadership coaching. They found it helpful when I outlined potential areas for development. In that context, these topics came to mind: Emotional Management: Strategies to effectively manage your energy, handle stress, and enhance emotional regulation. Thought Patterns: Working on limiting beliefs and addressing doubts that may be holding you back from reaching your full potential. Concrete Situations: Developing approaches for decision-making and navigating challenging conversations, including conflict resolution. Authenticity: Exploring what it means to be authentic and how you can align your actions with your true self.

Each client and set of goals is customised and unique to them, however through experience there a common themes that appear and be used to accelerate change. Fundamentally, in my experience, LDC allows a space to think, explore and evolve your approach to leadership, it should be self-directed - with the coach asking questions that open up and expand on what's possible and what you've already achieved. The value is in working on the small, everyday activities that will make the most significant difference over the mid-long term.

LCDs are the most powerful route to leadership development unlike any renowned management course because the practice provides 1:1 coaching by a professionally qualified coach who helps the client see their magic, and leverage their hidden potential which is yet invisible to them. The Coach co-designs with the client an exclusive pathway for their goals and enables them to uncover and witness their core self which differentiates their brilliance from others. It is one of the most powerful practices that help the client connect with their true being, and identify their core strengths and actions in line with their life (authenticity), language (mindset) and logic (leadership skills).

The essence of LDC lies in the planning process. It serves as a unique opportunity for clients to deeply reflect on their career ambitions and leadership objectives. This reflection goes beyond what many typically do and enables a level of intentionality that is often lacking in professional growth. Moreover, the planning phase within LDC is invaluable. It takes abstract aspirations and turns them into actionable, well-defined steps. By charting out the competencies to develop, skills to acquire, and experiences to gain, individuals can transform their leadership dreams into a concrete roadmap. This clarity and direction are the keys to achieving meaningful growth and success in leadership.

LDC doesn't follow a one-size-fits-all approach. It's a tailor-made experience designed to suit your unique needs, challenges, and goals. The coach collaboratively works with you to create a custom learning plan, identifying areas of improvement and suggesting actionable steps to enhance your leadership capabilities.

In my experience of coaching Leaders, Leadership Development Coaching supports early career professionals in overcoming common leadership challenges. It offers personalized guidance and tools to bridge the gap in experience, build credibility, manage expectations, enhance communication skills, and balance confidence with humility. The coaching helps leaders develop skills in conflict resolution, gain trust and respect, maintain work-life balance, and foster continuous learning. Overall, leadership coaching helps early career professionals become effective and inspiring leaders.

Choosing the right coach is the first and most important step. You should resonate with them, feel secure, yet challenged as coaching is not a yes process. There needs to be moments where your thinking is challenged, and thus creating space for it to stretch. The program should be consistent, 6/12 weeks are a good starting point, they should be regular - weekly or bi-weekly to encourage and keep you accountable to the actions that you commit to in the sessions. The coach should not be telling you what to do, they can make suggestions, however, if the plan comes from you it will create a much more powerful momentum. Leadership is complex and simple at the same time and having a coach earlier will enable you to accelerate your skills.

LDC works as per the mutual agreement between the coach and the client which covers not only the logistics in terms of schedules, mode of meetings etc. but also the strategy and pathway the coach and client agree on in line with the client's current situation, challenges (if any), aspiration and growth areas. The uniqueness of LCDs is that it is a practice of mutual commitment where both coach and client agree to invest their best possible time, efforts and self-work to ensure alignment, consistency and periodic checks on the progress towards the desired results.

The LDC is a profound journey of self-discovery and growth. It begins with a client who's not just willing to be coached but is also ready to embrace the discomfort that often accompanies growth. LDC is about a client taking that courageous step to lean over their growth edge, where they confront their strengths, limitations, and aspirations head-on. It's a journey where they navigate the uncharted territories of their potential, facing challenges and uncertainties with resilience and determination. And let's not forget that the journey itself is as valuable as the destination, and the incremental steps towards becoming the leader they aspire to be.

One of the remarkable benefits of LDC is its ability to foster a profound sense of self-awareness. By delving into your leadership journey in a safe and confidential space, you gain insights into your strengths, weaknesses, values, and aspirations. This self-discovery is a cornerstone for effective leadership, as understanding oneself is fundamental to leading others. Moreover, LDC offers a trusted partnership. Your coach is a supportive ally who listens not only to your words but also to the nuances of your experiences. The coach becomes a trusted confidant, providing perspective, challenging assumptions, and inspiring you to reach beyond your perceived limitations.

The benefits are many, here are some key ones: - Increase in personal performance - Happier and more productive team/reports - A heightened sense of self-awareness - More empathy, confidence and patience - Action overthinking - A safe space to be challenged, constructively - Space to think, reflect and re-orientate - A space to work through challenges - A clear plan and route to stretching goals

LCDs can benefit in unexpected ways: It provides a sacred space to the client where the client brings in their true self without any filters whatsoever, deepest desires, beliefs, aspirations and assumptions and can decide to enhance, revamp or carve an absolutely new path in line with their strengths, core values and authentic self. The self-discovery unlocks clients' true potential for effective leadership, identifies learning and growth opportunities and dives into actual actions to achieve those opportunities. LCD provides a path to design life and leadership by choice where the coach provides perspectives, challenges client assumptions and helps them shine their uniqueness while achieving personal and professional goals.

In the world of corporate leadership, finding the 'space' to pause, reflect, and truly process is a rare. LDC provides this space in an often over-packed schedule. It's a time where a client can step away from the relentless demands and think. But this space is more than just a break; it's a sanctuary for vulnerability. In the corporate world, admitting uncertainty or acknowledging a mistake can be seen as a weakness. However, in the confidential and supportive environment of a coaching conversation, saying 'I don't know' or sharing a failure becomes a sign of strength. It's the trust between coach and client that allows these moments of vulnerability to flourish, fostering a depth of self-discovery and growth.

The safe space LDC provides is essential for candid introspection ?? and growth. Having a trusted partner ?? to navigate the leadership maze is a game-changer. It's not just about learning; it's about translating that knowledge into actionable steps ??♂???. The blend of continuous feedback ??, celebration ??, and improvement makes LDC a holistic approach to leadership development. #ReflectGrowAchieve ??????

LDCs are for anyone who visualizes their job as a career. LDCs enable young professionals to go long on their career. To develop a vision rather than a simple perspective through which they look at their KRAs . An efficiently conducted LDC can help young professionals see the benefits & importance of having a mentor. Of aligning with a coach.

All leaders, those who want to become a leader or improve their management skills. If you are early in your career it is an amazing tool to use to accelerate your professional skills and rise in a company. If you're looking to stretch your ambition LDC can enable this as well as stabilise yourself if you're feeling unsure whether you can do the job/a new promotion. Fundamentally, those who want to improve themselves and invest in their growth.

LCD is a powerful practice for professionals at all stages of their careers. Be it FTMs identifying their leadership style, vision and values, middle managers transitioning from management to leadership roles or senior leaders enhancing their leadership styles, team influence and executive presence. LDC benefits leaders across levels in crucial areas like emotional regulation, inclusive delegation, productivity and time management, leading and managing change, communication and negotiation or conflict resolution. Ultimately it enables clients to align their energies to become more effective decision-makers, and cross-cultural collaborators, and navigate challenges with a growth mindset while consistently seeking learning opportunities.

LDC is not just about having a plan; it's about having a dedicated thought partner who is genuinely invested in a client's success and growth. Having a coach who champions a client's development without any ulterior motives can be a career catalyst. LDC is indeed an investment in oneself, and it aligns with the philosophy that continuous learning and development are essential for professional success. Clients who are committed to their growth, set goals, and work diligently towards achieving them often find themselves climbing the corporate ladder faster and farther.

LDC offers an invaluable toolkit for leaders at all stages, but especially for those at the dawn of their careers. ?? It’s not just about acquiring leadership skills, but mastering the nuances like understanding organizational dynamics and fostering a resilient mindset. Through LDC, professionals can crystallize their leadership vision ?, gain the confidence to navigate challenges, and deepen connections across diverse stakeholders. It's also about nurturing emotional intelligence and striking that elusive balance between personal ambition and organizational alignment. A holistic approach, LDC truly empowers leaders to create impact! #EvolvingLeadership ????

Beyond logistics and certifications, the level of self-work done by the coach is essential for the coach-coachee duo to unlock their best potential. As an example to illustrate this, let's consider a small framework of the human mind where identity is deeper than values, and values are deeper than beliefs. A coach who has only worked on their own beliefs and values, but not on their identity will not be able to help a client who wants to work on their identity, because the coach lacks the depth of self-awareness for it.

When starting leadership coaching, first look inward. What are your goals? How ready are you for discomfort as you grow? The right coach may not be who you expect. This partnership requires commitment from both the coach and the client. As the client, take responsibility for your development. Communicate your goals clearly. Research coaches, but stay open - the coach you want may not be the coach you need. Coaching is collaborative. The coach guides, but you must also work. Remain open to new perspectives that take you outside your comfort zone. If you approach coaching with self-reflection and commitment, you'll gain more from the process. You play a key role by putting in the effort here.

When I looked for an LDC at a particularly difficult time in my leadership development journey, I looked for three things: 1. Someone who was certified in leadership coaching through the ICF. While I don't always believe certifications are essential, the coaching industry is so new, I wanted someone who had formal education in this area. 2. Someone who understood healthcare. The perfect coach doesn't necessarily have to work in your industry, but an understanding of the culture and complexity of healthcare was key for me. 3. Someone who would challenge me to think differently and explore many perspectives. THIS is the key value of LDC. Without self reflection and challenge, there is no growth.

Do some research, speak to colleagues for any recommendations, your HP department might have a roster, go on Linkedin - find coaches that are specialising in what you need. Once you've got a list together, reach out and speak to multiple coaches, so you can assess: - the fit & chemistry - their style & approach - assess the coach and think - they look well, are positive and smart - do they ask great questions? - the call should be about you, not the coach telling you how great they are; you should leave it feeling coached - and inspired. Look beyond certifications, as I don't think that these are a marker of being a great coach, they can indicate education in the space.

Every professional coach has a unique approach. - ---Follow and speak with qualified coaches who not only hold expertise and experience but have done the self-work. -Understand their structure, strategy, tools and how they can help with your specific goals. -Ask relevant questions like, how specifically coaching helped in their journey. Do they still have a coach/a supervisor? -Clarify your LDC goals, needs and preferences. - Clarify what can you expect from the Coach during these sessions and what will be your role. -What happens if something comes up apart from the goals decided for LDC? -Make sure you feel comfortable, connected with at ease with your Coach.