One of the most overlooked opportunities in leadership development programming is the ability to tap into the wisdom that exists when a smart group of leaders comes together to learn from each other. Too often we see a continued heavy reliance on the ‘sage on the stage’ method of learning where theory and frameworks are presented without real-world realities considered. High potential and high performing leaders bring a wealth of knowledge and context that takes learning opportunities from the theoretical to the practical and takes insights and makes them actionable. At The Roundtable, we leverage group coaching to enable leaders to contribute their lived experiences and truly learn from one another.
To unleash this type of learning exchange, leaders need to move beyond ego and connect on a deep level. High-value leaders can only truly realize their full potential once they let go of the myth that they need to be ‘perfect’ and realize the strength that comes from tapping into the talents of those around them.
“I don’t know what this “secret sauce” is that you’re selling but I’m buying it.”
This funny, but real, feedback was given by a recent VP participant in one of our group coaching programs. It reflects a broader theme that I’ve noticed in conversations with other program participants. They consistently have observations that there is something “magical” that happens when leaders build an exceptionally deep level of connection and contribution amongst themselves.
The reality is that there’s no secret sauce and there’s no magic. It’s about being specific and intentional about prioritizing connection over content to accelerate learning.
So often we neglect the step of building trust and connection and assume it’s inherent. That assumption results in certain individuals holding back their valuable contributions. They simply don’t feel trust that this is a space to be truly vulnerable and so we miss the learning and the depth of thinking that comes from hearing from the voices of all. We risk sliding into group think and potentially miss opportunities or risks.
If you want to build higher levels of contribution into your leadership programs or teams, consider these five factors:
- Encourage risks & mistakes – a cornerstone of Roundtable group programs is encouraging creativity and risks. We build in time in each interaction to discuss what’s working and to share learning from mistakes. People openly ask for help without fear of judgement. Consider what learning loops you’re building into your 1:1 and team meetings.
- Consistency and commitment – our sessions begin and end with commitments; This group accountability structure creates a consistent expectation and drives positive peer pressure to follow-through on commitments. How clear are your accountability practices within your team? What are you assuming is understood?
- Candid communication – we encourage open and honest communication practices involving two-way feedback and this happens most consistently in the group coaching and mentoring that the team engages in. Consider how often you’re giving and receiving feedback and encouraging that of others.
- Belonging – our programs begin with exercises to fast-forward trust and connection but it’s not a one-and-done exercise. Each session begins with a connecting exercise to reestablish connection and belonging within the group. It’s critical for busy leaders to have a moment to transition their brains to reset, reconnect and be able to contribute.
- Constructive interaction – we want to see challenging issues and topics addressed rather than avoided and so we focus on empathy and curiosity. When we stay curious, we can be open to the contribution of others and hear alternative perspectives. How quickly are you closing the door on tricky or contentious conversations to avoid potential conflicts? What is the learning opportunity that is being missed?
When our program sponsors ask about our “secret sauce” or the “magic” the natural question to ask is this: how certain are you that leaders feel psychologically safe in other forums? How are you facilitating and creating a zone where individuals feel safe enough to be truly open and contribute their hopes and their concerns?
There’s a way to ensure that you’re truly engaging leaders and teams to build the psychological safety needed to drive deep contribution. If you’re interested in learning how you can help your key talent move beyond individual heroics and tap into the collective wisdom needed to accelerate performance, please reach out. We’d love to learn more about your goals, work and whether your organization is ready unleash collective impact.
