We spend a lot of time working with leaders at Arcade, from executive coaching with owners and leadership teams, project coaching to help team leads to be sharper at the contracting game, and helping to identify leadership qualities in the upcoming generation of teams. We believe deeply that without good leaders in place, companies don’t find their way to success.
When clients tell us that they need better leaders on board, we mostly help by working with teams to get everyone (but especially the leaders) a better understanding of how projects get done, of the tools and processes that keep things under control. Often, by sharpening someone’s skills at the trade, we can improve the quality of leadership in our teams, just by getting some of the stress and confusion out of the way – especially if we have people in place with natural, intuitive leadership qualities.
We also have spent a lot of time coaching leaders, helping them with the day-to-day challenges of leading a team. As each issue arises, we help them make the right decisions, talking through what is happening from every angle. It’s a way to work toward better leadership, and it works, but we have always felt like there was a ‘missing piece’ to our approach.
All of these methods of developing leaders look at the *doing* element of leading a team – the actions you take, the everyday concerns. What should I *do* about this problem? Those elements are really important, but there’s a whole different angle at play here – the *being* element of leadership. Who should I *be* if I want people to follow me?
The challenge with working with people on the elements of *being* a better leader is that this is a much bigger conversation, outside the scope of monthly coaching meetings, and it’s not something you can make someone do. If your project managers aren’t writing people up for safety violations, or aren’t running performance appraisals, those are much easier to address with performance management of your own. If they aren’t inspiring trust – if their teams don’t like them, what can you do about that?
After months of pondering the best way to approach this challenge, we are super excited to announce Arcade’s first ever Jetpack Leadership Cohort!
This year-long program functions on a three pronged approach, looking at all elements of leadership. First, there’s the *being* aspect – what are the personal qualities we should work to develop, if we want to be better leaders, and how do you even go about improving ourselves in these qualities? We’ll address that in monthly Workshop Sessions.
Working with Arcade’s own ‘7 Values of Leaders’ model, we’ll work each month with the Cohort to analyze a different quality from the list, playing games and working through group activities to better understand our challenges. We kick off the year with a full-scale leadership assessment, built to help each member of the cohort assess where their strengths lie, as well as areas of special focus for them throughout the program. As we address each of the 7 Qualities, we’ll address individualized support for each cohort member, based on their personal assessment results.
The second prong of leadership is the essential aspect of *doing.* While it’s important that leaders work on their own personalities and qualities, it’s also important that they can address the day-to-day issues of the work and the management of their teams. To work through this element of leadership, we’ll address it in much the same way as we do in regular coaching sessions, by addressing those issues as they arise. We’ll do this in our monthly Peer Group Sessions.
Meeting a second time each month, we’ll talk through specific challenges of Cohort members as a group, allowing the whole Cohort to think about each challenge from their own unique perspective and share ideas about solutions – all with the oversight of Jason, who will help advise the Peer Group Sessions as a mentor from the perspective of his years of experience in the construction world.
Finally, the third prong is that great leaders are connected. Great leaders know that they aren’t good at everything, but they can rest assured that if they don’t know the best answer, they know someone else who does. That’s why we’ve structured the program as a committed, year-long Cohort. Members will come out of the program having spent twelve months working through their challenges, both personal and professional, as a team, and will build bonds that reach throughout the industry, connecting them to a community of resources for the rest of their career.
This program is a serious labor of love for us here at Arcade, and we can’t wait to get it launched and off the ground! Have someone at your organization who might benefit from the Jetpack Leadership Cohort? Call or e-mail us today to secure a spot – seats are limited and already filling up! Interested in learning more about the ‘7 Values of Leaders’ model? Watch this space, I’ll be elaborating on each of the values, one at a time in blog posts here at Arcade! I hope to see you (or some of your up-and-coming leaders) there!