Private Leadership Development Journeys

The Private (self-funded) leadership development journey addresses specific development areas in your capacity and stance as leader. What you can expect from this multi-month journey is the luxury of focus, feedback, fundamental connection with yourself and the support to become deliberate about who you want to be as leader.

Most leaders find themselves in murky waters around who they are and want to be as a person, who they are and needed to become to lead, and what the organisations and systems they lead in expect from them. these three things are not the same. This carefully designed journey starts with you choosing which area to focus on. We can string multiple modules together, or you focus on one at a time.

In this collection you will find deep and challenging developmental work focusing on embodiment, emotions, high stakes, presence and identity as we make use of psychological and developmental frames like somatics, internal family systems, structural dynamics, transactional analysis and even 360 tools like Leadership Circle Profile and Pulse surveys.

When you weave more than one journey together, your coach creates a developmental pathway with you, based on your needs and outcomes, with the requirement of accountability partners and feedback mechanisms to ensure you have accurate and timely insight into your behaviours, progress and the materialisation of your work.

You get to choose pace, sequencing and control how the approach you chose plays out in your journey, of course, with the support of your expert professional coach.

The Leadership Identity Module is designed to run over a period of 9 to 12 months, covering three specific in depth explorations of yourself and your leadership in context: Who am I? Who am I as leader? My leadership in systems.

Over the years of working with leaders in complex organisational transitions I have found that all of the challenges that bring leaders to the edges of their capacity pertain to these three areas playing into one another amidst their developmental process. It is often confusing to know who we are, but face realities of what leadership roles expect us to become – and who we eventually turn out to be when we commit to leading a system with its own narrative of what leadership is.

In my experience working with leaders, this is often a contributor to burn out, overwhelm, breakdown of their personal lives and unhappiness.

Will this work impact my career choices?

In some cases, this work has led to leaders changing careers or organisations. In other cases it has led to the difficult work of placing boundaries and accepting aspects they eventually come to commit to fully, without inner conflict, but with clarity instead.

Will this require a significant time investment?

Yes, and you choose pacing. Typically a session every 2 weeks keeps a good momentum, with no more than 2 months between sessions. There are some intensives of a day long, several half day sessions, and one or two 2-hour sessions – while the rest of the engagements are typically an hour long, with some self-study and accountability or application work of your choosing. You will need to create capacity, delegate, manage expectations at home and spend time with people in your life amidst this journey.

Many leaders use these as strategic opportunities for self-care and inward focus. Our intensives are booked at a venue we both agree with, and some execs choose to stay over night at the venue to rest, break away, integrate the experience and reflect. On half days, many leaders stay the day at the venue or take the rest of the day off. This is deliberately designed to create space and give you choice. Remember, your leadership development is deeply personal, and, has a life of its own.

Are 360s and accountability partners required?

Accountability partners are required – these are 5-8 people of your choosing that will journey with you throughout the process, and you will be given specific guidance on how to work with them, with exercises, reflections, requests for feedback and difficult conversations – and your choice of accountability partners is as much an exercise and process of enacting and learning about your leadership as anything else in the program. After all, we lead people, not processes.

The 360 feedback and pulse survey option from Leadership Circle is optional, and although immensely valuable to the process of understanding your developmental capacity, with real feedback from people you work and live with, it is not required. At Germinate Collective, we never rely on tools to create awareness when we know that the capacity to develop it ourselves is one of the most valuable things in leadership success.

The Leadership Circle profile and pulse surveys do, however, fit perfectly into the program, providing valuable, data-driven feedback, accountability, continuous improvement and visibility on progress.

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In the first part of the exploration, we explore who you are - its a careful and deliberate self-led inquiry, looking at your story, the mechanisms that you developed to function well, the models you developed to navigate relationships and demands. We use carefully chosen frameworks to create an ongoing inquiry both of who you are now, and how this has come into being - what this means for your leadership.

Through a deliberate transition, we start to explore your leadership and what the differences and consistencies are between who you are and who you are as a leader. We start to build on this with challenging situations that require decisions, observations, addressing conflicts and facing into vulnerable areas with the correct amount of support, your chosen pace, and the creation of your own leadership model that you can continually evolve.

Bringing who you are and who you are as leader into the context of the organisation or community, family or systems that you lead, we look at the dimensions involved in how the systems have asked you to lead in certain ways - what you have done with these expectations, and developing presence and discernment in how you want to be, how you want to lead, and how you can impact on the world with this awareness. Your model becomes a way to lead self, lead others and lead systems.

Unceremoniously, we gather everyone involved in this journey to discuss leanings, and the experience of change - so that you can take this forward in a way that you choose to - reflecting on how this journey started, what is different now and what is still possible from here.

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