Establishing a professional coaching relationship allows individuals to work through challenges that are specific to them, as well as find ways to leverage their strengths more effectively. The coach’s job is to be an effective listener, provide resources that either expand or focus perspective, and ask key questions that ultimately help the client identify and implement solutions that work.
For middle managers and executive leadership, the Zen team utilizes the Leadership Circle Profile (LCP), which is a robust 360° assessment; it is a comprehensive tool that measures relationship and task skills, as well as underlying assumptions that catalyze behaviors. A coaching relationship using the LCP entails a 90-minute debrief of the results, the creation of a leadership development plan, and six or more follow-up coaching sessions.
A robust organizational culture is one that is inclusive and encourages all employees to work toward their potentials, while achieving triple bottom line goals. Every single team and organization has a culture – somewhere on a spectrum from toxic to highly functional and effective. Being on the effective end of the spectrum requires curating and tending your culture. Using the Leadership Culture Survey, Zen facilitators help you to identify behaviors that will close gaps between your current and desired culture. This process allows your people ownership in curating an environment that allows all to identify and reach their potentials, thereby elevating the collective.
While not everyone in your organization is an appointed leader, every employee has the potential to lead in some way – whether that’s leading oneself, leading laterally, leading a team, or leading up. The Zen team believes that every employee should participate in leadership development. Not only does this approach prepare employees for future leadership positions, but it can also help employees have empathy for leaders due to the myriad challenges they face, as well as be more effective in their current roles.
Engaged employees retain better, are more effective at driving strategy, and are a leading indicator of financial success. In other words, employees are one of your most valuable assets, yet effective means of designing and implementing engagement strategies is elusive to most organizations. In part by using the Purpose-Driven Employee Engagement Model below (developed by ZENer, Dr. Brooke Moran), the Zen team can help you design and implement an employee engagement strategy that will leverage the hearts and skills of your people.
Brooke’s forthcoming book, Organizational Heartbeats: Engaging Employees in Sustainability by Leveraging Purpose and Curating Culture, is based on her international research of organizations that are leading in sustainability employee engagement.
Service Learning Coordination
Purpose-driven organizations give back and pay their employees to volunteer. The Zen team coordinates these experiences, based on your organization’s purpose and employees’ desires, but goes beyond volunteerism to ensure that your employees are learning while giving back.