- LITT Coaching relies on four pillars that include leadership, inspiration, transformation, and flourishing. Can you provide more information about these pillars, their significance, and why they were chosen over others?
Our main mission at LITT is to TRANSFORM the leaders, one leader at a time, creating a ripple effect of growth and development. When the leader develops and moves from good to great, they INSPIRE others, and their LEADERSHIP behaviors change to becoming more empowering, and more focused on people’s growth and development. In our journey with the leader we co-create actions that connect them to their core purpose and achieve their development needed to THRIVE as a person and as a leader.
2. In a recent survey conducted by Bayt.com on training opportunities in the Middle East and North Africa, it was revealed that customer service (24%), digital marketing (22%), and human resources and recruitment (21%) are the top sectors in terms of employing trainees. It would be great if we could highlight the prominent sectors in which LITT Coaching participates and share success stories through their training programs.
Numerous training programs are available in the market to improve the skills of the employee working in these sectors through training them on a set of skills ad behaviors necessary for success in these areas. What sets us apart from other providers is the combination of training and coaching that we deliver to our clients, enabling a complete transformation and consequently better results.
Training is necessary to provide people with the knowledge needed to perform their roles; however the major problems we notice are not related to the lack of knowledge. Having the knowledge does not necessarily mean that they are putting it into action in the right way. Here comes the role of coaching that empowers and enables the people to find ways and set actions to maximize their performance and potential.
3. The same survey indicated that 92% of respondents believed that training increases the chances of new graduates securing employment after university. Does LITT Coaching have specific plans to collaborate with the academic sector in this context to prepare future leaders while they are still in university?
It is undebatable that equipping the future workforce with the right competencies early in their career definitely impacts their behaviors and performance enabling them to achieve more and therefore generate more benefits for the organizations. Soft skills such as Emotional intelligence, Team leadership, design thinking, Sound decision making, Leading change, communication skills, and strategic thinking are crucial for success in organizations. Moreover, creating an awareness of their core purpose and connecting them with their values are things that are not taught at universities, yet they enable the future leaders to be grounded and authentic.
4. Can we know more about the concept of intelligent leadership in international training and its significance in today’s business world, especially in light of the rapidly changing dynamics of global markets?
The intelligent leadership defines 7 secrets to succeed as a leader:
- Thinking differently, thinking big
- The vulnerability decision
- Having a mindset of duty versus a mindset of entitlement
- Leveraging your gifts and addressing your gaps
- The courage to execute with pride, passion, and persistence
- Staying persistent and being vigilant
- Course correction
The Intelligent Leadership Executive Coaching is results-oriented; we will strengthen and ignite each executives’ inner-core as a foundation to helping each executive strengthen and ignite their outer-core. we guarantee that each leader we work with will improve their leadership skills because they (1) will discover what their inner-core strengths are while learning how and why these strengths “spill-over” to their outer-core leadership skills (so they continue leveraging); they will also uncover their inner-core weaknesses and learn how and why they can derail their effectiveness as a leader; and (2) they will learn from specific outer-core strategies they can use everyday that will strengthen whatever skills they are working on as part of their Intelligent Leadership Development Plan.
We will strengthen each leaders outer-core skills: Critical Thinking, Strategic Thinking; Emotional Leadership; Communication Skills—speaking, listening, executive presence, presentation skills, etc., Talent Leadership, Team Leadership, Change Leadership, Drive for Results, etc.
The Intelligent Leadership Coaching International (ILCI) Process features 40 to 70+ hours working directly with an Intelligent leadership International Coach over a 6 to 12-month period.
The ILCI Coach confidentially engages with their client in the four proven phases of the ILCI proprietary coaching process: Awareness; Assessment; Action; and Achievement. The client undergoes an in-depth diagnostic interview and are assessed using our proprietary Mattone Leadership Enneagram Inventory (MLEI)® “inner-core” assessment, complemented by stakeholder interviews and proprietary Strategic -Tactical Leadership
Index-360 (STLI-360)® to gain insight into their “outer-core” effectiveness. As part of this process, the ILCI Coach will sometimes “shadow” the
executive as they go about conducting organizational development meetings, delivering presentations, and interacting with internal and external stakeholders. The ILCI Coach will debrief the leader’s custom assessment results and offer their observations over multiple insightful sessions; the remaining coaching sessions feature the ILCI Coach partnering with the leader “hip to hip” to help them build and implement their custom
leadership and personal development plan focused on leveraging their gifts and strengths and addressing their development needs. ILCI is “stakeholder” focused, in that executives are guided by their Coach to professionally engage their stakeholders throughout the process to gain powerful insights about their leadership strengths and development gaps. ILCI utilizes the powerful and proprietary online LeaderWatch® Survey process at three-month intervals to obtain feedback from stakeholders to determine if the leader is improving in those areas identified as critical in their leadership development plans.
Of those leaders who experienced Intelligent Leadership Executive Coaching for 6 months or longer 98% improved as determined by their stakeholders.
Also the Intelligent Leadership Coaching International facilitates Organizational culture transformation, Team retreats, and has another proprietary tool the Intelligent Leadership Online Academy, an online coaching platform that makes coaching accessible to a bigger number of employees from different levels.
5. Why do you think the markets for training and leadership development are active in Europe, India, Latin America, Asia, the Pacific, the Middle East, and Africa? What is the relationship between training activities and programs and the development of business sectors in these mentioned markets?
Coaching is a fast-growing industry across the globe. According to a Global Coaching Study conducted by the International Coaching Federation and PricewaterhouseCoopers LLP, compared to 2019 the number of coaches increased by 54% in 2022, and this growth was most notable in emerging regions of Asia, Middle East and Africa, and Eastern Europe.
The same study shows that the higher revenue is attributed to Leadership, executive, and business coaching that is usually sponsored by organizations.
These numbers reflect that the organizations can see the Return on Investment of coaching on the individuals and eventually on the business performance.
Coaching is the mechanism of transformation, and in a fast-changing word, coaching is what enables leaders, teams, and organization keep growing, performing and thriving.
Moreover, the organizations are more aware on the importance of transforming their internal culture into a coaching culture. In a coaching culture, people are highly accountable, are empowered, are more autonomous, are responsible, having higher ownership, and a high trust between team members and the leader exists, and the personal goals and vision of the organization are aligned.
The only way to achieve a coaching culture is through the leaders coaching their employees after they have been coached by themselves and adopted new empowering behaviors.
