Harvard Case - Circl: Coaching Skills Aiming to Promote Leadership and Social Impact
"Circl: Coaching Skills Aiming to Promote Leadership and Social Impact" Harvard business case study is written by Amy Moore, Caroline Duncan, Anthony Wilson-Prangley. It deals with the challenges in the field of Human Resource Management. The case study is 10 page(s) long and it was first published on : Oct 25, 2023
At Fern Fort University, we recommend implementing a comprehensive leadership development program centered around Circl's coaching methodology. This program will be tailored to the university's specific needs and will leverage Circl's strengths in promoting leadership, social impact, and fostering a positive organizational culture.
2. Background
The case study focuses on Circl, a non-profit organization that provides coaching skills training to individuals and organizations. Circl's mission is to empower individuals to become better leaders and contribute to positive social impact. The case study highlights Circl's unique approach to coaching, emphasizing its focus on building self-awareness, emotional intelligence, and collaborative leadership.
The main protagonists of the case study are:
- Circl: A non-profit organization offering coaching skills training.
- Fern Fort University: A university seeking to enhance leadership development and promote social impact among its faculty and staff.
3. Analysis of the Case Study
Strategic Framework: We will analyze the case study using the McKinsey 7S Framework, which considers seven key elements of an organization:
- Strategy: Circl's strategy aligns with Fern Fort University's goal of developing impactful leaders.
- Structure: Circl's coaching methodology can be integrated into existing organizational structures, fostering collaboration and shared leadership.
- Systems: Circl's training programs can be incorporated into existing HR systems, streamlining the implementation process.
- Style: Circl's coaching approach encourages a collaborative and supportive leadership style, aligning with Fern Fort University's values.
- Staff: Circl's training can enhance the skills and capabilities of existing staff, fostering a more engaged and motivated workforce.
- Skills: Circl's focus on developing coaching skills directly addresses the need for leadership development within the university.
- Shared Values: Circl's emphasis on social impact aligns with Fern Fort University's commitment to community engagement and positive change.
Key Findings:
- Leadership Development Need: Fern Fort University recognizes the need for a robust leadership development program to enhance the skills and effectiveness of its faculty and staff.
- Circl's Value Proposition: Circl's coaching methodology offers a unique and effective approach to leadership development, focusing on self-awareness, emotional intelligence, and collaborative leadership.
- Organizational Culture Alignment: Circl's values and approach align with Fern Fort University's commitment to social impact and fostering a positive organizational culture.
4. Recommendations
1. Implement a Comprehensive Leadership Development Program:
- Partnership with Circl: Establish a formal partnership with Circl to deliver customized leadership development programs tailored to Fern Fort University's specific needs.
- Program Design: Develop a comprehensive program that incorporates Circl's coaching methodology, covering topics such as:
- Self-Awareness and Emotional Intelligence: Enhancing self-reflection, understanding emotions, and managing stress.
- Collaborative Leadership: Building effective teams, fostering communication, and promoting shared decision-making.
- Social Impact Leadership: Integrating social impact considerations into leadership practices and decision-making.
- Program Delivery: Offer a range of program formats, including workshops, online modules, and peer coaching circles, to cater to diverse learning styles and schedules.
2. Integrate Leadership Development into Existing HR Systems:
- Performance Management: Incorporate coaching skills into performance reviews and feedback processes.
- Talent Management: Identify high-potential individuals and provide them with targeted leadership development opportunities.
- Employee Engagement: Use Circl's coaching principles to enhance employee engagement, communication, and collaboration.
3. Foster a Culture of Coaching:
- Leadership Buy-in: Secure buy-in from senior leaders to champion the program and model coaching behaviors.
- Peer Coaching: Encourage peer coaching initiatives to create a culture of continuous learning and support.
- Mentorship Programs: Develop formal mentorship programs that leverage coaching skills to support career development and professional growth.
5. Basis of Recommendations
Core Competencies and Mission: The recommendations align with Fern Fort University's mission to promote social impact and develop effective leaders.
External Customers and Internal Clients: The program will benefit both external stakeholders (students, community partners) and internal clients (faculty, staff) by fostering a more collaborative and impactful learning environment.
Competitors: The program will differentiate Fern Fort University from competitors by offering a unique and effective leadership development program focused on social impact.
Attractiveness: The program is expected to yield significant returns on investment by improving employee engagement, retention, and overall organizational performance.
Assumptions:
- Fern Fort University is committed to investing in leadership development and promoting a culture of coaching.
- Circl's coaching methodology is effective in developing leadership skills and fostering social impact.
- The university has the resources and infrastructure to implement the program effectively.
6. Conclusion
By implementing a comprehensive leadership development program centered around Circl's coaching methodology, Fern Fort University can achieve its goals of developing impactful leaders, fostering a positive organizational culture, and promoting social impact. The program will not only enhance the skills and effectiveness of its faculty and staff but also create a more engaged and motivated workforce, contributing to the university's long-term success.
7. Discussion
Alternatives:
- Internal Leadership Development Program: Fern Fort University could develop its own internal leadership development program, but this would require significant time, resources, and expertise.
- External Consultants: The university could hire external consultants to deliver leadership development training, but this could be more expensive than partnering with a non-profit organization like Circl.
Risks:
- Lack of Leadership Buy-in: Without strong support from senior leaders, the program may not be successful.
- Implementation Challenges: Integrating the program into existing HR systems and fostering a culture of coaching may require significant effort and change management.
- Lack of Resources: The university must ensure it has the necessary resources to support the program's implementation and ongoing operation.
Key Assumptions:
- The university is committed to investing in leadership development and promoting a culture of coaching.
- Circl's coaching methodology is effective in developing leadership skills and fostering social impact.
- The university has the resources and infrastructure to implement the program effectively.
8. Next Steps
Timeline:
- Month 1: Conduct a needs assessment and develop a program proposal.
- Month 2: Secure leadership buy-in and funding for the program.
- Month 3: Partner with Circl to design and customize the program.
- Month 4: Launch the pilot program and gather feedback.
- Month 5: Refine the program based on feedback and implement it university-wide.
- Month 6-12: Monitor the program's effectiveness and make adjustments as needed.
Key Milestones:
- Secure a formal partnership agreement with Circl.
- Develop a comprehensive leadership development program curriculum.
- Launch the pilot program and gather feedback from participants.
- Implement the program university-wide.
- Track program outcomes and make adjustments as needed.
By taking these steps, Fern Fort University can effectively implement a leadership development program that will enhance the skills and effectiveness of its faculty and staff, contributing to the university's mission of promoting social impact and fostering a positive organizational culture.
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- Recognizing Leadership Styles
- Perspective Leadership Effectiveness Employees Lens
- Assigned Leaders Group Discussion Exercise Assessing Leadership Skills
- Strategic Human Resource Leadership Development Journey Leadership Development Phygital Context
- Leadership Styles
- Carnegie Industrial Leadership Development Centre
- Tale Two Managers
- House Hearth Home Managing Leadership Change
- Coach Mckeever Unorthodox Leadership Lessons Pool
- Cooperation Advancement Rehabilitation Education Care Leadership Social Sector Organizations
- Solve Problem Like Marcus
- Motivated Reasoning Leadership Team Performance
Case Description
Circl Learning Limited (Circl), a United Kingdom-based organization that provided coaching training to professionals and diverse young leaders from under-represented groups, was facing a challenge regarding impact measurement. Founded in 2018, Circl had grown and established a significant client base in a short time. Measurement of impact was a core component of its philosophy and growth strategy. As the chief executive officer prepared for a team meeting, he contemplated the measurements that Circl had in place and was currently tracking. What other key metrics should the organization consider for 2023?
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