The Humessence leadership development program to help grow and retain your emerging leaders.
Leadership is a behavior, not a position. Leadership is the ability to inspire people to live the organization’s vision, mission, and values while embodying them yourself and leading by example.
What
What is the Game Changers Program?
- This 12-week 1-on-1 coaching curriculum is a proven and successful method to inspire and retain your most valuable young talent.
- Game Changer coaching grows your staff’s personal and professional skills that will further enhance their investment in the company and contribution to a positive culture.
The Discovery, Exploration, and Implementation phases create a well rounded 12-week course with week-to-week 1-on-1 virtual coaching.
- The Game Changers receive a workbook to be used as a resource and learning guide during the 12-week coaching program.
- Cultivated content customized for the Game Changer’s specific area of focus, will be shared and discussed. Books, articles, and TED Talks will be introduced and used as part of their individualized experience.
- Once the Game Changer completes the 12-week program, they will become part of a quarterly 1-hour “Game Changers Unite” virtual session, which Julie will host.
- Gathering the Game Changer Alumni in a group setting to discuss various topics and situations, will continue to grow their perspectives and keep them aligned and focused on being a champion and example for the company’s goals, values, and mission.
Who
What does a Game Changer candidate look like?
Ben was hired during the pandemic and works remotely. As a result, he has missed out on many face-to-face mentorships that being in-person often brings. Despite being a remote employee, he would like to learn to be more impactful and effective. He is eager to learn how to strengthen his relationships with his team members and also engage with the leadership around him.
Amy is on the verge of being promoted to Manager. She is excited about the opportunity but lacks confidence in her presentation and public speaking. She knows good communication will be an important part of her new role. Hence, she wants to build her confidence and find opportunities to practice and improve her communication skills.
Sima has been at the company for over ten years. She is the Director of her department and has a team of five under her leadership. She has been very comfortable in her role at the firm but is starting to see her colleagues being promoted and surpassing her. She aims to join the Senior Leadership team and is willing to work hard to get there.
Jordan has recently been promoted to a Department Manager role but struggles with having hard conversations with the people they manage. They know they limit their staff’s growth when they avoid discussing mistakes and giving constructive feedback. They want to become a better mentor to their team and seek to establish their authority and leadership, so their staff will come to them for support.
This is Penny’s first job out of grad school, and she is new to the company. She is a dedicated worker eager and motivated to make her mark and a good impression on management. However, being new, she lacks the much-needed perspective and understanding of how the company is run and the importance of the role she was hired to play. Asia needs to gain self-awareness and knowledge as to what her path ahead could look like and how to achieve it.
Your Program Director
Julie Johnston
Julie has a proven track record of having a positive and productive impact on emerging leaders. She is excited to partner with Humessence and help people develop the necessary skills and confidence to become effective communicators, motivators, mentors, and ultimately Game Changers for their company.
why
Game Changers Success Story
“We have been so fortunate to have Julie on our RedPeg team. Her superpower is uncovering the best in people and helping them realize their path to maximizing their abilities and finding happiness. Julie truly knows how to connect with people. She is an attentive listener, which leads to thoughtful questions that force you to really think about where you are and what you want to achieve. Julie has truly been a “game changer” for us at RedPeg. I would highly recommend anyone get her involved with their organization.”
how
The Game Changers 3-Phase Journey
Initial Discovery
- The Game Changer and Julie will establish a rapport and create trust while talking about their past professional experiences, their goals and aspirations and their strengths and weaknesses.
- They will talk about the goals of their program and the company’s commitment to their personal and professional advancement.
- Julie will also meet with the Game Changers direct report periodically to get insight on areas they feel and want them to work on and to ensure good progress is being made and seen.
Exploration
- Through exploration of their role and responsibilities, and what impact they want to have on the company we will identify the areas of focus for their Game Changer Program.
- We will plan for the steps for their Game Changer Impact Project
Game Changer Impact Project
- Each Game Changer will identify their own Game Changing area of focus, which they will work on with their coach throughout their program. This could be anything they set their minds to accomplishing that they feel will make a positive impact on the company. Coaches will speak with the leadership team to ensure their focus is in line with the company’s goals and values. Some previous Game Changer areas of focus have been creating an ERG for remote employees, implementing a new process for their departments onboarding, successfully navigating their first employee review. Their coach will help them uncover their Game Changing move that will positively contribute to the growth of their organization.
Implementation and Discussion
- Game Changers will be given weekly challenges to experiment with their learnings and new perspective.
- They will follow up each with and report back on their experiences and feelings about the challenges.
- They will keep notes in their Game Changer workbook, creating a journey of their learnings to be used as a reference throughout their future career.
The Program Advantages
- Gifts employees a safe space to discuss their personal and professional goals, aspirations, and challenges.
- Encourages retention and builds a company culture rooted in the value of personal and professional development.
- Builds a business owner’s perspective for the Game Changer with an expanded view of how the company is run, who the leaders are, and the daily realities of running a business.
- A coach & supervisor collaborative approach to developing the Game Changer throughout the program. There will be regular interactions with the game changer’s Manager to maintain alignment and ensure progress.
Ready To Discuss Your Future Game Changers?
Additional Information About Humessence
For more information please visit our About Us page to learn more about Humessence and our mission. Also, click on our free resources page for additional content you can utilize for your own personal and professional development.
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