L6 program

L6 — Setting Sail: This module crystallizes practices from the prior sessions and translates new learnings into conscious ways of operating. This begins the process of making the learning their own.

The focus is on individual, cohort, and organization-wide impact generated throughout L6, as well as commitments, accountabilities, and setting the vision for a transformed future.

Each of these modules represents a full day onsite. We recognize that participants learn in different ways, so we also apply a variety of learning modalities throughout the program. These include auditory, kinesthetic, visual, and action-oriented elements.

In this, we are careful to honor the discussion and reflection habits of both introverts and extroverts. We find The Leadership Circle Profile provides useful feedback and adds powerful insights for goal setting and future growth. Participants each set two leadership development goals which become the focus of coaching sessions. The goals connect with the professional development goals they already focus on within the standard performance review process.

The coaching also helps participants create individualized fieldwork and go deeper on the parts of L6 on which they want to build. Coaching truly is the secret sauce. With a coach, participants can translate the richness of the program into what is most important for them. For many managers, this is their first experience with executive coaching. They find the combination of the program and coaching reinforcement is what makes L6 transformative.

One way to improve success is to introduce competencies like emotional intelligence, coaching and feedback, and communication into the annual performance review process. While no one will possess each skill, they should at minimum have the capacity and willingness to learn. Most important are ongoing opportunities for real world application after the program ends. Leadership, like any skill, requires practice. We recommend cohort captains organize bi-weekly or monthly lunch meetings where participants workshop real issues together.

The repetition trains the skills and helps them stick. Participants revisit L6 concepts and connect them to current management challenges. Over time, these competencies become second nature.

When companies start to lead, communicate, interview, assess, and reward on the leadership competencies learned in L6, culture begins to change. Based on feedback from program participants and executive sponsors, we find significant transformation inside of the organization. Here are a few highlights:. First, the program builds relationships across departmental silos. After going deep and getting vulnerable in six sessions together, leaders get to know one another and develop clearer perspective of the organization.

In some cases, false assumptions inhibiting collaboration are discovered, and relationships mended. In all cases, leaders foster these new relationships forged during the six-month journey, supporting one another as they practice a better, more evolved style of leadership. Another critical outcome is a cascade of corporate purpose, values, and strategy. By bringing in senior executives to talk with L6 participants throughout the program, we create space to explore sticky questions around vision, strategy, or company change.

Not only does this bolster trust and opens lines of communication among leaders, but it gives participants the confidence to cascade key messages down throughout the organization. This builds a virtuous cycle of continuous improvement. Finally, participants share that L6 positively changes their work experience.

They report more connection to purpose and an improvement in relationships — both inside and outside of the office. Private equity thrives on data, results, and accountability. So how have we measured the success of L6 so far? We stack rank portfolio companies who have rolled out L6 against those who have not yet. Across a variety of key portfolio performance metrics, program participants make the biggest leaps forward.

Notable results from the portfolio companies with whom we piloted the program:. Although still early in our roll-out, L6 participants note progress in dimensions of dignity e. Managing in a private equity-owned company is not for the faint of heart. There are day plans, tight timelines, steep growth targets, and demanding investors. Navigating this with grace takes evolved, mindful, and skillful leadership.

Developing this type of leader and organizational mindset requires a shift in how we approach leadership development. The L6 approach offers a solution that works. In our increasingly volatile and uncertain work world, the shaping of culture, and therefore outcomes, is achieved through daily actions — both in what leaders do and how they show up in the process.

When leaders are developed holistically, they become able navigators who calm the choppy seas of change and guide the organization forward. Only through their individual and community transformation, can the organization realize true transformation. The program helped me gain insight into the skills, mindset, and strategies focusing on purpose-centered leadership.

Katrina and Amanda we're able to guide our cohort through each session and provide a valuable foundation for working through materials in an way that I could easily transfer techniques and practice directly into daily work life. The coaching sessions were a very valuable addition to the program.

Katrina helped me prioritize my goals, skill-sets and work through many challenging scenarios. I am a better leader, employee and person after completing the course. The program is designed to be completed over a two year period and requires What is the time commitment per week for the related instruction? Students will spend an average of three to four hours per week completing the related instruction over the two year period.

This instruction is offered in several convenient options to address the different learning styles of students. How does an Apprenticeship program benefit employers? Apprenticeship programs also reduce turnover rates, increase productivity and lower the cost of recruitment. How much money can an apprentice earn? This training program was designed to satisfy the training required of the L-6 Limited Electrical Connecticut Apprenticeship program. Not all training is created equal. Course Length: Share: Facebook Twitter Tumblr Linkedin.

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