It’s a big ask to always be at your best in a leadership role—especially in a world where constant change and increasing complexity are the new normal. The relentless challenge to meet stakeholder expectations and provide a nurturing workplace can lead to an increase in your stress levels – eroding your ability to focus and have a positive impact.
Sometimes this can happen without you even noticing. You start to show up as a smaller, less capable version of yourself, being more defensive and less creative—and limiting the potential of those around you, too. This can impact you at work, home and play.
Sometimes a leadership role can come with a deep sense of loneliness and isolation, and a confusion about who you can trust to talk through your deepest hopes, your darkest fears, your inner doubt.
To be your best no matter what the pressure, it helps to understand how you make sense of the world – to identify and recognise in action your personal sensemaking patterns. This practice will help you to see your limiting patterns and how you might adapt those. Understanding your personal sensemaking patterns and triggers, and those of others, can help you to see different perspectives and options and to show up as your biggest, best self more often.
The Growth Edge Process can help you develop:
Research shows that leaders who have the agility to see a wider view of the world, and act on it, are highly valued by organizations. The more agile you are, the better you can keep up with a growing and changing world – otherwise it’s all too easy to become entrenched in your old, familiar patterns of decision-making. This can limit your growth, as well as your ability to set your organization apart from the competition.
Exploring your growing edge allows you to see yourself and others from new perspectives, to question deeply held ideas that may be limiting your growth, and to access more of your hidden self. The more possibilities you can see, the stronger a leader you’ll be.
Part companion, part guide, the Growth Edge Coach can help you find the limits of your current thinking—and then push (gently) against those limits to break through your current limitations and create whole new capacities. Our clients tell us that they have never been listened to so deeply and well, and that they watch their possibilities increase with each conversation as their minds expand and they get out of their own way.
We call it Growth Edge Coaching because we work at your growing edge—that part of you that you can almost see, but not quite. The leaders we work with have jobs that require them to be constantly growing more capable and better able to handle the rising complexity, volatility, and uncertainty of their jobs. The best way we know to help leaders handle that difficult and fast-moving external context is to have a growing internal set of capabilities. That requires that you know and push against your Growth Edge.
One way of making sense of this is to use the analogy of a computer. Some kinds of coaching are additive—they’re like getting new apps to help you make sense of your leadership challenges in new ways. Growth Edge Coaching is transformational—it’s like working to upgrade the whole operating system so that you have more capacity to deal with all the demands placed upon you.
The Growth Edge Interview process tends to have at least three parts (although different Growth Edge Coaches use the process in slightly different ways). The first part is the conversation up front to figure out whether a Growth Edge Interview process is the right thing for you at this time. Your coach will help you decide whether coming to understand your Growth Edge will help you with the leadership challenges you’re currently facing. The second part is the interview itself. That’s a 60-90 minute conversation with your Growth Edge coach, during which you talk about whatever is most interesting to you, and your coach listens to understand not only what you’re saying, but the operating system you’re using to make sense of your leadership challenges in the first place. The third part is a conversation about the interview—usually supported by a transcript of the conversation and a report which leads you through your coach’s understanding of your current operating system—and what you can do to upgrade it.
Nope. Growth Edge coaches use their deep listening skills and their expertise in adult development in every coaching session—whether they use a formal Growth Edge Intervew process or not.