Leadership
Management

The iLead™ TEAM support approach will allow participants to:

• Articulate a team growth vision that incorporates projects, skills, and individual potentials.
• Describe the interactions between team members to understand how these interactions influence decision-making, time management, stress handling, and the team’s ability to create results.
• Identify the existing norms within the team that, unknowingly, either facilitate creative teamwork or have become obstacles to this functioning.
• Apply this same development approach with their own team.

The iLead™ TEAM support approach unfolds in 4 stages:

A – Mission framing with the company and the team leader

• Description of expectations, context, and results to be achieved.
• Presentation of the iLead™ approach and questionnaire to the team.

B – Individual sessions with each team member

• One-on-one interviews with each team member.
• Discovery of their iLead™ Signature.

C – Team working session

• Validation and sharing of the team’s growth vision.
• Illustration of interactions through role-playing exercises.
• Evaluation of the main functioning patterns of the team.
• Mapping of the 7 team functioning norms.
• Identification of the team’s critical success factors.
• Implementation of an action plan based on these insights.

D – Personalized support

The implementation of the action plan will be supported by a Certified iLead™ Consultant for a duration of 3 months.

The objective of the iLead™ IMPACT survey is to provide the team leader with information about their leadership behaviors, as perceived by the members of their team.

These observations are then compared to the leader’s self-perception, as they will have answered the same questionnaire. The survey is conducted through an online questionnaire, focusing on specific leadership behaviors, and follows a process that ensures the confidentiality of the feedback provided. These conditions aim to make the results as reliable as possible.

The specific behaviors observed are grouped into the following six categories:

• Clarity of Vision
• Allocation of Responsibilities and Objectives
• Ability to Deliver Feedback
• Ability to Show Recognition or Gratitude
• Quality of Support
• Team Spirit

These events affecting the organization often trigger a negative spiral fueled by worry, stress, anxiety, and a loss of credibility.

This approach, which targets both project teams responsible for managing change and populations impacted by it, is structured, simple, and consistent across all expression groups.

It allows participants to express themselves on three main questions:

• What we have and no longer want
• What we don’t have and want to avoid
• What we don’t have and would like to have

To ensure swift intervention and diverse perspectives, the process is led by a team of experienced consultants.

Beforehand:

• Frameworking the process with HR, Communications, General Management, or any other project team, along with support for communicating the process to those involved.

After the expression groups:

• Producing a summary of the group discussions within 72 hours.
• Debriefing and providing action recommendations to HR, Communications, or General Management.
• Supporting the debriefing for groups and middle management.
• Assisting with the implementation of initial follow-up actions (training, coaching, information, etc.).