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"In working with Joyce, I learned how to manage myself so I could manage others better.”
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“Joyce is extremely knowledgeable and very intuitive about understanding the dynamics of organizations and personalities.”
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Joyce's Approach to Development Includes Four Phases:
Phase 1. Awareness and Acceptance
Inner change starts with self-awareness; therefore, Joyce begins by providing individuals with the insight and identification of their default style—their strengths and areas for development. To accomplish this, she administers a full complement of 360-degree feedback and personality and style assessments (click here for a full list).
As a result of her experiences with international and multigenerational clients, her assessment goes beyond the scope of more traditional development methods to include a cultural and intergenerational framework. This allows her to deal more effectively with cultural and generational differences by understanding how they can affect performance.
Once the individual is fully self-aware, she works with them to internalize and accept both those areas of strength and those in which development is indicated. Awareness and acceptance together form the foundation of a development plan upon which lasting inner change is built, as change only comes when an individual recognizes and determines that it is essential.
Phase 2. Motivation and Commitment
To implement the development plan and create lasting behavioral change, self-awareness alone is not enough. On-going coaching is necessary to translate self-awareness into new and lasting behaviors.
During the sessions, she works with her clients in helping them achieve the intellectual and emotional commitment necessary for development. She does this by introducing them to new skills and behaviors, which are reinforced through the full adult learning cycle she uses—planning, doing (trying out alternatives), and reflecting.
Phase 3. Skill Building
Breaking old behavioral habits and replacing them with new ones takes time. Thus, the length of the program varies according to the unique learning style and development issues of each person. She encourages and supports her clients in trying new behaviors that are not necessarily (at the outset) the most comfortable for them. However, it is only in experimentation that lasting behavioral changes will occur.
Additionally, she takes a systemic approach in analyzing the culture of her clients' organization and the role it plays in a person’s development. She doesn’t just work with the individual, she works with the entire system identifying barriers to success and the organizational support needed for the individual's development.
Phase 4. Lasting, Self-Perpetuating Change
More than just acquiring new behaviors and approaches, her clients transform the way they think, which instills the concept of learning-to-learn and self-management, giving them the ability to adapt to different situations throughout their careers. Why? No single style or behavioral pattern is appropriate for all situations.
Learning so well ingrained it transfers...
Furthermore, her approach engenders growth beyond those individuals with whom she works, where they have internalized change to such a degree as to be able to transfer their learning to others who fall within their range of influence. This gives you leadership development that continues at the individual and organizational level-long after her formal working relationship has ended.
Finally, success is measured by administering a 360-degree follow-up, which serves to check progress and reinforce development.
Email Joyce@GrilloLeadership.com or call 212-772-8120.
Blog www.leadershippost.com