What happens when problems cannot be handled using current information, processes, or technological expertise? It indicates the need for a deeper level of development—one that requires leaders to change their thoughts, behaviors, and leadership qualities in order to handle difficulties in new and novel ways. They necessitate a shift in beliefs, habits, and modes of thought. Nothing short of profound learning.
In today's rapidly evolving business landscape, leaders are increasingly faced with complex challenges that defy conventional solutions. The ability to adapt and innovate has become a crucial skill for those at the helm of organizations. This shift in leadership requirements has given rise to a new approach in professional development: vertical development coaching. Unlike traditional coaching methods that focus on skill acquisition, vertical development delves into the core of a leader's mindset, challenging long-held beliefs and fostering cognitive growth.
If you are interested in professional coaching for yourself or others and are considering several sorts of growth, here is what you should know about vertical development coaching.
Consider Jane, a leader I taught who had difficulty managing a varied, cross-functional team. Despite her excellent reputation as a people leader and a track record of success, unresolved disputes and stagnating performance remained. She tried various new ways, but none appeared to have a lasting impact. Jane was frustrated and unclear what else she could accomplish when her firm provided vertical growth coaching.
The in-depth work we performed together allowed Jane to focus on her leadership goal of conflict resolution by reflecting on a variety of workplace circumstances. She learnt to conduct an honest self-assessment of her thought process and began to recognize how she was unintentionally preventing herself from reaching a new and better end.
Jane received many insights into the reasoning that drove her behaviors, and she developed a dynamic template for how she made decisions in such situations. Her plan revealed far-reaching consequences for various workplace circumstances. From there, she learned how to interrupt her habits and reactive inclinations, allowing her to think more effectively and with higher cognitive complexity.
As Jane moved through the coaching process, she and others at work noticed significant changes in her team's performance. Her capacity to manage disagreements was significantly improved, and she felt more connected to herself and her team. She mentioned feeling more like herself and more liberated. She was also happy with the significant personal growth she had, which she described as unexpected yet pleasant. This transition invites the question, "What facilitated this change?"
The transformation Jane experienced is a testament to the power of vertical development coaching. By challenging her existing mental models and encouraging her to explore new perspectives, Jane was able to break free from limiting patterns of thought and behavior. This process of cognitive expansion allowed her to approach team dynamics and conflict resolution with newfound clarity and effectiveness. The ripple effects of her personal growth extended beyond her immediate team, influencing the broader organizational culture and setting a new standard for leadership within the company.
Understanding the Drivers of Behavior
Effective leadership demands more than what on-the-job training, traditional skills training, and situational coaching can provide. Vertical coaching is a transformative approach to leadership development that radically changes how leaders think, view their work, and understand themselves.
It is referred to as vertical because it focuses on progressing to greater levels of cognitive and emotional maturity. As leaders like Jane progress through these stages, they improve their capacity to lead with greater agility by scrutinizing how they think and, as a result, acting differently.
From Reactive to Reflective.
The advantages of vertical development are significant. I received vertical development coaching and, like Jane, was shocked by the profound shifts in perspective, new connections that produced meaning, and increased self-awareness it provided.
For example, seeing the constraints I imposed on myself with in-person gatherings broadened my thinking, and it made a significant difference. Over time, engaging in similar "triggering" situations to test and confront new ways of being, which is part of the vertical development coaching process, helped me see how much I'd developed.
Surprisingly, once I was free of my typical habits of thinking, I realized that I approach complex situations differently now. What caught me off guard was the long-term influence on my work after the coaching finished.
The journey from reactive to reflective leadership is a cornerstone of vertical development. This shift enables leaders to move beyond instinctive responses to challenges, instead adopting a more thoughtful and strategic approach. By cultivating this reflective mindset, leaders can navigate the complexities of modern business environments with greater ease and effectiveness. The ability to pause, analyze, and choose intentional responses rather than defaulting to habitual reactions is a hallmark of advanced leadership capability, fostering innovation and resilience in the face of uncertainty.
Effects of Vertical Development Coaching
According to my experience, the benefits of receiving vertical development coaching are most visible in at least three major areas: the demand for control, the pursuit of safety and growth, and the deepening of connection and purpose. If you're considering between different sorts of growth, consider whether anything on this list of benefits would benefit your leadership or the leadership of others you know.
Improving Decision-Making: Recognizing and resolving biases allows leaders to make more balanced, educated, and strategic decisions.
- Helping Others Grow: As leaders gain empathy, they become more aware of the developmental needs of others.
- Willingness to Seek Help: People become more comfortable asking for help, seeing that it is not an admission of failure and is essential for both growth and issue solutions.
Embracing Safety and progress • Increasing Innovation: Deliberate experimentation is encouraged for personal and organizational progress.
- The ability to bounce back: Resilience is enhanced, allowing leaders to thrive under pressure and overcome setbacks with a growth mentality.
Deepening Connection and Purpose
- Improved Communication: Genuine interpersonal interactions are fostered, resulting in increased trust and better team dynamics.
- Stronger Purpose: Behaviors are more directly related to basic beliefs and purpose.
One of the most profound impacts of vertical development coaching is its ability to foster a culture of continuous learning and adaptation within organizations. As leaders undergo this transformative process, they often become catalysts for change, inspiring their teams to embrace growth mindsets and innovative thinking. This ripple effect can lead to a more agile and responsive organization, better equipped to navigate the complexities of today's business landscape. Moreover, the enhanced emotional intelligence and self-awareness gained through vertical development often translate into improved stakeholder relationships, more effective conflict resolution, and a stronger sense of organizational purpose.
Final Thoughts
Vertical development is an effective strategy to supporting substantial personal and professional growth. It entails challenging and updating fundamental beliefs and assumptions, empowering leaders to challenge the status quo.
By progressing through levels of cognitive and emotional maturity, I and other leaders like Jane got the clarity required to solve previously complex situations in a new and far more successful manner. Jane gained a new perspective on conflict and her role in it, and I learned to be open to circumstances in groups when I would otherwise have been defensive, believing that I was protecting myself. And we do this every day by reflecting on our thoughts using practical skills that expand our understanding of ourselves, allowing us to deal with growing degrees of complexity in more nuanced ways.
The consequences of this type of coaching allow us to be ourselves with less self-imposed constraints rooted in old mental patterns, allowing us to unlock new possibilities, break down personal barriers, and develop into more adaptive, resilient leaders.
