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Discussion Topics:
Debrief the Leadership Development training session and reinforce initial skills that were
taught.
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Ask the person how he/ she felt about the session:
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What did they learn?
>>
How can they use what they learned in
their work every day?
Review, discuss and “smarten up” the person’s SMART
action plans.
Work with the person on their plan:
>
Are the plans really SMART?
>
Are they focusing on no more than two development areas?
(remember, once they have mastered one or two, they can move on to create and
implement additional plans)
Ask the person if they successfully implement their SMART action plan, how do they think that
will help them be more effective in the leadership role at BL?
Ask how you can be helpful to them in implementing their SMART plan?
Remind them of the dates of the scheduled Cohort Group meeting and convey your
enthusiasm about the value of the Cohort Groups and the possible outcomes that can occur
for participants:
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Development of a supportive network of peers from around the company
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Some “gentle” external accountability for implementing their SMART plans
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A group of people who can be resources for enhancing their leadership skills and knowledge
+
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Opportunities to discuss leadership challenges each person may be facing and to get
suggestions for addressing them
+
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A venue for examining and discussing BL’s Leadership Competencies and how having leaders
skilled in all of the competencies will make BL a stronger and more successful company
+
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Opportunities to discuss leadership issues and behaviors beyond BL’s Leadership
Competencies
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Opportunities to discuss company-wide issues as they arise at BL
It will be helpful to have reviewed
each person’s plan before you meet
with him or her to make sure their
action plans are SMART and to
have time to consider any additional
suggestions you may have for their
action plan.
These are only some of the positive
outcomes of participating in Cohort Groups...
feel free to add your own (and share!)