Leadership Training and Executive Coaching to Create Tomorrow’s Leaders … Today
Organizational leadership that motivates and drives staff performance doesn’t happen by accident; it requires knowing how to identify and develop today’s top talent into the leaders of tomorrow. Simply put, leadership is working through others to achieve results. But working through others isn’t easy, especially when the others may be quite different than us. Our leadership development approach begins with enhancing one’s self-awareness. From there, we believe:
- Learning and growing is not a “one and done” event. Rather, it’s a process.
- Adults learn best when they can experience new thoughts and ideas, rather than just hear about them.
- Leaders at all levels deserve management training opportunities to reflect and grow.
- Changing behaviors can take time. Continual reflection and feedback, along with a strong leadership development program, support behavioral change.
Our consultants leverage a variety of tools, including Predictive Index and the EQ-i 2.0, to help leaders build self-awareness and personal accountability. We utilize executive coaching to help leaders shift from judging others (She just doesn’t get it.) to understanding them and meeting them where they are (She’s needing more clarity from me. I need to be more specific about what I want the final product to be.) in order to build an engaged work culture.
The fact that our approach is anchored in personal accountability is significant, as we believe that scaling up can only occur when each person in the company genuinely approaches every challenge from the perspective of “What can I do to improve/impact/influence the outcome of this situation?”
Personal accountability is truly a cultural game changer, and we proudly partner with John Miller author of “QBQ! The Question Behind the Question” to help leaders discipline their thinking to focus on the personal, immediate action that they can take to positively improve any and every situation.
With regard to succession planning, we believe there is no more important work than identifying and developing next-generation leaders. To that end …
here’s what we teach you to do.
Step 1: Begin with the end in mind.
What is the strategic business plan, and how does that inform the knowledge, skills, abilities and personalities required of future leaders?
Step 2: Define success in leadership roles in terms of behaviors, skills and knowledge.
It’s not enough to define WHAT we need someone to do or achieve. We need to spell out HOW we want it done if we’re going to preserve/create a high-performance/high-engagement work culture. That’s the behavioral piece. Further, as you move up in an organization, the cognitive demands increase as well. In high-impact, high-complexity roles, you need people who have high learning agility and who can move quickly from knowledge to action. Our ability to benchmark both the behavioral and cognitive demands of every position in your company and then assess individuals against those benchmarks is unmatched. This takes succession planning to an unprecedented level of objectivity and intentionality.
Step 3: Evaluate your current talent.
We guide our clients through a process of identifying who has both the current performance and future potential to thrive in a leadership role. Our management training helps our clients avoid the common pitfall of promoting individual contributors past their point of highest contribution – either because of behavioral or cognitive misalignment with the new role.
Step 4: Coach your high potentials to develop the critical behaviors, skills and knowledge defined as important.
This is where our leadership and organizational development expertise really shines. Bright, capable people need relevant, challenging learning opportunities to stay engaged for the long haul. Our leadership academies (both open and closed formats), management short courses and executive coaching can be configured together to create a customized leadership development program that will lead to future success.
Step 5: Recruit the talent that you foresee not being able to develop internally.
While we don’t source talent, we do help you market your open positions in a way that is most likely to attract ideal candidates.