IMPROVE YOUR ORGANIZATIONAL LEADERSHIP DEVELOPMENT PROCESS
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Putting in place a sound executive leadership development program builds sustainable competitive advantage -- a key investment criteria used by venture capitalists and smart money investors	Download a brochure for a past program of a two-day workshop on Developing Your Leadership Pipeline

It's long been known that great leadership produces great organizations. In essence, putting in place a process for leadership development builds a sustainable competitive advantage; one of the key investment criteria used by venture capitalists and sharp investors.

This program is focused on key personnel; high potential managers and executives so careful screening becomes an important consideration in the process.

We Focus on Learning Not Taught in The Universities

We do not build management ability—this is already done very well by university schools of business. We fine-tune leadership skills. Shrewd individuals understand that they can separate themselves from the crowd by investing in themselves in skills that separate them from the crowd. While almost all management and technical expertise can be found off-shore and in other companies, an organization cannot outsource its core leadership positions. These are best build from within the organization.

Program Goals

This program focuses on developing the expertise needed to function as a transformational leader...a special set of skills designed to break out of the prison of the status quo.

There is a common misperception that leadership is all about making speeches that inspire the masses. This misses the most common aspects of transformational leadership: what to say and how to act during face-to-face conversation or when in a meeting.

The focus is on Moments of Truth—how to positively influence a person or a group.

Our leadership development process consists of:

• Performing a Needs Assessment
  • Some organizations may have a change management problem that would have to be thought through. It makes leadership development tougher if the culture does not support it.
    
    
• Setting Goals and Learning Outcomes
  • While straight ROI calculations are difficult, one should set clear expectations understood by the stakeholders.
    
    
• Developing the Plan—Insuring Good Results. Sample activities include:
  • Choosing the training curriculum
  • Determining delivery mode
  • Defining development mechanisms
    
    
• Deliver the Training
  • Since skills cannot exist without practice, we build components step-by-step while participants perfect them within the walls of the organization.
  • We believe in the power of live training with it comes to leadership development and recommend that development efforts be combined with coaching.
    
    
• Practice and Skill Development
  • We push the learning paradigm to encourage participants to Take Action on what they learn during training.
  
  

• Evaluation and Continuous Improvement

• Organizations that succeed stay the course and continually fine-time efforts.
  

Some organizations may want a blended approach to leadership development. This opens up a number of options when it comes to delivery of knowledge and performing assessments.