The need for leadership development never goes away. There is a degree of leadership in all of us – and few can afford to have it suppressed. We help talented individuals and management teams excel in today’s competitive work-world.
We
Ignite
Leaders
We don’t build heart … we engage it!
While we work with world-class leadership development resources – it is our one-on-one and small group coaching that melds our expertise with the talents of our clients. Together, we figure out what has to be done to improve performance. The outcomes of our coaching relationships show up in business dynamics and business results. Our leadership development programs have led to sweeping changes and dramatic improvements in the U.S. and abroad, particularly in the Middle East. Over the years, a wide range of our training material has been translated from English.
Why Leadership Development Requires Coaching
People are so busy getting essential work done they often fail to consciously commit to shared efforts to elevate and sustain individual and business performance. Leadership is about influence – period. Managers have to be engaged, empowered, and equipped to get things done with and through others. Senior leaders must be effective coaching direct reports and others.
Managers need to continuously develop leadership and management skills at one level while preparing to work at the next. Research shows 5 strong reasons for ongoing leadership development coaching:
Averting the high cost of replacing key leaders
All too often, exiting talent joins the competition. It is risky and expensive (sometimes 4 times the annual salary) to replace highly valued employees. A cascade of positive implications exists when high potential/high value managers stay. Matthew Ryan & Associates has worked with Sharon Jordan Evans, co-author of a highly regarded book on retaining talent: Love ‘Em or Lose ‘Em www.keepem.com
Welcoming influence with open-mindedness
Our efforts to drive and support change are significantly enhanced by the open-mindedness of the professionals with whom we work. According to John C. Maxwell, leading author, consultant/coach, “Leadership is about influence – nothing more, nothing less.” www.johnmaxwellonleadership.com
Raising the productivity and performance of others
Few people work in silos. There must be a win-win. When someone is advancing their own cause (with leadership development coaching), top management should expect corresponding group performance improvements. Some of the largest measures of leader effectiveness include the measure of outcomes created through the work of others. www.ccl.org/benchmarks
Influencing status as an employer of choice
While many companies are spending less on training and development, they must develop key contributors. This enhances the attractiveness of the company as an Employer of Choice. They must also develop their own leaders of tomorrow through succession management.
The authentic leader model and best practices
Good coaching like ours fosters a sense of renewal – and brings forward the true authentic leader. This leader is the one who can get away with BEING who they really are – while shaping and directing best practices that others appreciate and buy into knowing they too are part of the brand, part of an organization that believes in and invests in its talent. The Hudson Institute in Santa Barbara is one the most respected developers of leadership coaches in the U.S. www.hudsoninstitute.com
Competency-Based Professional Development
We have designed and implemented company-wide behavioral competency programs that have significantly improved how thousands of employees work alone, with colleagues, and those they serve.
We shows job hunters and those gainfully employed how to make use of our world class competency development tools.
IMPORTANT NOTE: Our competency development materials and our coaching methodology associated with these materials are recognized and in use globally.
We push the rapid development of high potential contributors. Common elements of our work:
- Clarify vision , mission and strategy
- Identify and develop core values and core competencies
- Chart observable and measurable progress markers
- Leverage Personal and 360° multi-rater feedback
- Drive talent management – linking hiring, development, retention, and succession management
- Provide full service outplacement
- Facilitate management meetings and off-sites
- Integrate management team goals planning
World-Class Tools – Personalized For Your Success!
We use research-based personal and organizational assessment instruments and when appropriate create customized assessments for client companies. We emphasize 5 distinct stages with personal and organizational assessments and feedback surveys.
- Selecting or Creating the Assessment Instrument and Administrative Processes
- Administering the Overall Automated Survey Process and Communications
- Analyzing Results & Developing Unbiased Takeaways
- Determining Action Steps & Mapping Progress Markers for Indicators of Progress
- Mapping and Coaching to Improve and Measure Performance
Coaching From Board Certified Professionals
We are certified facilitators through: The Center for Credentialing & Education (CCE) www.cce-global.org and the Center for Creative Leadership (CCL) www.ccl.org. We facilitate 360° assessment surveys including Benchmarks www.ccl.org/benchmarks and SkillScope www.ccl.org/skillscope. We are also certified to work with the Career Architect and Leadership Architect resources of Lominger www.lominger.com