Executive & Leadership Development training is designed to accomplish a number of goals. A program may be custom designed to increase productivity or sales, to decrease turnover, to create a sense of enthusiasm about the organization or products and services, to provide training, increase job satisfaction and organizational commitment, to work with dysfunctional teams, promote self-awareness and leadership capacity, or create alignment.
Companies who focus on leadership development:
Evidence based or evidence informed consulting and coaching come from collecting data from the leader as well as key stakeholders while measuring key performance indicators. A variety of assessments can be used to measure diverse areas of personality, cognitive ability, and emotional intelligence. 360-degree evaluations help clarify and validate a leader's opportunities to develop as well as their strengths to deploy. The goal of this work is to develop a stronger self-awareness, consider the current concerns of work relative to who we are as individuals, and recalibrate performance relative to those who can successfully evaluate our work.
Throughout the career lifespan, leaders have unique challenges as they transition throughout their careers. This can come through advancement, downsizing, new roles, or retirement. Preparing for these challenges can make these transitions more approachable, cohesive, and understandable.
Coaching is a frank, interactive dialog between a coach and coachee designed for any number of reasons including increasing productivity, goal-setting, problem-solving, learning to balance work/life, improve interpersonal relationships, prevent career derailment, accept additional organizational roles or commitments, or improve job satisfaction.
Companies who focus on executive coaching:
Cultural Coaching is used for leaders who are undergoing professional or personal challenges associated with going or returning from expatriate assignments abroad. A coach works-one-on-one with the transitioning leader to understand the various stages of expatriation or repatriation, and to develop a plan to implement during the periods of transition.
Today's fragmented schedules, compressed time horizons, and high expectations can hamper even the most effective leaders from being successful. Employees who suffer from stress, work/life contact, and burnout create a burden on the organizational effectiveness.
Organizations who monitor and improve workplace wellness:
Strategic talent management isn't just for high potentials and developing leaders. Senior teams have unique challenges that require precision and skill—all of which requires feedback. Development at this level considers systematic and informal approaches to measure, validate, and create alignment between the leaders and the future direction of the organization.