Organizations are unique, with itheir own cultures, values, ethics, and ways of interacting.  We believe the best leadership model for an organization is the one that best fits its unique characteristics or its desired future state.  We further believe that the most effective leadership programs are the ones that result from the vision, values, and strategies put forth by the CEO and the executive team.  That is why our leadership work is 100% custom.  Here's our process. We... 1. Develop A Leadership Model – based on the organization’s mission, vision, values, strategies, ethics, and guiding principles.  These are converted into behavior-based competencies defining exemplary leadership practices. 2. Conduct A Leadership Assessment – Once a model is established, a 360o leadership assessment instrument is developed and conducted system-wide to determine the extent to which the desired leadership behaviors are practiced throughout the organization.  The assessments uncover specific training needs and the best allocation of training and development resources, eliminating unnecessary costs and maximizing ROI.
3. Create A Leadership Development Curriculum – Leaders can gain insights and expand their capabilities from a number of development activities: reading, attending workshops, observing others, talking with coaches, working with a mentor, taking on new challenging assignments outside their expertise, attending graduate courses, engaging in industry and/or professional conferences, and much more.  We help our clients put together an integrated approach that spans a wide spectrum of development activities and courses tailored to their organization, culture, structure, values, mission, and strategies.  We also provide training-for-trainers to teach clients how to use our leadership materials.  Our goal is empowerment of our clients as well as the development of their leaders. 4. Evaluate Curriculum Effectiveness - It's not enough to create a leadership program you have to ensure it is delivering the results established at the outset.  Leaders need to be evaluated periodically with 360o assessments, based on the organization's leadership model.  Mentors and coaches have to be interviewed and their judgments included in the analysis.  Finally, department/unit results have to be weighed as well.  Only after all the results are tabulated is it possible to assess the effectiveness of the program. BACK