Our Process
Build high-performing leaders and teams
Our innovative approach revolves around four design philosophies:
- Distributed Leadership:A culture of leadership produces a bias for action. Every member of a team has a responsibility to take action to create a better future for themselves and their organization. The design of The Leadership ProcessTM provides the environment and skills to resolve problems at their source. Everyone was hired to make good decisions. Everyone must lead.
- Real World Context: The issue with traditional leadership training isn’t the content but the delivery. Leadership behaviors should be negotiated and learned within intact teams in real-life settings. This approach allows people to immediately practice new skills and learn from what happens. Real-time feedback loops reinforce training and make behavior change stick.
- A Commitment to High Standards: The shortest path to new behavior is for individuals to embrace new roles and responsibilities. The Leadership ProcessTM encourages everyone to adopt the standards of being a true professional. This focus on how people show up sets the stage for accountability and continuous improvement.
- Lasting Change: Because managers and teams jointly establish best practices for delegating work, resolving breakdowns, giving feedback and other team process issues they enjoy a consistent approach for making decisions and solving problems. Reinforced by dozens of small wins, these standard operating procedures drive lasting change.
How Our Approach Works
Why would you send a quarterback off to learn a play and not include the team?
#1 The Problem
Business leaders are aware of the need to attract and retain talent, develop high-performing leaders and teams, coordinate effort across teams and departments, all while trying to identify and develop emerging leaders.
#2 The Solution
Teach teams to implement proven processes to solve problems, remove friction and make better decisions. Effective teams use effective processes followed by all.
#3 The Process
First, informal leaders are hand-picked to be internal facilitators of the process. They receive ongoing coaching and support through monthly Train-The-Trainer sessions.
Next, managers explore monthly lessons together prior to the rest of the organization.
All employees (including managers) then explore that month’s leadership process or skill in a cross-functional team environment.
To practice what they’ve learned each manager meets with their own team, explores their insights and ideas and selects an improvement project to tackle together. Each improvement initiative is documented and shared with upper management.
#4 The Payoff
Expect increased energy and engagement with no drop off in productivity. In the first month, team members will propose ideas to streamline work, boost productivity, and improve workplace enjoyment.
Teams will become more resilient, handling conflicting viewpoints and interpersonal issues efficiently. They will tackle complex problems together, enhancing daily operations. Ultimately, new managers will emerge with enhanced leadership skills and a renewed vision for leading their teams effectively.
We've helped businesses like:
