Services for the Leader

Executive Level Coaching

An offer that allows an executive a safe harbor and protected sounding board for a professional climate of individualized coaching to strengthen, test or improve his/her leadership skills. The offering is customized to each executive and kept strictly confidential.

Leadership Portfolio

This offering creates a customized and individualized Leadership Portfolio for an executive that spans all aspects of the role. The Portfolio focuses on what aptitudes and competencies inspire people to follow and to accomplish great things simply because of the specific leader. The portfolio is built from feedback supplied by the leader himself/herself as well as from external feedback from others on the leader’s team or in critical roles interfacing to the executive’s organization.

Analysis of the leader’s behavioral and decision-making motivators produce a snapshot of the individual’s leadership attributes. While certain qualities are consistently exhibited by extraordinary leaders, the Portfolio emphasizes to each participant their own individuality, preferences, and uniqueness that are similarly powerful, meaningful, and beneficial. In addition a gap analysis is produced along with practical roadmaps for areas of coaching (both reinforcement and growth) that are clearly identified and documented. The outputs of the Leadership Portfolio is not theoretical or indistinct; rather, they offer a logical view of what drives and motivates the participant, how others see them, and what areas of focus might enhance the participant’s competencies and effectiveness.

Building & Maintaining Standards and Values

A process that allows an Executive Leadership Team to build, define and maintain a set of standards and values. This process is the start of accountability and teamwork among the leadership team as they clearly define the difference between an expectation and a standard. Consequences, both positive and negative, are also defined and published, so that every member of the team knows exactly what is expected and how they will be measured.

Leadership Hiring

An offering that identifies critical attributes of leadership by job function. The process is driven by internal and external job stakeholders. It produces a job attribute benchmark and candidate comparison to which internal and external candidates can be mapped, both to the benchmark itself as well as to each other.

This three-phased process that enables organizations to increase their Return on Investment (ROI) in their critical hiring practices. The service is designed to help the company more effectively assess job functions and requirements, along with the specific attributes, talents, and behaviors needed by a potential candidate to ensure their success in the role. The process is designed to enable the company to manage its labor costs more efficiently and effectively with a significantly improved ROI on candidate identification, recruitment, and retention.

Multiple Channel Coordination

Many companies have a multi-channel strategy – direct, business partner, alliance, agent, OEM – and often lack a coordinated approach between these organizations. Resources can be misused and even worse, the client may end up confused. This offering focuses on shared vision, values and intersection points among the selling entities, definition of who the clients are, and the clear designation of roles, responsibilities, and rewards.