Leadership Development

Recognizing, developing and supporting leaders in an organization are the keys to sustainable growth and success.  "Recent research suggests that at least 40% of those moving into a new role will fail.  For CEO's the statistic is closer to 60%. "Every organization can benefit from a process of succession planning, to ensure the development of people capable of providing the leadership required for an organization to achieve its goals, without reliance on external recruitment." ¹

(¹ New Role, New Reality, by John O. Burdett)

Executive Coaching Services

Our Executive Coaching Service provides executives with access to a coach who has been an operational C-level executive.  A coaching relationship may arise from an immediate issue or challenge facing the executive, a requirement for an impartial sounding board, or for executive leadership development.  Each coaching relationship is tailored to meet the unique needs and expectations of each client.  Appointments can be arranged to fit the demanding schedule of an executive, before, during or after regular working hours.

Executive Integration Coaching

When an executive moves to a new department within the same organization or a new organization, often integration into the new environment is not a seamless process.   Assuming a new role in a new environment requires adjustments to new personalities and relationships, as wells as to an unfamiliar organizational culture and/or processes.   Integration Coaching, also known as "on-boarding", is available to help executives transition into a new role.

New Executive Coaching

A promotion that takes an individual from the senior management level to the executive level may also present unexpected challenges.  A new executive may not believe it politically astute to share his/her concerns with someone within the same organization.  A few New Executive Coaching sessions may provide the support and training to further a successful career.

Leadership Team Facilitation

Effective leadership teams share a common vision and core values; communicate expectations clearly and precisely; provide timely and direct feedback; hold people accountable for their commitments; and sustain healthy interdependent relationships.  Our approach takes into account the particular goals, environment and dynamics of each leadership group, deals with the development and execution of a custom strategic framework and confronts the special requirements of and dynamics inherent with leadership "teams".

Succession Management

Every organization can benefit from a formal process of succession planning, to ensure the development of people capable of providing the leadership required for an organization to achieve its goals.  Our succession planning process will not only identify key management positions, develop role descriptions and profile the requisite technical and behavioural competencies, it will also deliver a Succession Management Process – a means to identify key players and high potentials, design developmental roles for future leaders, and ensure the organization grows and evolves to accommodate and retain exceptional high performing talent.