Leadership Development: The Primary Building Block of Any Successful Organization.


Leadership development is not as simple as reading the newest book on leadership.  We understand thatthere very few "naturally born leaders."  Truth be told, there are sovery few to really depend on.  Therefore, leadership skills must be taughtand transferred throughout an organization. 

Today's organizations are aware that the primary challenge facing them is mastering the"miles upon miles of risky white rapids" (that is on-going change) in order to remain competitive in the marketplace. One of the primarykeys to this challenge is developing creative and innovative executives,managers, supervisors, and leaders.

One of the most significant changes in understandingleadership development is the move from a heroic model of management, which was focused on a command-and-control style,  to theleader-as-developer model, which focuses on coaching and staffempowerment.   This new manager can be found counselingand coaching team members through a process that includes self-assessment, goal setting,self-development and ultimately self-management. This is a new leadershipmodel, unlike the old "I'm-the-leader-so-follow-me"model of the past. 

"The task of the leader is to get his people from where they are to where they have notbeen."
-Henry Kissinger

Now is a great time to focus on leadershipdevelopment.   In the past, leadershipdevelopment emphasized  "training" people for advancement. This approach haschanged as new executive development programs have started to focus on other key objectives.

So, how does one realize the potential of these new changes - the leader-as-developer and the broad impactof new development experiences. There is only one way! Integrate them intoyour day-to-day business.

We realize that leadership development is more likely to be successful when the behavioral change process has an experiential componentthat is directly linked to key leaders in the person's work day. Leaders will also need some help to adapt to their new roles ascoaches, advisors, consultants, and change agents to the "apprentice." 

About Our Leadership Development Services:

Executive Edge Plus (tm)
Executive Edge Coaching (tm)
Leadership Edge Coaching (tm)
Group-Based Leadership Coaching
Derailment Coaching
Succession Planning
PreHire Evaluations
Mental Health Matters
Small Business/Entrepreneurial Coaching/Consulting

Learn More About Leadership Development:

The Top 10 Qualitiesof a Competent Executive Coach. READ!
Understanding our ExecutiveCoaching Method. 
*Understanding our approach to Succession Planning
*Prehire Evaluations-Our approach to hiring the right people every time.
The Peaks and Valleys of the ChangingLeadership  Landscape
What You Need to Know About the New LeadershipModel
Key Objectivesfor Leadership Programs.
Keys to DerailmentPrevention. Should we terminate or turnaround?
Understanding the importance of Succession Planning
Succession planning and LeadershipPotential
Examining the benefitsof Prehire-Assessments

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