We deliver high-impact, highly customized programs for clients committed to investing in their leaders, teams, and staff. They range from one-time half-day workshops to 18-month, multi-modal Management Training Institutes.
Brain Trust. Team building is no longer a luxury. Teams are more dispersed and working together in person less often, so they require focused development time to build the relationships and trust needed to face the difficult challenges ahead.
Who’s on First? The days of having a well-understood chain of command, unambiguous decision-making authority, and clear roles that don’t overlap are over for most organizations. Many managers today aren’t sure who they report to, who reports to them, and what decisions they’re allowed to make. But the expectations for their performance are just as high, if not higher, than they were a decade or two ago.
Get Serious. We're not interested in delivering feel-good training programs with cute icebreaker exercises. Instead, we have participants role-play real-life situations on camera, and then receive feedback immediately from their colleagues and an executive coach as they watch themselves on tape.
They Don't Grow on Trees. Few people are born with the knowledge and skills to be effective managers. It takes learning from years of experience, good mentors, challenging assignments, and honest feedback to grow into a great manager. Management training isn't a substitute for those experiences, but it can accelerate the process, especially if it includes feedback from direct reports and colleagues.
Center of the Universe. We can't help it: We think everyone is just like us. The Myers-Briggs is the most widely used personality preference instrument in the world, and the least risky to use with a large, diverse group of employees. And it gets the message across beautifully that, no, you are not the center of the universe.
Herding Cats. Some executive teams gel well. Some fight like cats and dogs. Some sit quietly and don’t say much, until they're in the hallway and the boss isn't listening. But no matter how much they may disagree with one another at meetings, executives are usually united in their disdain for training about interpersonal and group dynamics.
