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Key Assumptions
 We define leadership as influencing others in the service of organizational value creation.
All leaders - regardless of position - utilize the same few, fundamental skills, if they want to
influence others effectively.
Each leader applies these few, fundamental skills with a unique style based on his/her personal
strengths and limits.
It is possible to build leadership skills, but...
- effective skill building requires more than classroom training
- skill building is ultimately limited by a person's capability
Within organizations, people progress through different capability levels that shape how
they define value and influence others.
Effective development can take several forms including...
- classroom training
- coaching to transfer new skills to the job
- coaching to refine existing skills at the current capability level
- coaching to move people to a new capability level
To build a culture of leadership, an organization must train skills, support implementation, and
measure both performance and development.
Approach
Assess organizational and/or individual leadership development needs
- conduct organization-wide leadership survey
- conduct group or individual assessments
- review existing talent management systems
Design and implement leadership development offerings
- collaborative skills
- managing performance expectations collaboratively
- collaborative influence
- collaborative conflict resolution
- managerial coaching skills
Redesign talent management systems (as needed)
- selection
- appraisal
- development planning
- succession planning
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