Our Big Idea

We believe that understanding the "WHO" of your team is the most critical element to discovering their "why" (purpose), "what" (most effective  developmental tasks), or "where" (goals). We truly believe "WHO" > "why + what + where" for connecting with, growing, and developing leaders. This concept is the “on-ramp” for building a safe and trusting leadership culture required for lasting change and leadership-team growth. 

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Rewards

Your leaders will grasp how to optimize their strengths and fortify areas that accelerate a healthy leadership culture. They will also know how to effectively and efficiently develop and employ skills that build their replacements.

Successful, empowered and effective teams and leaders that know how to connect with and build healthy teams, leaders and culture.
Confident leaders and teams that embrace vulnerability as a strength
Continuous development due to an understanding of leadership measures of effectiveness  

​HOW
Our systematic approach to building leaders provides your team with a cycle of self-sustaining developmental growth. Leadership coaching, consulting and instruction is based on the following core principles:

Although each of these offerings listed below are available individually, we believe your investment is optimized when they are delivered using a building block approach over a period of time that allows your team to build the "WHO > why..." habit patterns critical to lasting change. This construct yields significantly more return on your development investment. We refer to this as "the tail", and our experiences have shown repetitive and iterative engagements over time build the expertise and habits required for lasting change.​

The audience will understand the basic principles required to grow their human capital (as leaders) required to build and maintain a healthy leadership culture. They will learn how to connect with their teams in order to develop a trusting and psychologically safe environment critical to organizational success and deliberate Airmen development. Additionally, attendees will discover a construct for cultivating healthy feedback and coaching for succession.

At the end of this session executives and senior leaders will understand how to establish and foster an environment of leadership readiness through developing a leadership-followership connection, organizational trust, cultivating healthy feedback, and coaching for succession.

These interactive/townhall-style engagements will “deep dive” into the concepts learned during the “Leadership as a Domain” engagements. At the end of the session, the attendees will understand the techniques, tools, and constructs to overcome specific hurdles, begin to modify behavior, or understand how to address the topic with their team(s).

Attendees will develop a mental model that allows them to connect with teams and view “followers” as “leaders-in-training”. This perception is critical to effective development. Your team will recognize the essential nodes and requirements for effective leadership succession.

At the completion of this session, team members will understand the four pillars to developing leadership trust. Additionally, participants will understand how to develop each of these pillars in themselves, their direct reports, peers, AND supervisors.

Attendees will learn how to establish an environment that encourages candid and healthy DEVELOPMENTAL feedback. Additionally, they will understand the cycle of feedback focused on root cause development that leads to deliberate improvements and fixes that result in personal and professional development as well as organizational success.

A the end of this instructor-facilitated session, leaders will understand how to develop and use a combination of coaching and mentoring constructs to effectively employ a leadership style of coaching. These skills will prepare leader coaches to facilitate members’ self-discovery in order to increase organizational and leadership readiness. Additionally, attendees will understand how to provide coaching instruction to others within their organization.