Executive Development

Have you recently been promoted or have promoted a direct report? Has productivity changed or become difficult to measure? The assignment of new responsibilities or the advancement to a key executive position can be a major or often unforgiving transition. It requires a major shift in skills, time applications, and Big Picture priorities. It demands a complete understanding of strategy, the power to lead others, and the ability to manage and direct change. Above all, it means that “people skills” become exponentially more important than “hard skills.” Where do you stand?

Executive development is the process of improving leadership, relationship, and teaming skills. We conduct confidential one-on-one interviews and consultations to personally coach executives, directors, and managers in turning their liabilities into productive assets. These sessions are designed to capitalize on personal strengths, identify individual weaknesses, provide career advice, and develop personal confidence through tailored analysis and coaching. With 35 years of experience, let us help you to position yourself and your organization for sustained positive change.

  1. Four Steps to Ensure Positive Behavior Change

    There are four steps to ensure a positive change in behavior:

    1. AWARENESS: You must be able to identify where and how you need to improve.
    2. DESIRE: You must want to improve.
    3. ACTION: You must establish a specific & realistic plan of action.
    4. SUPPORT: You must have one person, if not more, who will support and encourage you as you change.

    Inevitably, positive change fails because the last step is disregarded or not properly accomplished. Improving and changing one’s personal leadership and management performance is a huge undertaking, one that needs encouragement and support every step of the way.

    As you and/or your group participate in our assessments, please select someone that can be your confidant and cheer leader. Choose someone who can follow up with you and help give you feedback and encouragement along the way. This person could be your co-worker, boss, peer, customer, friend, mentor, or professional coach. Contact us to guide you through this process.

  2. Executive Transition Coaching

    While technical skills are recognized and rewarded in middle management, upper and executive management depends upon the productivity of teams and a strategic plan. Transitioning to a new executive role or assuming additional executive responsibilities requires this less tangible set of skills, like leading high performing teams, selecting stellar leaders, and championing the Big Picture. The reality is these new skills often leave leaders frustrated and ineffective. The greatest reason why executives fail is because they lack the ability to lead and maintain productive relationships with others.

    Fortunately, these skills can be acquired and strengthened. We have been teaching executive leadership capability for over thirty years to Fortune 500 and government executives. Our Executive Transition Coaching provides an effective, impactful, and results-driven process for orienting new executive or executives with new responsibilities to successfully perform in their new role.

  3. Mergers & Acquisitions / Aligning Cultures

    Have you recently merged with another company or have been forced to adopt a new cultural paradigm because you were acquired by another company? How do you deal with the expectations or even more, how do you know what they are? Corporations often struggle in creating a common vision and in communicating that vision throughout their company. Acquisitions and mergers can especially present a formidable impediment to this vital communication. We specializes in melding together corporate cultures and uniting people with differing backgrounds and heritages.

  4. Case Study: Silicon Valley Example

    Sustainability in Silicon Valley

    Situation:

    A large Silicon Valley firm was struggling to keep their employees from leaving the company while competing organizations such as Apple, Google, and Yahoo were trying to lure them away. We were asked to address the issue.

    Solution:

    We designed and taught a major training program given to all 1400 senior leaders on creating an environment where their employees would want to stay with the firm by putting in practice the attributes of a high “Quality Manager.”

    Results:

    We were able to help the firm retain over 90 percent of their employees because of the new culture established by this intensive training program.