Leadership Development

Authentic, effectual and respected leadership begins with understanding and being comfortable with one key concept: that learning is a continuous process. This philosophy holds true whether it is for you or for your co-workers, colleagues, direct reports or managers embarking on their growth journey. In short, it is all about adopting a mindset and attitude that recognizes there is always room for growth, enhancement and development for everyone at all organizational levels— and in personal life as well.

That is precisely why we’ve chosen to take a novel 360-degree coaching approach to leadership development focused on self-leadership that addresses the “moving parts” in your work and life . . .

• Our collaborative coaching partnership and philosophy centers on being present to your strengths, needs, motivators and stressors.
• Likewise, it is equally about your appreciating input from others as innovative perspective and insight.
• And, we offer complimentary resources on ways to incorporate and practice leadership. Consider our In the World of Leadership 5-part quick-read series, designed for professional and individual leaders on the go: Part 1, Challenge Your Notion of What A Leader “Looks Like” - February 27, 2020, through Part 5, Courageously Creating Your Support Team - April 23, 2020

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The Benefits . . .

Your personalized partnership with us is designed to coach and guide you in:

• Understanding that there is no one-size-fits-all “ideal” model of leadership
• Leading from your strengths in tandem with recognizing the motivators of your direct reports
• Realizing effective tools and techniques that speak to those differing from you in thought and approach to projects, tasks, decisions and solutions
• Actualizing self-accountability and self-responsibility at all levels

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The Products . . .

• One-on-One Leadership Development Coaching
• One-on-One Birkman Career Coaching
• IMC Signature Program: Thriving Leaders for Optimal Impact

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Key Findings

Research shows a critical necessity for addressing leadership development requirements in the context of today’s business and professional environment.

According to the Brandon Hall Group’s research report, entitled “State of Leadership Development 2015: Time to Act Is Now,” key findings reveal—and critical calls to action address—what organizations see as a shortage of external talent, challenge of attracting new talent, and need for leadership development as “a clear and continuing talent priority year-over-year.”

Key findings include the following:

• The deficit of high-quality leaders is a global concern
• Developing leaders to be effective coaches is critical
• Development at all leader levels is still an opportunity
• Leader development spending is expected to rise

Critical calls to action include the following:

• Accelerate the development of millennial leaders
• Institutionalize ‘just for me’ leader learning
• Use predictive leadership analytics

[Source: https://www.brandonhall.com/mm5/merchant.mvc?Screen=PROD&Product_Code=IP15+-+State+of+Leadership+Development+2015]

In his article “13 Shocking Leadership Development Statistics,” Robert Velasquez of InfoPro Learning sums up this key leadership research best . . .

• 1. To start, 10,000 baby boomers are retiring each day.
• 2. And 48% of the workforce will be millennials by 2020.
• 3. Meanwhile, 67% of millennials are looking for a new job.
• 4. And of those who stay, 91% plan to stay at their current job fewer than 3 years.
• 5. Which might be why 84% of organizations anticipate a shortfall of leaders in the next 5 years.
• 6. Also, 83% of organizations' say it is important to develop leaders at all levels.
• 7. But only 5% have fully implemented development at all levels.
• 8. And 25% of organizations' say less than 10% of critical leadership positions have ready and willing successors.
• 9. Not surprisingly, 58% of organizations top priority is closing leadership skill gaps.
• 10. And 43% of organizations top priority is closing gaps across all leader levels.
• 11. Only 18% of organizations say their leaders are “very effective” at meeting business goals.
• 12. But only 19% of organizations say they are “very effective” at developing leaders.
• 13. The bottom line is that more money is spent on leadership development than any other area of corporate training, yet 71% of organizations do not feel their leaders are able to lead their organization into the future.

[Source (including excellent graphical representation of above “13 Shocking Leadership Development Statistics”): https://www.infoprolearning.com/infographic/13-shocking-leadership-development-statistics-infopro-learning/]

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Client Insights