Executive Development

Executive Development supports the client by bridging the gap and/or creating extended competence. Bridging the gap focuses on what is missing in the present level of performance. It builds on existing competencies by using them as pillars to build new competencies; often, competencies required by recent position changes and/or job responsibilities. Our coaching framework for executive development ensures a sound and constructive relationship with you. Our consultants build on this relationship, supervising the assessment, challenging the participant in a manner that encourages the stretch needed for development, and then supporting the participant to insure positive change.

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Assessments create a base-line for executive development. Our team is especially trained and certified in a variety of assessment tools. The results of these assessments are reviewed and an executive development plan is created. Examples of base line assessment tools include:

General or Individual Assessments

• The Emotional Quotient Inventory
• Leadership Development Framework
• Myers-Briggs Type Indicator
• Spectrum CPI 260 for Leadership
• Fundamental Interpersonal Relations
  Orientation-Behavior

Conflict Assessments

• Thomas-Kilmann Conflict Mode Instrument
• Intercultural Conflict Instrument

Emotional Intelligence:
360 Assessments

• Emotional Competencies Inventory

Leadership Practices Inventory:
360 Assessments

• Leadership Practices Inventory

Center for Creative Leadership:
360 Assessments

• Executive Dimensions
• Prospector
• Benchmarks
• 360 By Design

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Talent drives success – both the organizations and the executives. Where are the talented employees in your organization and have you focused on their professional development so they can thrive now and in future positions? Can you retain them? Do they support you?

Today, the competitive battlefront includes retaining the best people because they create competitive advantages through their ideas and actions. We help organizations implement a variety of talent management principles and approaches to ensure having the right talent doing the right work at the right time.

There is so much at stake when selecting individuals to fill key executive positions – in fact, the organization’s future is expressly vulnerable. That’s why a well thought-out succession plan to identify successor’s to key executive positions needs to be a priority for all senior executives.

Our consultants work with you to develop a carefully considered succession plan to ensure that talented employees, internally and externally, are identified/developed/coached for their future roles.

Diversity and cross-cultural awareness have become a core competency for leaders. We support CEOs and executives to explore their learning edge by examining both their cutting edge in business success and their flat-side surrounding cultural competence, inclusivity, and diversity management.

Through our global approach to the changing world, we develop effective executives who can recognize and adapt to different work styles and cultures.

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Leaders are made, not born. And their difficult path of development can stall without self discovery. Leaders who make an effort to understand their own actions and current stage of leadership development can expand their leadership styles and thus improve their ability to lead and deal more effectively with conflict.

Our trained evaluators help executives uncover their current stage of leadership development-- Opportunist, Diplomat, Expert, Achiever, Individualist, Strategist, or Alchemist--through an acclaimed sentence-completion survey tool called the Leadership Development Framework. Each progressive level of leadership is characterized and impacted by how a leader interprets their surroundings and reacts when challenged. Once a benchmark is established, our consultants build a personal developmental program in partnership with the client to mindfully advance their leadership skills.

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