According to the Center for Creative Leadership, companies target training as a solution for certain areas of development in their companies without considering many other factors.

Top Ten Ways Leadership Development Efforts Can Lack Organizational Impact

• There is no espoused leadership philosophy in the organization.
• The organization's espoused leadership philosophy is not actually practiced anywhere.
• A manager's actual work is not used as an arena of leadership development.
• There is no clear context and rationale of selection for development opportunities.
• Development opportunities are not communicated to people who may benefit from them in a timely and useful way.
• Training is the organization's answer to all development needs.
• Actually practicing or enacting new leadership skills and insights is not valued or rewarded; risk-taking is punished.
• Development involves discrete events, not a process.
• Development opportunities are provided irrespective of an individual's developmental strengths and weaknesses.
• Development opportunities are ill-suited for dealing with actual organizational challenges.

We have taken these lessons and offer a more comprehensive training program that involves coaching as part of the training experience to produce the desired persistent behavioral change.

Training offered:

. Manager as a Coach
. Facilitative Leadership
. Stress management
. Cross cultural management
. Coach- the- coaches
. Empower Yourself
. High Impact Team Coaching Certification(Download PDF)
. Sales Team Coaching
. The Human side of Change
. Transformational Leadership
. Getting to Yes: improving negotiation skills
. Image Coaching
. Human Resources as a Coach (Download PDF)
. The A-B-C of an Entrepreneur
. Becoming an Internal Coach