Executive Development Program for C-Suite Leaders:
Embracing Your Inner Leader
Most approaches to leadership development are action-focused and results-oriented. Current approaches to leadership theory emphasize the development of leadership skills through the acquisition of knowledge, skills and attributes, which are then practiced in “situational” contexts. This traditional approach is useful and pragmatic but begs the question:
From where does the core talent of leadership emerge?
Leadership is not simply an acquired skill like medicine or law. Leadership emerges from a place of inner resolve, and requires broad vision, increased self-awareness, driving passion, and great sacrifice. High potential leaders in our program are compelled to move through obstacles and to become role models for others to do the same. The Leadershift approach to executive development starts with the inner state of the individual, asking:
- Who are you?
- What do you care about?
- What do you value most?
- How do you perceive yourself?
- How do others view you?
- What are the gaps between these two views of YOU?
By exploring what matters most, you can build a foundation of self-understanding and awareness of your unique talents and capabilities. Action and results are essential to the success of any leader, but the foundation upon which these accomplishments are forged starts on the inside and not out in the world.
Group Cohesion and Performance Program:
Moving Beyond Teamwork—to Community
Most approaches to team building still operate within a context of competition and division of labor. But in today’s fast-paced, mercurial world, the win/lose mentality leads to everyone’s loss in the long run. The sports metaphor that is still employed by many leadership trainers—the “us against them” mentality—fails to map to an increasingly inter-connected, cross-cultural and diverse world.
New forms of partnership, collaboration and connection—approaches that transcend competition—are emerging, because the rules are constantly evolving, the players changing, and the playing field itself is in constant motion. Today’s teams must learn to work together in deeper more renewable ways, ways that support each member of the team to manifest his/her talent as a leader.
The community-based model of teamwork involves shared leadership, permeable borders, teams within teams, spontaneous action (as opposed to rehearsed activity) and most importantly, an approach to communication that shifts the balance of power away from a single “star”, or “boss”, towards a collaborative model. Decision-making and authority are shared among team members based upon the requirements of the situation.
Group Alignment/Coaching Program:
Transforming Conflict into Collaboration
One of the most common “growing edges” for many organizational leaders is dealing with conflict. The reason for this is simple: they consider conflict to be “bad”, something that flies in the face of efficiency and control. Conflict is often viewed as disruptive to the flow of a team, or an unpleasant diversion that takes the comfortable conversation off track.
The opposite is true. Conflict is an inevitable result of creativity and the messiness that emerges when people are allowed to think and feel for themselves. We all carry unique talents and viewpoints into any given situation.
The key to turning conflict into collaboration is straightforward: leaders must learn to welcome it, look for it, and even foster it in a team. A crucial sign of leadership in action and one of the most important attributes of a thriving group is the ability to work through diverse and disparate ideas, perspectives and thoughts.
You never know where the spark of genius will emerge. What often looks like chaos and disorder is the galvanizing force of inspiration bumping up against the tried and true.