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“Leaders have two important characteristics: first, they are going somewhere; second, they are able to persuade their people to go with them.”
– Unknown
“I have a greater understanding of myself and others that I work with on a daily basis. I am able to use this to better communicate with the staff. I am also much more aware of the importance of taking care of myself in order to care for others. This work was transformational!”
– Geraldine Barrett , Principal, Springfield Public Schools |
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Developing Leaders and Their Legacy
The Leaders who build successful, thriving organizations have the vision to navigate bold untapped courses to keep up with changing times. A leader’s credibility is vital: people follow leaders who are trustworthy, clear and authentic and who articulate purposes that matter while striving for goals that are worthy. We invite leaders and their teams to “think and act as leaders”, to strive for worthy goals for their organizations and their communities, and to see their businesses flourish. Leadership can be learned by individuals.
Creating effective organizational change depends on leaders who model the changes they ask of others. Leaders will find the inner resources to persevere by rigorously aligning their behaviors with their intentions. This work requires leaders to explore their own motives and beliefs, to ask for and receive feedback, to act courageously and to transcend individual comfort zones. Our process is fundamental:
- Know yourself; increase your emotional intelligence; lead from your strengths and manage your limitations; strive for a balanced life
- Align your team and organization with its mission; ensure your leadership message is consistent and reflected in the organization’s structure, goals, priorities and policies; inspect what you expect
- Plan for tomorrow; identify, train and mentor emerging leaders; leave a lasting legacy for generations to come
Leadership can be developed in organizations.
Increasingly, public and private sector organizations are awakening to the need to develop a cadre of future leaders. The most compelling challenges for 21st century leaders are to:
- Lead for change: respond quickly to ever-changing environments and create new systems and solutions
- Lead people: excite and retain the workforce, and promote partnerships across organizational lines
- Lead for results: dare to take responsibility for outcomes that are out of their direct control
- Lead for tomorrow: leave a leadership legacy by identifying, training and mentoring future leaders
Publications and Resources
Our research and experience tell the story. The following resources are available to all.
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