We believe these are vital questions. We know effective leadership is happening when organizations are aligned from top to bottom with their values and purpose—with that clarity comes a sense of what is needed (skills and attributes) by leaders and decision makers at every level.
GLI knows how to help organizations discover and create collective understanding of their leadership needs. Our partnership with you continues as we co-create the training, ongoing support, reinforcement practices, and metrics that will elevate performance and evaluate leadership success.
We are experts in creating high-trust, accelerated adult learning environments. We understand the core elements to developing adept leadership habits. We help participants collectively highlight the wisdom, expertise and strategies needed to be successful. They are guided to understand their own strengths, limitations, style preferences and biases that can support or interfere with their leadership. Our cost effective programs always include either group or individual follow up to help participants cement learning, identify challenges, and make needed adjustments.
Below are examples of leadership development programs we have co-created with organizations.
This practical, hands-on, three-day workshop is designed for leaders and influencers who want to learn collaborative leadership tools that engage and activate diverse stakeholders—both internal and external.
The nature of the interdependent challenges in so many workplace environments requires that leaders—present and future, from all levels and backgrounds—generate shared commitment byemployees and stakeholders to address critical issues in sustainable, inclusive ways.Convening tools enable more fulfilling, concerted and resilient performance. Bringing their ‘live’ issues into the workshop, participants experience and practice adaptable methodologies for facilitating group cohesion, accessing knowledge from the field, and easing conflict and overwhelm—all ultimately leading to wiser decision-making in service of the whole.
Participants explore a new leadership mode well suited to addressing the adaptive challenges facing many organizations today, and begin to lay the strategic steppingstones for a more satisfying and enduring way of working together in the future.
This training program is designed for leaders and influencers who have participated in the Leader-as-Convener Workshop (LCW) and who want to deepen their understanding of and skill in using convening methodologies and practices. The LCW 2.0: Convener’s Experience (LCW 2.0) is designed to go beyond the basics, with a deeper exploration of the fundamentals that undergird the convening approach, as well as the self-awareness and self-management skills needed to work in emergent learning environments.
Participants in the LCW 2.0 program will dive deeper into the theory, models, guiding principles and basic processes that support successful convening. They will also explore the “inner game” of convening, seeking to deepen their awareness of their personal biases, beliefs and default responses to stress, and develop practices to better manage themselves as facilitators. In addition, participants may develop a convening idea or project, with input from fellow participants, as a way of applying what they are learning. This training program will encourage participants to expand and strengthen their convening design and facilitation skills, think strategically about a convening project or event, connect with a cohort of practitioner peers in the Forest Service, and learn about themselves throughout the process.
This program is designed to help senior and mid-level managers elevate and refine their leadership practices. The Leadership Lab helps leaders to:
This program is for emerging leaders within the organization. In addition to learning about their own strenghts and limitations, participants have the opportunity as a cohort to share, reflect upon, and internalize what they are learning about leadership in their organization or industry, from various assignments, projects, experiences, executive interviews, and/or mentor relationships.
Designed to address pre-identified needs and desired outcomes, the Path to Leadership Lab can become an essential component in an organization's succession plan.