Developing leaders at all levels of management is vital to growing revenue and improving profitability, but training rarely succeeds unless it's customized to meet your organization's unique needs.
By taking an organizational development approach, Bill's leadership development programs are never off the shelf but rather are formulated based on the nuances of your business, your culture, and the challenges you face - both internally and externally.
Building a robust leadership pipeline is essential for the sustained success of any organization. Develop your next level of leaders by focusing on the highest leadership potentials, new managers, frontline leaders, and middle managers.
The emerging leader programs are built to grow and reinforce four key development areas - communication, the "urgency" factor, motivating teams, and gaining leadership insight.
Are your senior leaders engaged and aligned? Is your business growing at the rate you would like? Is your leadership team operating at its fullest potential?
Executive team alignment is what ultimately drives the business. The executive leader/team programs are designed to break down barriers and facilitate clear communication to create a stronger, unified executive unit.
With a deep understanding of human behavior and group dynamics, Bill has developed two proprietary leadership models that serve as the backbone of his emerging leader programs and executive coaching.
The SEC model
Being able to assess performance precedes being able to manage it. A leader’s ability to effectively identify, motivate, retain, and promote talent begins with assessing their employees':
SKILL – Does this employee have the ability to do the job? How long is the learning curve for this position? Has that learning curve expired? What will it take to get this employee to be assessed with high skill?
ENGAGEMENT – What attitude does the employee bring to work? How much initiative do they show? Is this person a good citizen and teammate? Do people like working with them? How is this person feeling (today) about work?
COACHABILITY – To what degree does the employee accept and utilize feedback? Are they open or defensive? How much do they initiate receiving coaching and feedback?
A leader's ability to correctly answer each of these questions, at any point in time, will provide the magic equation for managing, sustaining, and improving the performance of their employees.
The AAA Model
Executive coaching is truly a journey – the most effective executives are openly along for the ride. As Bill works with executives to improve their leadership, he is consistently observing and measure their:
AWARENESS – Effective executives are self-aware. They know how they operate and the positive and negative behavior traits embedded in their leadership style. They know how to finish the sentence: “I know I have the tendency to _____.” The effectiveness of executive coaching begins and ends with awareness.
ASSESSMENT – The second phase of effective coaching is the executive’s ability to assess others. Emotional intelligence is the ability to ‘read’ a situation or a room, demonstrate empathy, and observe how the their deliver impacts communication. What is the executive's EQ level?
ADAPTION – The most difficult component. The executive may possess the ability to be self-aware and assess others, but their ability to adapt their behavior to customize communication is the key to executive effectiveness. Even more challenging – the ability to adapt on-the-fly.