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In a recent large scale global survey of CEOs and senior executives 76 percent cited leadership development as important yet only 7 percent thought their organization was doing it effectively! No wonder we've got a leadership crisis!
Needs assessments and performance evaluations look for gaps and design training programs to fix weaknesses. This is a major reason participant motivation to build skills has been very low and transfer of learning poor.
A series of pre and post studies examined the impact of leaders choosing to fix weaknesses versus building on existing strengths. 12 to 18 months later the leaders who magnified their existing strengths showed two - three times more improvement in leadership effectiveness than leaders who worked on fixing their weaknesses.
There's a blizzard of theories, opinions, arcane thesis papers, inspirational quotations, training programs, books, frameworks, and approaches to leadership. What's sorely lacking is an integrated model that combines both "hard" management and "soft" leadership built on a base of solid research.
A strengths-based leadership development approach starts with research on which leader competencies correlate with engagement, retention, customer satisfaction, safety, innovation, productivity, sales, and profits. Leaders are then shown how developing just 3 - 5 of their natural strengths from the 75th to the 90th percentile will boost their leadership effectiveness from 49th to the 90th percentile!
Building strengths from good to great can't be done through traditional linear training. Research based cross-training provides a map for developing leadership strengths from good to extraordinary (90th percentile) by building around them using statistical cross-competency correlations.
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Training and Development
High Performing Teams
Creativity and Innovation
Measurement and Metrics
Leadership Training and Development
Rewards and Recognition
Developing Organizational Leadership Capabilities
HR in Canada
Canadian Masters In HR Strategy & Execution
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