The program begins with a razor-like focus on defining leadership purpose and identifying personal values - this sets the foundation for all other building components within the course.  After this part of the training, sernior leaders will:

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• clearly define vision, purpose and values: this enables every leader to home in on their "why?" and create links between their discoveries and organizational ambitions, decision-making aptitudes, leadership agility and team development strategies.  Through a series of exercises and activities, leaders will glean specific understanding and insight into their personal leadership purpose and establish distinct broad-spectrum goals that resonate with both their organizational vision and individual values.

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• reflect on levels of focus and prioritization that directly impacts work/life balance and healthy stress management: in this segment, we explore habits and practices that leaders can integrate into their daily work life to remain focused and keep their priorities top-of-mind.  The minute they lose sight of what is truly important and start to diffuse their energy, their efforts are diluted.  One of the keys to effective and impactful leadership is to "put the first things first" in maintaining peak performance and health while fostering resilience and well-being within workplace teams as well as business or organization operations and development.

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• fine-tune their communication skills and explore how to influence and motivate others in working towards common goals: adaptive communication styles and strategies are centric in unifying individuals and leading teams forward in clear and confident ways towards high-level goals.  Here, we uncover practical skills in effective and engaging communication practices that build trust and empower teams to connect, collaborate and achieve together.​

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A large part of senior leadership is the capacity to identify potential in others and develop future leaders for the ongoing operations and growth of the business or organization.  We highlight the imporatnce of "working ON the organization and not only IN it" as a means to secure long-term sustainability.  In this part of the training, leaders will:

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• learn how to identify key potential in future leaders and develop clear pathways forward for them, promoting growth, learning and greater empowerment + responsibility: great people fuel any healthy organization or business and senior leaders must devote a significant amount of time and resources in not only identifying underdeveloped potential in others but also investing significantly in developing individual growth plans for each member or their team.  Here, we explore frameworks that allow leaders to intentionally plot professional growth plans for their key leaders and "rising stars" and identify ways in which they can coach, mentor and guide them to reach higher performance levels, making greater contributions.

 

• practice how to consistently give - and ask for - constructive feeedback: One of the bi-products of developing others using tailor-made growth plans is the ability to give and receive regular constructive feedback.  Here, we explore robust feedback mechanisms that ensure trust and transparent communication are at the heart of workplace culture, and enable emerging talent to receive the support and opportunities needed to thrive while also giving senior leaders helpful insights to better mentor and coach their counterparts.​

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The final step in this program is to concentrate on strategy development that focuses on continuous learning and ongoing development, integrating elements of adaptability and innovation to remain relevant in an ever-evolving business or organizational landscape.  Participants will walk away with:

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• concrete ways to build organizational culture that reflects resiliency & ongoing innovation: we take a systems-based and holistic approach in considering the business or organization as a whole, recognizing that changes in one part of the system can impact others.  As such, we introduce frameworks that explore both internal and external factors and strategize specific activities and approaches leaders can introduce and implement to encourage flexibility and responsivemeness in dynamic environments. 

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• the ability to track people and project metrics, fluidly making adjustments wherever and whenever necessary: by establishing clear indicators that track resource allocation, capacity development and skills acquisition in individual team members, and specific project goals, senior leaders can actively evaluate whether their projects, programs and company/organizational targets are being met.  This process allows them the opportunity to strategize when things are not going to plan, making adjustments to bridge their operational or stragegic gaps.  This capacity to manage change effectively and retain leadership agility in the face of dynamic markets and shifting realities is paramount inplaying "the infinite game."​

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