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The High Performance Leadership™ Program is seven to eight days of leadership development for your business, spread over four to five months and is tailored to your specific organization. The High Performance Leadership™ Program consists of: |
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Management focus emotional intelligence overview |
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360-degree feedback |
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Myers-Briggs Type Indicator and other leadership assessments |
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Day on the ropes course, practicing leadership competencies |
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Business leadership training units on: Self Awareness, Self- Management, Power and Influence, Communication, Developing Others and Teamwork |
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Action learning, role playing and learning teams |
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Business Leadership Development, Employee Retention Training, and Team Development |
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Our Customized Business Leadership Training Programs start with a Personalized Leadership Assessment Process. We then create a combination of Leadership Development Trainings in order to meet your business goals. Our Customized Business Leadership Training Programs can consist of the following topics: |
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Manager to Leader Essentials |
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Change Leadership in Business |
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Technical Leader to Manager |
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Self-Management: Time, Focus and Energy |
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Project Leadership |
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Sales Training |
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Employee Retention Training |
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Team Development |
The goal of our leadership development training programs are to learn, practice and implement key leadership development ideas that business leaders can immediately apply in their day-to-day activities.
3 Reasons Why Leaders Need to Focus on Emotional Intelligence
1. Emotionally Intelligent Leaders Earn More
In a multinational consulting firm, partners who showed high management focus emotional intelligence (EQ) competencies earned 139% more than the lower EQ partners (Boyatzis, 1999).
2. Emotionally Intelligent Leaders Have Greater Leadership Success
UCLA research indicates that only 7% of leadership success is attributable to intellect; 93% of success comes from trust, integrity, authenticity, honesty, creativity, presence, and resilience (All EI competencies) (cited in Cooper and Sawaf, 1996).
3. Emotionally Intelligent Leaders Are More Likely to be Hired
The executives selected based on emotional competence were far more likely to perform in the top third based on salary bonuses for performance of the divisions they led: 87% were in the top third. In addition, emotionally intelligent leaders with these competencies outperformed their targets by 15 to 20 percent. Those who lacked them under-performed by almost 20% (McClelland, 1999). |
Leadership Development Case Study:
One Example of How Business Leadership Development Creates Organizational Success.
Challenge: A healthcare company was growing rapidly and wanted to brand both their company and their employees in order to attract new workers. Specifically, the senior team was all the same age and was in need of more bench strength.
Strategy: True North Leadership, Inc. created and provided a seven day business leadership training development program over four months based on Mangaement Focus Emotional Intelligence.
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Key leaders had individual executive development coaching. |
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Each leader’s team had facilitated sessions to help transfer the learning to the line. |
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An assortment of leadership assessments (over the course of one year): the 360-degree feedback Emotional Competence Inventory (ECI), Organizational Climate Survey (OCS), team surveys and the Inventory of Leaderships Style (ILS). |
Results: Many of the leadership development participants were promoted, saving the company recruiting dollars. Tough decisions were made to hold employees accountable and as a result, some workers were redeployed. Post leadership assessments demonstrated that the emotionally intelligent leaders were: more visionary, doing more coaching, building better relationships, creating more team development and participation, and increasing employee retention. In working with the Human Resources Department to establish the Return on Investment (ROI) for the leadership development training programs, it was calculated that the over $100,000 investment had a $700,000 return. |
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| In addition, Climate Factors assessed at the end of the leadership development program resulted in a: |
15% increase in cooperation within the teams
15% increase in congeniality within the teams
12% increase in clarity of expectations
12% increase in understanding the mission and direction
21% increase in satisfaction with performance rewards
14% increase in risk taking
9% increase in innovation |
If this leadership development experience is similar to the scenario in your organization, please contact us today so that we may implement a leadership training program which creates a strong ROI for your organization.
LEID Institute
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