Leadership Development is the essential condition to achieve virtually all objectives within an organization. In developing a dynamic group of leaders at all levels, problems diminish in proportion to their numbers, strength and distribution. On the other hand, to the extent that an organization has a few strong, skilled leaders, its plans, policies, programs and procedures will not enable the organization to ultimately meet its challenges.
THE PIVOTAL GOAL of any leader is to develop others as leaders. The effects of a CEO, President, Director, Manager, Boss or Supervisor’s efforts to develop their staff as leaders have greater influence in organizational success than any other leadership initiative, including:
- Qualitative improvement in organizational performance such as the launching of new projects and ideas; creating new revenue streams; dramatic reductions in operational costs; and measurable improvements in efficiency and effectiveness
- Noticeable reduction in loss of talent from causes such as dissatisfaction, burnout, job fatigue and/or career advancement
- A culture that invites people learn, grow, develop and thrive
- Significant improvement in staff morale and employee engagement
- Organizational Coherence
Companies that have organizational coherence are learning organizations – workplaces where people regularly have the opportunity to expand their capacity to create results they truly desire and where:
- New and expansive patterns of thinking are nurtured;
- Collective aspiration is set free; and
- People together learn to see the larger picture
Why is this important? Because in today’s volatile, uncertain, complex business environment where intensity and rapid change is abundant, the only organizations that will excel are those that are flexible, adaptive and generative. For this to happen, you need to unleash your organization’s full potential by tapping into people’s commitment and capacity to learn at all levels.
As described by Peter Senge in The Fifth Discipline, real learning gets to the heart of what it is to be human because we become able to re-create ourselves and our organizations. In this, a learning organization it is not enough to survive. “’Survival learning’ or what is more often termed ‘adaptive learning’ is important – indeed it is necessary. But for a learning organization, ‘adaptive learning’ must be joined by ‘generative learning’ — learning that enhances our capacity to create.”
And to do this, you must develop the capacity for coherence.
WHAT CLIENTS SAY?
KIND WORDS FROM MY LOVELY CLIENTS
“If you’re an accomplished woman who is experiencing a sense of being “stuck,”
stalled out or uncertain of purpose, this is the workshop for you!”
Director, Talent Development.
“I left the workshop confident, energized
and excited to see what my new chapter in life will bring.”
The Menyhert Company
“I am truly grateful for the learning experience
Susan and Jennifer have created”