Alan Booth - The Leader's Leader

The first step in leadership advisement or coaching is identifying cause-effects; i.e.

• Why new hires or promotions are not meeting expectations
• What is behind a team's resistence to change
• Why people are not focused on top priorities
• What options exist to strengthen accountability

Assessments are best performed through live interviews with information held in confidence; however, the next step is to create trusting dialogue where honest feedback is presented.

This measurement quantifies the level of leadership proficiency in key categories, used to determine the viability of interventions to change players, develop leadership or to aid lending institutions (private equity, banks, angel/VC groups)  better identify risks.

Designing offsite meetings is a sweet spot  to engage a team in ways they not only begin to work more effectively together but make commitments for action after the meeting with strong accountability.

Examples of results:

[1] retention of a key executive who revealed his offer from a competitor during an offsite

[2] managers learning how to coach their direct reports to achieve new goals…before their offsite ended

[3] trust building so strong that a top leader really heard, listened then took action to what his team had been asking for him to do for years.

We are supported by Gilman Performance Systems, Inc. [www.gpsadvantage.com] for teambuilding, offsite meeting design and facilitation, 360 assessments and management training programs

Building strong and effective teams requires intuitive leadership, clear expectations of both individuals and the team, feedback skills, role clarity and responsive-timely communication.  We help clients use these skills through real-time projects, offsite meetings, coaching and modeling.