We offer training for executives, managers, first-line leads, individual contributors, and intact teams. Our programs are highly interactive and deliver practical insights to apply immediately back at work. All of our training work is supported by access to a highly skilled Coach who is available to answer questions and help participants incorporate their new behaviors back at work.


Our Approach

Our formula is simple:

A Focused Mindset + A Skilled Approach = Superior Results

Our approach to training is highly focused and incorporates these methods:

  • Short Bursts of Learning Spread Over Time

  • Highly-Practical Interactive Sessions

  • Immediate Opportunity to Practice and Apply Concepts

  • Personal Action Commitments

  • Post-Session Coaching Support

Leadership Series

Leadership Foundations

Engaged leaders create an environment where people can… and choose… to do their best work.  This highly-interactive session helps leaders understand how what they do every day contributes to or detracts from an environment where people and business thrives. 

Many leaders, whether first-time supervisors or tenured senior executives, unknowingly undermine their personal and team’s effectiveness by falling into old patterns that no longer serve them.  We explore the journey of leadership maturity by focusing on the behavioral shifts necessary to transition from excellent “doing” to excellent “leading” and identifying specific ways to magnify leadership impact as business and responsibilities scale. 

Core Principles Covered

  • Self-awareness drives leadership maturity.

  • It requires continual reflection and honest feedback.

  • Clarity of both business and people outcomes, leads to a sharper leadership focus, and produces a broader more lasting impact.

  • Two of the most overlooked yet most powerful skills of engagement and influence are asking questions and active listening.

  • Quality questions get us quality answers.

  • Highly-connected listening is an active process.

Leaders walk away with a practical action plan to:

  • Continue to grow their leadership maturity through increased self-awareness and consciously separating “doing” from “leading.”

  • Optimize business outcomes through intentional and impactfulinteractions with their people.

  • Utilize questions to increase alignment and engagement.

  • Focus their listening in order to maximize time and leadership impact.

Delegation: Empowerment & Accountability

Delegating work to others is one of the most basic, yet important activities a leader does; and it is deceptively difficult to do well.  This engaging and practical session helps managers examine, adjust and hone the core skills and mindsets needed for effective delegation.

Core Principles Covered

  • The most valuable leaders contribute to a business by aggressively and yet appropriately growing the skills and experiences of their people.

  • Effective delegation thoughtfully separates WHAT work needs to get done and WHY it needs to happen from HOW the work needs to get done.

  • Effective delegation requires thoughtful preparation and an appropriate level of leader involvement, supported by consistent follow-up and coaching.

  • Delegation is a process not an event.

Leaders walk away with a practical action plan to:

  • Overcome obstacles that get in their way of effectively delegating.

  • Delegate work that is more appropriate for others to do or contributes to the growth of their team members.

  • Choose the level of involvement that will lead to the greatest success based on their team member’s ability and motivation/confidence and risk involved.

  • Implement a proven, simple, repeatable process for effectively delegating in a way that results in commitment, engagement and success.

Giving Effective Feedback

The leaders who are able and willing to consistently give effective feedback are exponentially more impactful than those who aren’t. They are also able to get great performance out of just about anyone as opposed to a select few.

This highly-interactive session focuses on how to give feedback in a way that reduces defensiveness and promotes trust, partnership and action. It helps leaders demystify feedback by taking the emotion out of it, and emphasizes how to make feedback “no big deal” by simply making it part of everyday conversations.

Core Principles Covered

  • Self-awareness drives leadership maturity.

  • An unwillingness to give feedback to others is ultimately a selfish act.

  • People don’t typically wake up in the morning and say, “I want to underperform today.”

  • The best leaders play a huge role in setting people up for success, providing support and ultimately growing their capabilities.

  • If 90% of our feedback is about things the person did not do, well, we can’t expect them to welcome our feedback.

  • Separating out fact from judgment paves the way for a more productive and efficient feedback conversation.

  • By handling push back well, we take the person beyond feeling attacked and into a place where they feel like they are being invested in.

Leaders walk away with a practical action plan to:

  • Incorporate giving feedback into their everyday conversations.

  • Focus their feedback on both what went well and what needs improving.

  • Deliver their feedback in a way that is helpful, respectful and allows the other person to hear it.

  • Open feedback conversations in a way that minimizes defensiveness and demonstrates a partnership focus.

  • Handle the most difficult types of feedback discussions.

Working Effectively with Conflict

Leaders who can harness conflict and view it as a productive course of business, are able to achieve a powerful competitive advantage. Yet, many leaders either avoid addressing conflicts or address them in ways that destroy trust, engagement and deter resolution. This practical session gives leaders a greater understanding of why conflict happens and how to diagnose the causes, and covers the skills necessary to effectively address it.

Core Principles Covered

  • Conflict is simply a difference of opinion, ideas or beliefs. How we feel about it is what makes dealing with conflict more difficult and can lead us to act in unproductive and ineffective ways.

  • Conflict is a natural part of interacting with others and necessary in order to develop new and better solutions, products and services.

  • Social threats (i.e., conflicts) are perceived the same way as physical threats in the brain.

  • By understanding our own patterns, and that of those around us, we can be more successful in working through conflict.

  • In order to effectively work with conflict, we must ensure we see conflict rationally and understand it clearly from all sides without interpretation or misguided assumptions.

  • A collaborative approach to conflict works best when engagement and commitment are critical to the desired result and status of the ongoing relationship matters.

Leaders walk away with a practical action plan to:

  • Manage their own emotion during conflict.

  • Reframe how they see others’ points of view during conflicts in order to get to resolution faster and more effectively.

  • Effectively utilize discovery-based questioning, nonjudgmental listening and respectful assertion when working with conflict.

  • Apply a simple, yet powerful, process to productively work through conflict situations.

Leading Team Development

High-performing teams don’t just happen on their own—even when you have highly-skilled, motivated individuals. It takes time, energy and commitment from all members to decide how to operate as a team. The most effective leaders skillfully facilitate and participate in this process. This highly-experiential session focuses leaders on how to accelerate the development and effectiveness of their teams using a proven team development process.

Core Principles Covered

  • Leaders can play a significant role in accelerating team development and that role changes depending on the stage the team is in.

  • In theory, developing into a high-performing team is easy. In reality, putting the theory into practice is difficult: it requires effort, focus, courage and perseverance.

  • Effective team development is an intentional and facilitated process.

  • Working on team development isn’t additional work for the team; it’s part of the work they do and leads to sustained engagement and exceptional results.

  • The best way to learn about team development is to experience the process and tenets firsthand.

Leaders walk away with a practical action plan to:

  • Confirm their assessment of their current team against the characteristics of each team development stage with their team.

  • Address any outstanding team alignment issues involving team purpose, goals, roles and operating protocols.

  • Better fulfill their role as leader of the team’s development and how to coach their team members to better fulfill their roles.

  • Accelerate their team’s development toward high performance.

Team Series

Accelerating Team Performance

This session takes leaders and their teams though a practical, proven team alignment process resulting in specific commitments necessary to becoming a “High-Performing Team.” With guidance and through a facilitated process, they get the feedback they need to see where they stack up against the team’s criteria.

We will work through specific issues that are preventing the team from working most effectively, and create specific action plans with the steps needed to move forward.