Leadership Development Workshops & Curricula
Empower your team with tailored, cohort-based experiences to foster self-reliance and growth.
I offer integrated facilitation and coaching that focuses on the conversations leaders need to have within a larger organizational system and which helps HR, Talent, LD, and managers empower their people with the skills to lead themselves, their teams, and the business - with less of their direct support.
As your partner I can help you prototype and evaluate programs at a small scale before making a larger rollout investment (big firms can’t work with you that way).
Each program topic is delivered as a cohort-based interactive experience which allows for learning in the context of real work, and in conversation with others. Most sessions can be tailored for a variety of durations and either online or in-person environments:
Lead off with an optional 75-minute introductory session that provides an enhanced awareness of the topic.
Dive deeper with two to four-hour session(s) that enable practical applications of new concepts and skills as well as peer-to-peer learning.
Continue with monthly virtual cohort coaching roundtables to support ongoing practice, peer-to-peer reflection, and discussion of specific scenarios.
Follow up with individual coaching engagements, as desired, or a peer coaching program to enable these capabilities to scale
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There is No Playbook: Leader as Coach
Learn how coaching differs from mentoring and advising and practice a framework for talent development that is critical for driving accountability and outcomes.
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The Art of Meaningful Feedback: Asking, Giving, and Receiving
Discover how being human makes feedback so difficult, align on its core purpose, and develop the skills that make it valuable.
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Client Love: Nurturing Productive Relationships
Explore a five-step process for balancing expertise with beginner’s mind, and learn how to deliver value through partnering rather than selling.
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Fearless Facilitation: Generative Meetings that Drive Decision-Making
Appreciate the anatomy of a meeting, and practice new techniques for navigating the divergent-emergent-convergent stages of participatory decision making.
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Making Peace with Conflict: Navigating Everyday Situations
Discover the true sources of conflict and the basics of conflict resolution, and learn to design a better conversation with practically anyone.
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The Five Conversations of Design Leadership: A Learning Journey
Navigate the transition from individual contributor to people and business leader with greater confidence and ease.
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Conversation #6: Your Conversation
Custom design and expert facilitation to help you plan and convene a range of high-stakes conversations.
The 70-20-10 Rule*
Leadership development is not a one and done proposition because behavior change requires immersion and repetition - especially for senior leaders who have developed deep habits. These habits may once have served them well but are now undermining their talents.
To grow and develop as a leader requires three types of experiences, as demonstrated by over 30 years of research conducted by the Center for Creative Leadership:
70% from immersion in challenging experiences and work-related assignments
20% from relationships with instructors, coaches and peers
10% from classroom content.
It’s not a stretch to say this is the inverse of traditional training programs which tend to focus on scale rather than impact. With the advent of AI and on-demand virtual programming it’s easy to forget that the most effective, enjoyable, and sustainable learning experiences are part of a social process, not a set of solo activities.
*Bob Eichinger and Mike Lombardo coined this formula based on findings from CCL’s original Lessons of Experience research
