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By improving leadership skills and applying them to specific organizational change challenges, WSA has been able to achieve an exceptionally high rate of success in assisting organizations to achieve successful implementation of improvement in organizational competence and performance.
WSA has been offering this unique Leadership Development Program for more than twenty-five years with thousands of managers and leaders across the globe. The program typically includes seven formal one-day modules offered over seven months, along with a wide variety of supporting informal learning activities and on-the-job applications between the instructional modules. Companies sponsor this program when they have a cadre of leaders that they wish to develop, and would also like their development to be immediately applied in the work environment, addressing organizational needs. The business and economic climate is more challenging today than ever before and not likely to get any easier. Knowledge workers require a different way of being managed, and respond to a different type of leadership. Financial pressures require that organizations do more and more with less and less every year.
Leadership and management skills are among the most critical resources for facing these challenges. This program has been designed for individuals who have significant management or leadership responsibilities. For smaller organizations, the program is best suited to Presidents, Vice Presidents and Directors. Availability of one-on-one coaching or personal development for any participants in need of extra support. Develop leadership and management skills to complement the technical competence of your organization.
Increase the leadership bench strength your organization will need to continue its success in the future.
Solve some of your company's persistent problems as program participants apply the program elements to real-time company situations under the guidance of the group consultant. Develop strong learning teams (functional or cross-functional team building) for companies that choose to send a learning team.
Give your next generation of leaders the skills they need to help prepare your company for the challenges that lie ahead.
This program contains a number of elements designed to provide fully integrated, self-reinforcing learning experiences. The integrating vehicle for the program are the seven one-day facilitated sessions delivered in an action learning (workshop) style. The sessions evolve in complexity as the leadership model is developed through the program.
To ensure that learning is highly interactive, a maximum of 30 participants may be enrolled in a program.
In addition to the highly developed program content, each group applies the content through real-time organizational issues and problems. In addition to the information required for the workshops, other related materials are included as well for reference. To help ensure application of the concepts and skills developed in the program, learning teams are formed to reinforce personal action plans and on-the-job applications. Learning teams may represent existing segments of the organization, or they may be designed as cross-functional teams.
If learning teams are not pre-set, then the group will be divided into different teams each module, to further reinforce the cross-functional learning opportunities presented through the program design. Before, during and after the program feedback sessions are offered to the managers of the participants and to the senior executives of the sponsoring organization. Because this program is conducted over seven months with multiple experiences to tie the learning together the program can focus on real-time action learning and implementation issues. First, each participant maintains a personal Action Planner that serves as the glue between the sessions.
Second, learning teams are created and used to identify and apply real-time work issues through collective action.

Third, assignments are given to both individuals and learning teams for real-time work applications between the learning sessions.
The first segment - Modules 1-2 - focuses on personal and interpersonal leadership skills and styles. The middle section - Modules 3, 4 and 5 - addresses concepts and skills related to performance management and team development.
The team development module builds universal teambuilding competence, and may also be designed around specific real-time teams under development or in need of enhancement. The final section - Modules 6 and 7 - broadens into organizational design and strategic skills.
An organizational change challenge needed as lab work for application of the skills taught in the leadership development program. The energy, focus and leadership of Top Management are a critical success factor for organizational change. To begin discussions on how the WSA leadership development program can enable your Top Management team, contact WSA.
Read or study these items, then start leading more effectively, intelligently and efficiently! Through market-informed instructional design, organizational development, training delivery, marketing, strategy, market research services, we create and produce exceptional learning programs for educating customers and training employees. Through market-informed instructional design, organizational development, training delivery, marketing, strategy, market research services, we create and produce exceptional learning programs for educating customers and training employees.A  We work with you to get the results you want and need to succeed. Providing marketing, training and organizational development services to publishers, software developers, finance, manufacturing, non-profit and professional development providers. Building organizational capabilities, such as leadership development or lean practicies, is a top priority for most companies.
Leadership skill, for example, is considered by the majority of respondents to be the capability that contributes most to performance.  Yet only 35 percent of respondents say they focus on it. Let’s see what the trained people think about the trainings and consultations they participated in. I don’t plan to interpret graph.1, but I could not overlook that the employee group provides the least answers “very effective” and the most answers “slightly or not effective”. Another McKinsey research, among 1069 companies, reveals that where training is reported to be least effective, top managers tend to invest most in training for the leadership team and least on the employees—despite this group’s more immediate impact on operations.
240 out of these 1069 companies rated their trainings as very effective in improving business performance. Perhaps not surprisingly, at companies where senior executives set the training agenda, the training and skill-development programs are seen as more effective in driving business performance, though there is still much room for improvement. Validated in use by small and large companies alike, the program enhances the skills of active leaders and managers while developing organizational competence through the real-time problem-solving exercises built into the program design.
While the overall content is based on a validated development model, both content and application may be customized to meet the unique needs of each sponsoring organization. This model is particularly effective during times of organizational growth, organizational change, or in response to significant shifts in the external market or business environment.
This may include functional (departmental) management responsibilities, cross-functional team responsibilities or other similar leadership roles. The following is a brief description the core program elements included in this total learning experience. These sessions are typically held one month apart, and are all conducted personally by Seasoned WSA consultants. A detailed description of the program content is provided in subsequent sections of this brochure.
The participants receive a valuable set of resource materials that can be used in many aspects of their work.
Sometimes they are selected to address a particular organizational challenge, or address common customer issues. Individuals may call for personal discussion or coaching, or share materials for feedback via fax or email.

These sessions include ways to enhance the learning and application of each of the participants, and also provide feedback regarding any organizational issues or opportunities that are identified in the program. This action planner is used to record both personal notes and plans at key points in every workshop session. The class becomes a fully integrated real-work action laboratory in which ideas and activities are developed in the workshop, tried out on-the-job, and feedback is provided both between sessions and in the next formal workshop experience.
Recent research has validated the primal nature of emotional intelligence as fundamental to successful leadership. Performance management has been proven to be the single most highly leveraged system for increasing individual productivity and organizational performance.
Leadership skills in developing a vision, setting strategy and guiding large scale organizational change to achieve that vision are included in this higher level segment of the program.
Specific, targeted organizational change challenges create the learning lab for application of the skills being taught. A well developed leadership development program acts as a catalytic force to drive the success of any leadership team wishing to achieve substantial improvements in organizational performance. This is your first source Amoxil online of news, knowledge and insights concerning your leadership practice in this Age where Imagination is the key driver of all competitive advantage!. Specifically my focus is child ADHD, child depression, child anxiety, child misbehavior and the secondary effects these have on family, academics, self-esteem and health. We help organizations grow their business through strategic planning and intelligent execution, from developing plans to meeting sales and marketing goals. However, many of them have not yet figured out how to do so effectively.  The odds improve at companies where senior leaders are more involved.
And only 36 percent of executives consider their companies better than competitors at leadership development. In contrast, companies with effective training programs invest the most in training the employees.
WSA has developed the program and implemented it successfully with executives at all levels throughout North and South America, Europe and the Middle East. Examples have included performance management systems, continuous improvement systems, development of organizational culture, customer feedback and satisfaction systems, implementation of major change initiatives, implementation of enterprise-wide software systems, etc. They have been validated and continuously refined over a twenty-five year period, applied with more than five hundred corporations throughout North America and Europe, and used directly by more than 20,000 managers and leaders.
This section helps the participants examine their personal and interpersonal leadership styles and develop additional skills and tools for their leadership roles. Content in these modules includes setting expectations, developing performance measures, providing feedback, coaching and counseling, and conducting reviews that enhance performance.
Other topics may also include project management, continuous improvement, or creating a customer-focused organizational culture. I actively have a neurodiversity perspective, which means that I believe all people have a unique brain profile of skills and deficits.
We work hard to understand your needs, work with you to design marketing and sales strategies, and then help you educate your customers and your internal team. Arnold and I often work together to provide lower cost and more timely intervention for families. I primarily work with kids and parents who have a new diagnosis of ADHD through our clinic. Regardless of the specific content, the flow of the modules reflects the expanding circles of competence required by managers and leaders.
She will work with you personally on very specific, more complicated challenges that are outside my scope of practice.

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