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. Our high performance staff development coaching approach helps our clients to understand and know where they are at every step in the coaching process.
Our staff development techniques are grounded in cognitive behavioural sciences that transcend more traditional coaching; therefore we are able to take our coaching clients to higher levels of performance. Our approach is to introduce our clients to models of performance excellence and then support them until they integrate these skills into their daily behaviour. Our clients are more resourceful as a result of our coaching because they have learned how to harness the power of their thoughts and emotions, formulate new positive responses and generate constructive behaviours that create new levels of effectiveness. Our coaching neutralizes self sabotaging; subconscious patterns that are no longer useful and helps realign our clients with their personal and business goals and core values. We have also helped clients more effectively manage change, recognize and seize new business opportunities, effectively facilitate employee engagement and actively manage staff and team development. We also use various personality profiles and assessments if we believe that this will enhance the coaching process and provide greater insights to the coaching client. Our approach to developing high performing teams is depicted in the model below and highlights the 5 stages we believe are critical to creating teams that out-perform others. Out team development approach includes profiling team members so that each team member has a very clear roadmap which describes their own work preference and how they like to gather, process and deliver information, what their communication style is like and how they relate to others, what process they follow in relation to making decisions and how they organise themselves and others when it comes to planning and delivering work outputs. When we work with organisations who want to enhance their overall profitability, efficiency and effectiveness, our blueprint for change includes a comprehensive leadership capability framework that clearly links all leadership development strategies with the overall blueprint for transforming organisational performance. The focus of QL Management Consultant’s leadership development process is on behavioural change. The second stage of leadership development involves customised workshops to further explore the contemporary world of leadership and to commence a process of developing high performance mindsets for leadership excellence. A critical third component of QL Management Consultant’s leadership development approach includes designing customised individual development plans for each leader through a process of one-on-one coaching. QL has worked with diverse industry sectors ranging from engineering, construction, IT, project management, oil and gas, mining, legal and public administration. Welcome to the Art and Science of Leadership, a comprehensive collection of articles and activities for developing leadership skills and knowledge. You can also use the Leadership Mind Map to select an article, or use the search bar at the top of the page. For a list of learning activities that help to develop leadership skills, see the Leadership Development Outline. There is no such thing as a perfect leader, either in the past or present, in China or elsewhere. The Leadership Development Outline contains the above leadership guide, plus a variety of developmental tools, such as surveys, case studies, and reflective activities for each chapter. Leadership and Management roles are the two jobs¬†which can be lonely and isolating places to be. The best leaders create a great team and they also understand that a critical ¬†part of that team is a cross section of coaching, mentoring and facilitating. There are a number of aspects of leadership and management, and firstly it’s being clear about the differences between the roles of leaders and managers. There are a number of ways leadership and management skills can be improved and honed in any organisation. Good leadership development should concentrate on the skills required to cultivate a mission, purpose and vision for the organisation. Leaders and managers will inevitably involved in developing and building the organisation, through good organisational development and design. 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. We help them establish a clear understanding of their performance objectives, exactly what to do, how to do it and when.
Our coaching models help our clients break through their self limiting beliefs, reduce their procrastination, and build confidence in setting stretch goals and engaging others in achieving team goals.
Becoming a good leader is not easy, but by learning the correct leadership skills and knowledge, putting them into practice through quality learning activities, and then adapting them to different situations, will put you well on your way to becoming a leader.
If there is one, he is only pretending, like a pig inverting spring onions into his nose in an effort to look like an elephant. 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. Our executive coaching approach is highly effective and regularly achieves positive transformational change which benefits both the organisation and the individual.
Regardless of the specific content, the flow of the modules reflects the expanding circles of competence required by managers and leaders.




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