We use a simple and powerful model for development of leadership ability.  By following these five steps, we can improve the understanding and capability of leaders at all levels of the organization.
We facilitate the articulation of the individual and organizational development activities to grow the leaders.
Leadership is the defining factor in every organization’s success, and building great leaders is possible when you use a simple proven approach.  To learn more or to talk with us, click here. Rattling through the bush on a long journey can be a great way to reflect, discuss and formulate.
Early morning start and I climb aboard the double cab pickup that’s come to collect me from the hotel where I’m staying. I’m quite used to being in Africa and when I arrived at Tana airport and smelt the night smells, saw the bougainvillea, the poinsettias, as tall as a bungalow and the banana trees on almost every street, I knew I was back ‘home’, home to the mother ship, the land of red soil and smiles everywhere. But I was quite wrong to read off from the physical smells and immediate sights that I was in a familiar place.
One of the broader conclusions of my work – an, pretty much outwith the actual brief which was to look at back office support – was in the area of leadership.
So, while the ostensible purpose of the long journey in the double cab pickup was to witness the work on the ground in rural and urban communities outside the capital, there was also a subtext to our trip. It was clear that a shift in leadership skills was a development need across the organisation. The client and I are still discussing the question of the need and the solution will follow the need once we’re clear about it.
There are advantages and disadvantages of tailor-made or bespoke programmes and branded products. By contrast, bespoke products can really work to address the particular development needs of a particular audience. In-house versus public programmes and branded versus bespoke solutions create a nice matrix of four broad options, which can be helpful for the potential purchaser of leadership development to consider. Get in touch and I can let give you more information about some of the pros and cons of the other Types. A Leader must be responsible for delivering operational excellence and translating strategy into day-to-day execution.
Technology has not only changed the way students learn but also the way educators grow through professional development.
Virtual communities make it easier for educators to engage in immediate, specific and focused conversations with their peers.
Sirotiak and others hope that this type of educator-to-educator PD eventually will be integrated within school districts and the school year. From Google Docs to Evernote to Skype, there’s a plethora of ways for educators to share the ideas they pick up at conferences and workshops, or on the Web. Virtual communities make it easier for educators to engage in immediate, specific and focused conversations with their peers, according to MC Desrosiers, chief of program development for ASCD (formerly the Association for Supervision and Curriculum Development), a nonprofit membership organization focused on professional development and educational leadership. The way many educators experience ongoing, live PD is through Twitter, where they build Professional Learning Networks (PLNs) by following and interacting with other educators.
On Twitter, Sirotiak has learned how to organize a student debate using Google Hangout, how to create online portfolios for her students and the benefits of keeping a classroom blog. Most traditional PD takes place face-to-face in schools or districts, in workshops or other gatherings.
While her required PD is focused on teacher evaluations and content, the PD she seeks out in her own free time is usually technology-related. When Oracle’s Larry Ellison decided last month to appoint two CEOs to fill his shoes, many in the business world were left scratching their heads. For this week’s Leadership Development News Roundup, I’ve assembled a collection of articles and blog posts about the pros and cons of Ellison’s decision, as well as advice to help you build a culture of teamwork and collaboration at your organization.


Let us know if you’d like our help developing teamwork and collaboration tools for your organization.
Success Labs is a full-service, strategic organizational and leadership development company located in Baton Rouge, Louisiana. About Success LabsWe are a Baton Rouge, Louisiana, management consulting firm that offers companies across the country guidance and training on leadership development, executive coaching, organizational development, workforce planning and succession planning. On one journey in the Madagascan Highlands, we talked about how to choose the right leadership development programme, developing a simple typology of four types aimed at helping those new to these ideas a way of thinking about how to address the needs in their organisations to help leaders move up a gear. I was soon to learn that culturally it was quite different, utterly charming, but quite different, and the cultural assumptions I brought with my nocturnal smile of recognition, would not work here. A culture of leadership, a culture of really taking responsibility, of taking initiative and of being proactive not just in terms of the narrow job role, even of senior staff, but of broader organisational challenges, simply wasn’t embedded in the normal way of doing business. The client and I began lightly to discuss this question of leadership and how it might be addressed. But to help her think about how needs could be met, I outlined a way of framing potential solutions, as a way of her doing her research into different providers.
Branded products, such as Nine Conversations in Leadership just mentioned or the Heart of Leadership™ offer exceptionally well crafted materials and the research that produced them is done well and they tend to be well tested and validated. But there is a danger of consultants recycling slightly tired material as they wouldn’t necessarily have the time or the resources to work form the latest research if they were assembling a one-off programme. Clearly there is much variation within each type, but these types offer a broad map of the range of offerings. Leadership Development Model offers a solid foundation for you to build and refine your skills as you practice the art of being a leader in today’s changing environment. Model, Stewart Leadership delivers a complete leadership development system to identify and build leadership capability for results driven leaders at all levels. We talked with tech-savvy, leadership-oriented teachers, principals and professional development organizations to find out what’s trending. But now, educators have access to PD opportunities every day on their computers or mobile devices.
The views expressed are those of the author and sources interviewed, and do not represent those of Amplify Education, Inc. Fortune: “Sandy Weill and John Reed, co-CEOs at Citigroup from 1998 to 2000, clashed, says Lawrence Hrebiniak, professor emeritus of management at Wharton, since they were both ‘strong people with strong views’ when it came to determining the company’s direction. Forbes: “We conduct thorough interviewing and on-boarding of new hires as a team approach, so candidates get a very good feel for collaboration and teamwork from the outset – and also get a taste of the intimacy of meeting and working with those they’ll be collaborating with in the future. CTNow: “Some corporations have a top-down model that leads to let-me-get-a-manager style customer-service.
For more than 25 years, our expert team of consultants has worked with hundreds of companies to explore their business potential and improve their company and cultural performance. For more than 25 years, our expert team of consultants has worked with hundreds of companies to explore and achieve their potential.
So, by the time I was picked up in the car early on that Thursday morning to visit rural health clinics to see how the work on the ground is carried out, I had spent three days of interviews with staff having to listen even harder, interpreting not just the answers to my questions (the ‘data’) but at the same time attempting to understand totally new cultural cues from the senior staff in this large international NGO whose internal or back office support functions were not quite delivering the goods the rapidly growing organisation needed.
Don’t get me wrong: this is a highly successful organisation, well established and doing great work.
The rest of this blog looks at what we came up with to help frame the choice of leadership input that the client was realising her senior team and beyond needed badly. But in the eyes of some they can be a little inflexible for the particular needs different sectors or industries. I hope that the programme colleagues and I have been delivering for a large international development NGO in Africa avoids these dangers, but it is something we are aware of and have to work with: budgets are budgets and provide real limits to preparation time. It is built on the assumption that leaders must achieve aligned and positive results – with their people in their business, from both a marketplace (external) and an organizational (internal) perspective.


From the experience-proven LEAD NOW! Model, to the award-winning books, through online Self and 360° Assessments, individual coaching programs, and engaging group workshops and speeches, Stewart Leadership provides sustained solutions to the process of leading people, teams, and organizations.
The schedule is built that morning, as participants volunteer to teach different (usually tech-related) workshops, such as how to use a social learning network in the classroom.
For Sirotiak, that means watching TED Ed videos and attending the daylong webinar EdmodoCon, which included sessions on how to use the free service Edmodo to create rigorous STEM content, encourage digital citizenship and meet the Common Core State Standards. Most recently, she was an editor at Make It Better, a Chicago-area lifestyle magazine and website that she helped launch as a graduate student at Northwestern University’s Medill School of Journalism. The problem isn’t just that dual leaders create confusion for employees, customers, and practically everyone else who has to deal with them.
Previous implementations suggest that having more than one chief executive can help a company accomplish more by delegating different roles to each head. We’ve also implemented an extensive on-boarding approach for new hires so they meet personally with each department for lunch in the first several weeks without a business purpose.
Whole Foods workers are empowered and encouraged to learn about the products, resolve problems and take part in the company’s growth, said Tom Neal, 56, the ‘store team leader’ in Glastonbury, meaning he is effectively its general manager. The vehicle snakes round the narrow and already crowded streets, jostling with more Renault 4s and Citroen 2CVs than I’ve seen in decades. But to be even bigger, for which there was plenty of potential, it had to start to be different, to feel different, for managers to feel a sense of shared responsibility for taking things forward and for cultivating their own successors. But she was not seeing any outcome in terms of their behaviour, nor on how their respective teams were performing.
Good branded tools allow the facilitator to do more than merely deliver other people’s material but also ensure that the examples and images are articulated to the culture of the sector in question. She has received national writing and editing awards, and a fellowship from the National Press Foundation. As University of Michigan management professor Noel Tichy points out, the co-CEO title is especially irritating to those who have it.
In fact, the urban feel is more that of a Tintin idea of Africa than the image I normally carry of a modern African city.
Culturally the organisation needed to take a big bold step forward in a less tangible, less technical sphere. By contrast, leadership development tries to develop the leaders within a single organisation believing that leadership is as much social as individual and that organisational transformation takes place when the leadership create the changes needed together. Examples and quotations too much from corporate life in the United States, for example, would act as a block to the leaders of NGOs. Sometimes referred to as ‘two-in-the-box,’ the unusual structure can provide ‘increased scope and broader capacity,’ Joseph L.
So, leadership development is usually in-house, often incorporating elements of facilitated change management.
Hence the rather intimate feel of the streets – and the frustration of driving around them,’ my host informs me.
Nine Conversations in Leadership™, for which I’m an accredited facilitator is one such programme. Public or open programmes can be very effective in helping individual leaders develop personally but they don’t usually help organisations wanting to shift their culture and enhance leadership skills and performance, which is more amenable in an in-house programme.



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