EQ is the ability to interact effectively with other humans. Without it, individuals and teams underperform.
We assess and develop emotional intelligence through our EQometer™ self-assessment and learning platform in an effort to achieve career impact for the individual and business impact for the organization.
EPIC Change & Transformation™
75% of organizational change initiatives fail to meet their original objectives.
If a change initiative is to succeed, leaders must learn change management as an applied discipline. EPIC Change & Transformation™ helps leaders apply a process, key behaviors, and a set of tools for each of the four EPIC stages of change.
The 4 Stages of Psychological Safety™
Without psychological safety, teams fail and innovation is stifled.
Psychological safety is a sense of belonging to a team with the opportunity to interact with its members and contribute to its purpose without fear of being punished or feeling rejected. The 4 Stages of Psychological Safety™ helps teams create an environment with a high tolerance for candor that promotes engagement and innovation.
Micro-Coaching & Accountability™
The traditional coaching model is broken. It’s a slow, contrived, check-the-box formality.
Micro-coaching, on the other hand, is the practice of engaging in frequent, brief, targeted, in-workflow coaching conversations. Micro-coaching sessions are bite-sized, short burst encounters that typically last between one and 10 minutes. They’re not scheduled, scripted, or forced. Instead, they’re timely, informal touch points that take place at the moment of need. Micro-Coaching & Accountability™ helps leaders learn to transfer ownership and critical thinking to those they coach.
ADAPT Strategic Agility™
Long-term strategic planning is necessary, but never enough.
When strategy collides with reality, you have to adapt. Markets shift, customer preferences change, and technology improves. What happens then? ADAPT Strategic Agility™ helps teams adapt strategy real-time in the context of dynamic environments.
What is the role of a senior leader? What is the job to be done?
For years we have focused on trait-based theory, but that has given way to the much more powerful functional view. Based on our work with Stanford University and a consortium of leading companies around the world, we have synthesized the stewardship of a senior leader into five indispensable and mutually reinforcing functions.