So much has been written about leadership that it is hard to break through all the advice and rhetoric. We think that Charan and Drotter have probably come up with the best way to understand the leadership challenge and organize ways to insure success.¹ In a nutshell they talk about “turning the pipe” as leaders move through the organization. For example, individual contributors “turn the pipe” to become supervisors of others; those then make the turn to become manager of other managers; and so on. The point is that as they make the turn they are at the greatest risk of failure. This is a critical point to intervene with a leadership development processes.

Our Approach
Unlike most, we do not offer canned, standardized leadership programs. We develop custom programs that focus on the uniqueness of each organization, their industry, and their leadership pipeline. We follow several principles that includes a heavy dose of experiential learning and ensure that skills learned are transferred back to the workplace. All of our leadership development is framed around the principles of adult learning that includes the use of learning maps, logs, and partners. We also work with managers of those who go through our training to be sure they understand the expected outcomes and are part of the development process when leaders return to the organization.

Next Steps
Simply pick up the phone and give us a call. We will ask lots of questions and design an approach that is focused on your needs and budget. And speaking of budget we will not drive you to the poor house, but provide value for your investment…after all “We Mean Business.”

1. R Charan, S Drotter and J Noel, The Leadership Pipeline, San Francisco: Jossey Bass, 2001