Micromanagers, workaholics, tyrants, conflict avoiders…

Every organization has them, and most have more than they think—bad leaders who cost your organization millions each year in lost productivity, low morale, turnover of your best people, and failure to achieve results.

Some of the outcome and benefits deriving from successful leadership development programs include:

• Building leaders of high competence and character.
• Closing your leadership competency gaps.
• Turning leadership into your organization's competitive advantage

“The call and need of a new era is for greatness. Tapping into the higher reaches of human genius and motivation requires leaders to have a new mind-set, a new skillset, and a new tool-set.”

—Stephen R. Covey

Challenge

Do your leaders know how to unleash the highest and best contribution of their teams toward their organization’s most critical priorities?

Today’s leaders must be able to see their people as “whole people”—body, heart, mind, and spirit—and manage and lead accordingly. As a result, leaders spend their efforts creating a place where people want to stay and in which they are enabled to offer their best, time and time again.

Today’s Leadership Crisis

The transition from the Industrial Age to the Knowledge Worker Age has resulted in four chronic problems faced by today’s leaders. These include:

1. Trust in leaders at historic lows. Just when the payoff for trust was never higher, we have wary customers, hesitant partners, a cynical public, and suspicious employees.
2. Strategic uncertainty. Challenges that once took years to materialize now arise overnight; competitive advantages vanish, governments vie for capital and talent; and hyper-paced technological change means that someone on the other side of the world just turned your business on its head.
3. An ominous shortage of experienced leadership. In some countries, throngs of leaders are retiring. And other rapidly-growing countries lack qualified leaders. The result? Inconsistent execution, weak decisions, missed opportunities, and unfulfilled employees.
4. The war for talent. Just when the right idea can change an industry, knowledge and creativity are at a premium—and totally mobile. People no longer satisfied with just showing up want to make a difference. The best people hire their employers, not the other way around. And the contribution they can make is more motivating than their paycheck. 
   
   

Solution

Leaders unleash talent and capability by carrying out the 4 Imperatives in a “whole person” way. They are sequential in that one builds upon another, and simultaneous—meaning that you must constantly pay attention to all four in order to sustain outstanding performance.

Great leaders can be defined as having these 4 Imperatives:

• Imperative 1: Inspire Trust—to build credibility as a leader, so that people will trust you with their highest efforts.
• Imperative 2: Clarify Purpose—to define a clear and compelling purpose that people will want to offer their best to achieve.
• Imperative 3: Align Systems—to create systems of success that support the purpose and goals of the organization, enable people to do their best work, operate independently of you, and endure overtime.
• Imperative 4: Unleash Talent—to develop a winning team, where people’s unique talents are leveraged against clear performance expectations in a way that encourages responsibility and growth.

Without leaders who can connect the efforts of their team to the critical objectives of the organization, no organization has ever become great. Put your leaders on the path to greatness today, and give your team members the knowledge and tools they need to execute on your top priorities.