Leadership Development

Executive summary

Leadership Development

One of the most important tasks for any corporation is to select, train, mentor and develop leaders up and down the organization. Regardless of market segment, leaders in an organization are crucial for growth, training subordinates, retaining personnel, selecting replacements and formulating/executing the company’s strategy. Understanding the differences between how to construct and manage process, and how to lead people who are executing activities in support of the company’s strategy is an important distinction that is often missed by both corporations and individuals. Leaders understand the objectives of the organization, work with their teams to develop execution strategies, solve problems faced by their teams along the way and make recommendations for change to their superiors. When leaders know how to act, how to lead teams while managing process, how to deal with both crises and success, and how to get the most out of their people they can be extremely effective and provide increased value to the company. This service approaches leadership from a broad perspective formed by over three decades of experience and success in both the US Air Force and industry. The service can be focused for first time leaders, experienced mid-level managers who are moving into new responsibilities, and senior or C-Level leaders of companies and corporations. The service can be focused in particular areas such as production and manufacturing, business development, supply chain, contracting, human resources, government liaison, engineering, or combinations of various functional areas in small groups. The service can be directed at individuals or small groups, depending on their level of experience. For more senior clients, an individual approach is more appropriate while for less experienced or new managers small group approaches are preferred. Annual follow up sessions with leaders who have completed the program is also available to ensure leaders continue to grow in their roles.

Service Methodology

The first step in the service is a review of candidate’s resumes, if allowed by company policy performance reports for the past 2 years, and conducting individual interviews to ensure the training is properly focused. Pre-visit company research provides a basis for discussions with company leaders (not candidates but candidate’s supervisors) that will inform SGSS on company leadership approaches and philosophy. Training for first time or entry level managers is an 8 hour process, split into two 4 hour days. Groups of 8-10 maximum are best for this level of discussion, but smaller numbers can easily be accommodated. Candidates are asked to describe their concept for the perfect leader and attributes these leaders should exhibit. They will also describe things about leaders they do not aspire to mimic. Then the service reviews differences between traditional and matrix organizations, pros and cons of each, and leadership challenges for both. The candidates participate on discussion topics including (not exhaustive): Concepts of Authority, Responsibility and Accountability, metric based leadership, first time introductions into new organizations, how to meet new people, communication techniques and pros/cons to each, how to drive the organization, how to deal with under-performing people, learning from failure, motivation techniques, the role of HR, and dealing with peers from a leadership perspective. Each is discussed with examples from other organizations and candidates are discouraged from bring stories from their current company into the discussion. At the end of the 8 hours, th