Mastering Leadership
The Appleton Greene Corporate Training Program (CTP) for Mastering Leadership is provided by Ms. Tencate Certified Learning Provider (CLP). Program Specifications: Monthly cost USD$2,500.00; Monthly Workshops 6 hours; Monthly Support 4 hours; Program Duration 12 months; Program orders subject to ongoing availability.
Personal Profile
With a rich tapestry of leadership spanning over 20 years across government, for-profit, and non-profit sectors, Ms. Tencate stands as a uniquely qualified expert in leadership development. Her illustrious career includes key roles in the U.S. Senate, a successful 16-year tenure as the CEO of a leading healthcare consulting firm, and active participation in executive teams within various organizations.
In the realm of leadership development, Ms. Tencate has carved a distinct niche. For more than two decades, she has provided expert coaching and consultation to CEOs and executives in global healthcare entities, including hospital and healthcare systems, pharmaceuticals, biotechnology and life sciences, medical device, physician groups, and health plans. In addition, she has worked closely with specialty medical societies and healthcare trade associations nationwide.
What sets Ms. Tencate apart is not only her extensive and varied leadership background but also her decades-long experience in coaching and consulting. This unique combination brings a fresh perspective and a nuanced approach to leadership. Armed with a master’s in public health and 25 years of experience in the healthcare industry, Ms. Tencate effortlessly combines her leadership acumen with a profound understanding of the challenges and opportunities faced by healthcare leaders. Her guidance and insights prove invaluable in navigating the complexities of leadership within the dynamic healthcare landscape.
To request further information about Ms. Tencate through Appleton Greene, please Click Here.
(CLP) Programs
Appleton Greene corporate training programs are all process-driven. They are used as vehicles to implement tangible business processes within clients’ organizations, together with training, support and facilitation during the use of these processes. Corporate training programs are therefore implemented over a sustainable period of time, that is to say, between 1 year (incorporating 12 monthly workshops), and 4 years (incorporating 48 monthly workshops). Your program information guide will specify how long each program takes to complete. Each monthly workshop takes 6 hours to implement and can be undertaken either on the client’s premises, an Appleton Greene serviced office, or online via the internet. This enables clients to implement each part of their business process, before moving onto the next stage of the program and enables employees to plan their study time around their current work commitments. The result is far greater program benefit, over a more sustainable period of time and a significantly improved return on investment.
Appleton Greene uses standard and bespoke corporate training programs as vessels to transfer business process improvement knowledge into the heart of our clients’ organizations. Each individual program focuses upon the implementation of a specific business process, which enables clients to easily quantify their return on investment. There are hundreds of established Appleton Greene corporate training products now available to clients within customer services, e-business, finance, globalization, human resources, information technology, legal, management, marketing and production. It does not matter whether a client’s employees are located within one office, or an unlimited number of international offices, we can still bring them together to learn and implement specific business processes collectively. Our approach to global localization enables us to provide clients with a truly international service with that all important personal touch. Appleton Greene corporate training programs can be provided virtually or locally and they are all unique in that they individually focus upon a specific business function. All (CLP) programs are implemented over a sustainable period of time, usually between 1-4 years, incorporating 12-48 monthly workshops and professional support is consistently provided during this time by qualified learning providers and where appropriate, by Accredited Consultants.
Executive summary
Mastering Leadership
Navigating the many challenges of the pandemic has taken a toll on leaders, as well as those they lead. Companies across the globe realize in order to survive in today’s volatile, uncertain, and complex environment, they need leadership skills that go beyond those that helped them succeed in the past. As we head into the future, it has become evident that a new type of leader is needed.
While traditional leadership skills like strategic thinking and effective decision-making are still very important, there is now a growing demand for more dynamic leaders who prioritize the human side of leadership as well. These leaders go beyond just understanding the business and learn how to understand the people. They know how to foster thriving cultures that cultivate creativity, nurture individuals, and develop collaborative and inclusive environments within their organizations.
Traditional leadership skills and competencies are in desperate need of some reengineering, along with the need to also further develop a new set of skills that create dynamic leaders adept in people leadership and equipped to build the teams, cultures, and environments that will carry them successfully into the future.
The Growing Leadership Gap
The current state of leadership in the United States is not only a cause for concern but also an issue that requires serious attention. According to a recent article published by Forbes, there has been a concerning decline in the quality of leaders, plummeting ratings back to levels last seen during the financial crisis. This disconcerting phenomenon, commonly known as the “leadership gap,” is compounded by Gallup’s recent poll revealing that only 21% of U.S. employees have trust in the leadership of their organization.
Retention and Turnover Crisis
The lack of trust in leadership cannot be underestimated. Retaining employees has become one of the biggest challenges for businesses and organizations today, as the retention and turnover crisis continues.
According to iHire’s 2022 Talent Retention Report, being unhappy with a manager or supervisor was at the top of the list (43.7%) as to why people left jobs in the past 12 months. As leadership guru John Maxwell says, “People quit people, not companies”.
In Gallup’s 2023 State of the Global Workplace Report, the majority of the world’s employees (6 out of 10) are “quiet quitting”. This means the employee psychologically disengages from their work. They may be present physically or logged into their computer, but they have no idea what to do or why it matters. They also lack supportive relationships with their coworkers, boss, or organization.”
Leadership Development Is No Longer a Luxury: A Case Study
The need for leadership development has never been more urgent. Investing in a leadership development program is no longer just a luxury but a critical necessity for the success of any organization. In our fast-paced and constantly evolving business landscape, there is a growing leadership gap that needs to be bridged. Organizations with dynamic leaders benefit in significant ways. According to a recent Harvard Business Review Analytic Services Report, 665 organizational leaders from across industries around the world, reported on whether their leadership development program was delivering desired results. Respondents reported increased revenue (35%), better collaboration and teamwork (69%), increased employee engagement (60%), better performance from teams, and greater emotional intelligence (59%).
Companies across many different industries have successfully utilized leadership training and development within their organization. From Adobe, to Cigna, to Allstate, these are just a few examples of businesses that have included leadership training as part of their business model – incorporating a range of individuals, from emerging leaders to senior executives.
According to a recent report by Comparably, the Adobe CEO and leadership team scored an “A+”, placing it in the top 5% of companies sized 10,000+. The CEO received a leadership score of 94/100 and the leadership team 92/100, respectively. “Smart, compassionate and transparent leadership style”, is how one employee described the company in the Comparably study. Ranked in the top one-third of companies to work for by Fortune, another employee noted, “I appreciate knowing that I will be respected and treated well regardless of a given hierarchy or reporting chain,” adding that there is a high level of investment in staff. “They ‘walk the talk,’ so to speak, which I appreciate.”
Adobe made the leap into leadership development 10 years ago and continues to make ongoing investments in developing its leaders to live out the mission and values of the organization. The culture of the organization is a reflection of this successful investment as stated by the head of one of Adobe’s technical divisions in a recent LinkedIn article, “Our teams all have a mutual respect for each other’s priorities, and as individuals, we all respect each other’s opinions and viewpoints. We deliver feedback objectively and constructively and look for ways to align on common goals so we can work together towards success.”
The Leadership Gap
In working with dozens of organizations, a similar pattern emerges around the primary challenges they face as a result of limited, underdeveloped, or misguided leadership skill sets adversely impacting teams, performance, retention, and ultimately revenue. Most organizations wrestle with at least two or more serious issues across organizational, team, and individual levels.
Organizations that recognize the gravity of the situation are ready to take action to rectify it. They recognize that it is no longer sufficient to simply acknowledge the existence of the leadership gap; instead, they must actively and genuinely work toward developing influential, impactful, and skilled leaders. By being proactive and investing in existing and future leaders, organizations are bridging the leadership gap, rebuilding a foundation of trust and confidence, and setting themselves apart from other organizations.
Investing in Your Leaders
This comprehensive 12-month program is designed for aspiring, mid-level, and senior leaders. It is a crucial step toward bridging your leadership gap and equipping leaders with the essential knowledge, skills, tools, and strategies needed to positively impact individuals and lead organizations to unparalleled success. From enhancing communication and decision-making abilities to fostering trust and loyalty, over the course of this program, each month we tackle the most pressing leadership challenges.
Participants will have the opportunity to leave with an enhanced awareness of their individual strengths and weaknesses, coupled