LeadershipTraction® offers an array of one-on-one, group, and assessment-based solutions for your leadership development needs. Each is fully customized to the needs of the leader and organization. Here are some examples that may be relevant to you and those you work with:


Leadership Problem: Executives Are Often Too Busy (or Unable or Unwilling) To Properly Coach and Mentor Their Direct Reports

LeadershipTraction’s Recommendation: ‘Proxy-Based/Surrogate’ Coaching and Mentoring

Thumbnail: Augmenting an executive’s own coaching and mentoring by working directly with middle managers on behalf of the boss to address their leadership development needs more quickly and thoroughly


Leadership Problem: Leaders Are Sometimes Too Much Like ‘Bulls In A China Shop’

LeadershipTraction’s Recommendation: ‘Tone and Tenor’ Coaching and Mentoring

Thumbnail: Working with ‘difficult’ bosses to help them keep their edge, but in a way that’s increasingly respectful of those they engage with


Leadership Problem: Introverted Leaders Are Often Just Too Passive

LeadershipTraction’s Recommendation: ‘Assertiveness’ Coaching and Mentoring

Thumbnail: Helping leaders on communicating more confidently, decisively, and with greater personal power so they can better hold others accountable, engender greater respect, find their leadership ‘voice’, and actively differentiate ‘requirements’ from mere’ expectations’


Leadership Problem: Next-Gen Leaders Often Lack The Gravitas and Executive Presence They Need

LeadershipTraction’s Recommendation: ‘Perception Management’ Coaching and Mentoring

Thumbnail: Inspiring high-potential managers to focus more on improving their leadership ‘brand’ and reputation, as well as their image and role-modelling behaviors


Leadership Problem: Middle Managers, Staff, and Line Employees Problems Linger Because They Can’t Get Access To ‘Outside’ Guidance and Expertise

LeadershipTraction’s Recommendation: ‘Coach-on-Call’ Coaching and Mentoring Retainer Program

Thumbnail: Assisting non-execs on a limited, situation-specific, and as-needed basis regarding their stress and frustration caused by what they’re working on, or who they’re working with, is no longer out of reach. With LeadershipTraction’s coaching and mentoring retainer program, organizations can allocate three, two, or even just one consultation with a master coach to employees, regardless of rank, title, or tenure. The program is scalable, renewable, and controllable, making it an ideal option when additional expertise is needed for those nagging, ad hoc issues that never seem to go away by themselves.


Leadership Problem: First-Level Executives Often Need To Improve Their Visibility and Reputation

LeadershipTraction’s Recommendation: ‘Directional Leadership’ Coaching and Mentoring

Thumbnail: Employee engagement in an auto claims processing division of a major full-service insurance provider soared as leaders learned new and improved ways to keep their priorities moving constructively forward. Work with peers became far more collaborative. Customer and vendors noticed improvements, as well. And as all KPIs were met or exceeded, recognition (and reward) from above resulted, as well.


Leadership Problem: Leaders Often Avoid Conflict or Make Things Worse

LeadershipTraction’s Recommendation: Baseline ‘Conflict Competency’ Testing, Evaluation, and Related Coaching, Mentoring, and Training

Thumbnail: By increasing their use of more constructive behavior, decreasing their use of more destructive behavior, and helping them better recognize and recover from what triggered them (and how they triggered others), observable improvements were recognized across this Fortune 100 financial services organization.


Leadership Problem: Leaders Often Don’t Know What Makes Them Successful

LeadershipTraction’s Recommendation: ‘Strength-Based’ Assessments, Evaluations, and Debriefings

Thumbnail: Leader success is typically NOT a function of how well-rounded a given leader is. Rather, it’s a function of how well they know what they’re good at, and how to leverage those unique talents, abilities, and gifts, more broadly and consistently. This program assesses precisely that, and provides the tools, perspectives, and encouragement to become more naturally capable and routinely high-achieving.


Leadership Problem: A Leader’s Inability To Get Approvals For Projects and Personnel

LeadershipTraction’s Recommendation: ‘Impact and Influence’ Coaching and Mentoring

Thumbnail:  Functional managers, while experts in their fields, often don’t know to ‘speak’ to those outside their areas of expertise in ways that create consensus, approval, and authorization. As a result, excessive risks go unmitigated and essential needs go unfulfilled. LeadershipTraction has helped such leaders learn how to better identify and properly articulate – in specific business terms – ongoing operational risks; inherent short- and long-term consequences of inaction; optimal, and minimally-required mitigation needs; related department restructuring and personnel-change timelines; cash flow implications; and funding options so to allow technical experts to demonstrate executive leadership skills for the betterment of their employers, the people they work with, the people they serve, and their own career.


Leadership Problem: Poor Limit-Setting and Policy Clarifications

LeadershipTraction’s Recommendation: ‘Business Rigor’ Training

Thumbnail: Telecommunications managers and line operatives were taught how to increase their business rigor by learning how to crisply articulate the business justifications for their requests and how to respectfully dissuade higher-titled personnel (including executives) from requesting ‘glamour’ upgrades by requiring similar business justifications from them. Giving these managers and operatives the authority to push-back on excessive requests – and the language to use in doing so – not only reined in budget overages but gave them significant visibility and recognition for effectively modeling how ‘cost containment’ could be effectively implemented across all levels of the organization.


Leadership Problem: Smart, Capable Technical Leaders Often Struggle With ‘People’ Issues

LeadershipTraction’s Recommendation: ‘Micro Leadership Lessons’ and ‘Deep Dive’ Q&A Sessions

Thumbnail: Through interactive leadership micro-lessons and extended Q&A sessions, these Information Technology managers were able to get real and relevant answers to the questions they had that other training curricula had not provided them. Manager productivity and engagement – and the productivity and engagement of their teams – dramatically increased as a result of the new techniques and approaches they added to their leadership and interpersonal toolkit.


Leadership Problem: Superficial, Often Patronizing, Content In Leadership Breakout Sessions

LeadershipTraction’s Recommendation: Customized Presentations, Interactions, and Demonstrations

Thumbnail: A combination of micro-training modules, visual takeaways, practice, small-group discussion, group debriefings, and general Q&A are available for conference breakout sessions, department retreats, and off-site planning sessions. Attendees not only learned how to upgrade their leadership skills, they also had the opportunity to practice and discuss several of these elements so that they can actually: (a) practice their learning using real-world scenarios of their own choosing; (b) benefit from hearing other attendees share their insights and lessons learned from the materials being presented; and (c) return to work with a clear sense and purpose as to how, when, and where to improve their leadership impact.


Other Outcomes, Measures, and Results

Curious about other outcomes, measures, and results derived from working with LeadershipTraction? Just follow any of the following links:


www.leadershiptraction.com

If you think a brief conversation about your leadership development needs – or those of others in your organization – could be useful, call or connect to coordinate calendars.

"Improve How You Think About Leadership!"
Barry Zweibel


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