What Is The Right Way To Do Leadership Development?


What is Organizational Neurology?  

Managerial effectiveness can be measured on two dimensions in most organizations:

a) The managers ability to make a substantive task contribution from their knowledge of their company

b) The manger's ability to effectively coordinate and support the work of his / her direct reports

In the technical and financial areas of many organizations, the technical contribution is much easier to be calculated than the second one. The result is that managers are frequently much more valued for their technical expertise while at the same time creating organizational problems by badly mismanaging their people.

When people come to work they have the option of putting forth the minimal amount of effort, just enough to get by and not get fired; or they can put forth an extreme amount of effort and energy to accomplish the tasks they have been assigned.

What they do depends on how your supervisors and managers effectively lead people effectively to do their job.

Our programs are designed based on organizational neurology concepts, people learn in a few months what would take them from 10 to 15 years of struggling through different work experiences.

"The single biggest  decision you make in your job -bigger than all the rest - is who you name manager. When you name the wrong person manager, nothing fixes that bad decision. Not compensation, not benefits, nothing." - Jim Clifton, CEO of Gallup

3 of every 4 employees report that their boss is the worst and most stressful part of their job! 

  • Managers account for at least 70% of the variance in employee engagement scores

All of your people come every day to work with 4 components for their professional performance:

KNOWLEDGE and TECHNICAL SKILLS: This is knowing what to do, when and how to do it 

  • This is the main reason for hiring

  • 95% of training dollars are spent here

  • Normally seen as cost of doing business

  • This is only information with no inherent drive

  • We learn this at school, college, tech school, and others

ATTITUDES, BELIEFS AND HABITS: This is wanting to do it, and doing it consistently.

  • Major factors in disciplining, counseling and firing

  • This is the main reason for inefficiencies, low productivity, not meeting deadlines…  costing 40% to 70% of your current payroll.

  • We normally learn this by struggling through assignments and projects, costing our organization lots of money

  • This changes require a deeper transformation

  • But THESE TRAITS can make breakthrough results:

    • Positive behavior change

    • Alignment with organizational goals

    • Beyond the call of duty on performance

  • The sum of everybody's attitudes and habits create the culture at work.

  • This side is the difference between being a DRIVING FORCE or a DRAGGING FORCE to the organization.

people for kash 2.jpg

KNOWLEDGE and TECHNICAL SKILLS:

-This is the main reason for hiring

-We learn this at school, college, tech school, and others

ATTITUDES, BELIEFS AND HABITS:

-This is the main reason for inefficiencies, low productivity, not meeting deadlines… costing 40% to 70% of your current payroll.

-We “learn” this by struggling through assignments and projects, costing our organization lots of money

-This side is the difference between being a DRIVING FORCE or a DRAGGING FORCE to the organization.

To be a DRIVING FORCE…

The person that demonstrates traits like the following is a DRIVING FORCE to any organization:

  • DRIVE FOR RESULTS: Clear Accountability / Urgency, Making the Right Decisions / Asking the Right Questions

  • INFLUENCES OTHERS: Effective Communication / Negotiation and Building Consensus / Emotional Intelligence

  • EXECUTES VISION: Defines and Communicates the Vision / Coaching and Encouraging / Plans and Priorities                           

  • DEVELOPS POSITIVE RELATIONSHIPS: Collaboration / Networking / Productive Conflict Management       

  • FOSTERS INNOVATION: Change Leadership  / Continuous Improvement / Complex Thinking                

  • BUILDS THE RIGHT TEAM: Hiring the Best Talent / Leading Diverse Personalities / Organizing and Developing Teams

  • UNDERSTANDS THE BUSINESS: Generates Business Insights / Financial Management / Productivity and Process Efficiency

  • ENCOURAGES EXCELLENCE: Delegation and Development / Coaching and Encouraging / Rewards and Recognition

  • CUSTOMER FOCUS: Trust and Credibility / Responsive Problem Solving / Needs and Opportunity Awareness

  • MODELS PERSONAL GROWTH: Self Awareness / Continuous Learning / Managing Personal Energy and Time

Where do we learn this in real life? How do we become better at these competencies? We learn some of them by accident, by random experience, struggling (and sometimes succeeding) thorough the goals we have to achieve; costing a lot of money to our organizations.

The right attitudes and habits cannot be taught, they have to be developed from inside by applying exercises designed to challenge and analyze the perceptions of our current issues. You don't become a better manager from listening to a lecture, you become better from evaluating and understanding what you have experienced yourself and observing others; and applying it to your future improvement.

this is How we design our training exercises…

this is How we design our training exercises…

The exercises in our workshops are designed to neurological synapses, building stronger connections in the brain cells for brain development. Participant’s mind is guided to go through 3 stages in every class:

1) Current Challenges and Self Perception: Analyzing me as a professional and supervisor in current situations

2) Limitations, Needs, Beliefs: Exercises to analyze past experience, developing new perspectives, creating new mental resources and improving my mindset.

3) Improved Skills and Understanding: A better understanding of all situations, and a much better version of me as a professional and supervisor.

COMPONENTS OF TRAINING WITH ORGANIZATIONAL NEUROLOGY:

Kick Off Meeting: Reviewing and connecting with:

  • Your current and previous efforts to develop people.

  • Current Evaluation and Assessments (Annual review, DISC, PI, MB and others)

  • Corporate goals and key priorities to apply the learning.

  • Process of Mastery

Measured Development 

To change a behavior we all need a process as opposed to a one time event. Change requires constant reinforcing of the traits we want to see happening in real life. Positive transformation requires spaced repetition of the concepts we want to internalize.

Development Tracks: Improve you ability to set, work on and achieve goals in the most effective way.

  • DT 1 High Performer

  • DT 2 High Builder

  • DT 3 High Contributor

  • DT 4 High Mentor

Experiential and Purposeful Exercises: Evaluated Experience. Starting from the previous experience that the participants have had in a particular field or industry, our exercises are designed to inspire growth, to challenge current beliefs and to find better, faster ways to do our work every day.

Take Action: Every workshop has an action plan that will clarify how you can do your daily work, tasks and projects better by applying the learning, so they can sustain long term. You will grow by finding ways to do your work easier, faster and better than before.

Intended Accountability: Bringing opportunities to share with others the results you are creating; role modeling and solidifying your growth curve and inspiring others to follow.

Results:

  • Achieve your goals faster, better and at a lower cost

  • Get promotion faster

  • Install business initiatives faster and at a lower cost

  • Realistic return on money, time and energy invested

This and more amazing traits are components of our training programs, creating the best workshops for business development, professional growth and mutual success.

In every one of our workshops, we guide our participants to create their own Action Plans, which will transfer the concepts from the class room to their office and to their work context. You can review our One Page Executive reports, with savings to our client’s Profit and Loss statements from $100,000 to $650,000 per year as a result of our training.

There are many approaches to developing leaders and each organization decides which methodology they can try. In CE Leadership Group we keep the content, the delivery and the implementation of our workshops realistic and interactive. Return on Investment -money and time investment- are a laser focus in each one of our classes.

We would love to begin a conversation with you on the needs and goals of your team. Drop us a quick note below.

Thanks - CE Leadership Team

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