Maximizing & Achieving The Leadership Ripple Effect

We typically have very high expectations of leadership effectiveness and performance in virtually every role-business, education, athletics, and law enforcement. Yet, unlike other roles and positions, the expectation is not aligned with the investment in developmental training and coaching needed to build true leadership proficiency.

Examples I observe with all my client types below:

-In business, there is substantial training around process optimization, quality, technology, and financial discipline.  We don’t just expect someone will perform well in those roles. We align training with reality.

-In education, there are depths of knowledge required for core teaching ability, science, technology, engineering, and math.

-In athletics, there are layers and layers of training and conditioning provided for athletes in every sport.

-In law enforcement, procedural and process training are required, reinforced, and tested for.

The point here being, with leadership in any role, we have very high-performance expectations, yet, there is subpar to sometimes zero investment in real developmental, experientially based training. 

Leadership in every industry has a very high (most often THE highest) multiplier effect, meaning it can dramatically boost organizational skill development, motivation, performance, growth, change, resiliency, and results.

If you want to maximize the talent in your organization, that will be best achieved by equipping individuals in leadership positions, with waves of training that equips and enables them to have the highest ripple effect on others.  And when you train groups of leaders within your organization, you then have a more consistent common language of how they can collaborate, team together and build a more united culture.