Leadership development is a strategic choice – a commitment to the future that balances the need for action with the necessity for taking time to learn

Leadership Development

Facilitated learning for new and experienced leaders. Acquire skills to address current issues and build bench strength for the future. 100% participant satisfaction.


Interactive training builds cohesion and aligns goals among team members. Focus on enhancing trust, managing conflict, and developing skills for success.


Develop skills to clarify goals, communicate effectively and share knowledge in change situations. Build positive outcomes for teams and senior leaders.


Grow your leaders by developing behavioral changes that promote leadership effectiveness in real-world situations. Strengthen individually and in groups.


“This has had a huge impact for me — more understanding, more communication, things that were missing that I didn’t even know were missing. We’re using it every day at work. This is going to help us at every stage of what we’re doing.”

– Leadership Lab Participant

Frequently Asked Questions

A: The first step in creating an effective leadership program is to identify your goals. What do you want your future leaders to know or do? We will help you clarify a measurable set of goals based on your organization’s objectives and then build a program to specifically meet your needs.
A: Of course there are specific skills associated with leadership, but real changes in behavior and performance happen when individuals learn a variety of leadership concepts, skill sets and perspectives, and understand when and how to deploy them. That’s why we use a facilitated learning approach where participants learn by doing and receiving feedback.
A: Identifying the employees to include in leadership development programs depends on your goals. You may want to motivate your top performers, or strengthen organizational teams. New supervisors have very different needs from seasoned pros or leaders who are facing problems. We’ll work with you to identify the best options based or your situation.
A: If you don’t invest in your top performers, another organization might. Future leaders value personal development, and one of the best ways to motivate your hipos is by letting them know you value them. By constantly engaging potential leaders, you build loyalty to the organization and thereby create a reliable pipeline of talent.
A: With global expansion, remote workers and video conferencing, many organizations are addressing the needs of a decentralized workforce. Leadership development strategies in these settings should focus on relationship-building, establishing trust and clearly communicating information.
A: Numerous studies demonstrate that facilitated learning experiences offer a number of key benefits. Participants are able to learn from their mistakes without consequences. The facilitator offers real-time feedback in an environment where individuals feel safe. And facilitators tie actions to outcomes with real-world results, reinforcing leadership behaviors that yield effective organizational results.

Our Recent Blog Posts

Our weekly blog provides insights and tips on leadership, development strategies and improving engagement in your organization. Author Breanne Potter-Harris is a Social Media Strategist in Training and Development who shares her expertise on helping select, train, and develop employees.