Leadership Team Reboot

Make actual positive improvement in all aspects of leadership.

Most leadership courses don’t improve leadership

Only 10% of training course are effective (Forbes), 75% of leaders are dissatisfied with leadership learning because it did not create change (HBR), and only 15% of leaders establish permanent change after a leadership course.

Most leadership courses are:

  • General
  • Lacking senior management’s support for change and open communication
  • Lacking supported deliberate practice and reflection in the real world

Ninety percent of leadership courses fail for many reasons and  leave leaders and their businesses with:

  • Low productivity
  • High employee turnover
  • Low employee engagement
  • Missed deadlines, goals and profit
  • Poor communication in the business
  • And – cynicism about training

What leadership training requires to create change

  1. Be specific to the business and individual needs, limitations and capacities – one size does not fit all.
  2. Provide leaders with long-term support and accountability to reinforce learning new skills and habits.
  3. Incorporate real-time practice in actual work situations, supported by coaches, leaders and co-workers.
  4. Be fully supported by top leadership who also support any necessary changes to roles, responsibilities and process to provide the right context to changes in leadership behavior.
  5. Include the ability for employees and leaders to communicate openly, honestly, and without fear of reprisal.

Leadership Team Reboot is not a general workshop or course – the recommendations and followup are specific to your business, its capacity and limitations.1Forbes: leadership “training” doesn’t work well, but leadership “development” does. Although the principles of leadership are common, recommendations for each leader are not.

“David’s super power was always having the right strategy/idea, but coaching us to come up with it on our own. David has the natural ability to empower leaders to think more strategically, problem solve creatively, and plan ahead so that they are constantly moving forward. There’s no doubt his coaching led us to greater productivity, success, and fulfillment in our roles. You will never find another coach with the business acumen or people skills David will bring to your team.”

Stacy Scott

How Leadership Team Reboot works

Instead of providing general leadership theory, I evaluate what is happening in your business, analyze it, and make specific recommendations that your business has the ability to make, then help guide you through the changes.

The recommendations are not what everyone does, or what worked for multi-national conglomerates, but what your business has capacity to do to right now.

1. Evaluation

Two sessions of discovery to determine needs, capacity and what success is.

  • Completely confidential, straight forward questionaries to you and your leadership team before our first meeting.
  • One day of discussion with the entire leadership team, followed by 1:1 discussions with each person.
  • One week later, followup 1:1 discussions with each member of the leadership team.

2. Guidance

Realistic recommendations based on my outside perspective, experience and evaluation.

  • One day of discussions with your leadership group and 1:1 meetings to present findings.
  • Themes that are understandable and actions that you and your team can take to improve leadership functioning.
  • Descriptions of specific actions and accountability plan.

3. Followup

Feedback and accountability over time to ensure that leadership skills and performance improve.

  • Three monthly 1:1 discussions with each member of the leadership team.
  • Address problems and concerns with progress.
  • Serve as accountability for each individual.

The process takes about four to five months, and your leadership team needs to be available for six days during that time.

The first step towards creating real change is to schedule and exploratory call during which we can discuss your business and how I can help.

The benefits of successful leadership education

We know that successful leadership development  improves your business overall. The data are clear:

Training Industry:  Businesses had a 29% ROI in three months and annual return of 415%

Gallup:  70% of variance in employee engagement is due to a manager or leader.

Forbes: Teams with great managers see 27% more revenue per employee.

ICF: “The median company return was 700%, indicating that typically a company can expect a return of seven times the initial investment.”

Improvements include:

  • Employee engagement
  • Work-life balance
  • Job satisfaction
  • Productivity
  • Reduced employee turnover

If leadership problems could be addressed by a YouTube video or a course, there would be no leadership problems. Like physical training load, movement or frequency, the prescription for success is different for everyone.

Real change starts with an exploratory call.

Fees and Guarantee

For up to five people on your leadership team: $8,000.

Each additional member costs $1,000.

Fees are due before starting. If, after our first day together, you are unsatisfied with the discussions, I will refund the fees, no questions asked. No refund is possible after the second day of 1:1 discussions.

I will not share anything from our coaching, publicly or privately, and I’m happy to sign an NDA for sensitive topics that require one.

The entire process takes four to five months, depending on the size of your leadership team and scheduling.  Some businesses may benefit from additional guidance, which you can arrange when you become aware of the need and benefit.

Schedule an exploratory call here.

“There are times we need someone to give us the right answer, and there are times we need them to give us the right question. David has an uncanny ability to know which is which, and to provide exactly what’s needed exactly when it’s needed.”

Patrick Cummings

“Under David’s leadership I knew my work would make an impact. David has a great ability to look at goals from a high level and put the right resources in place to ensure success.  David gets my highest recommendation, and I am happy to be involved in any company that has his name attached to it.”

Jule Slootbeek

“David’s role was extensive and included putting a management structure in place, implementing and monitoring sales targets communicating and building relationships with both our suppliers and customers all over the world, increasing GP and turnover.”

Julia Kite

“If you feel you have a great company, but challenged to move forward and achieve the growth you deserve, I highly recommend you call David to help your team understand and overcome barriers to success.  Working with David, you’ll grow faster and with greater ease across your team.

Neil Kirdahy

Schedule an Exploratory Call

The data on leadership training failure

Forbes: Only 10% of training courses are effective.

Harvard Business Review: 75% of leaders are dissatisfied with leadership learning because it did not create change.

Entrepreneur:

    • 15% of people don’t try a new concept after learning
    • 70% try a new concept but give up
    • Only 15% of leaders establish permanent change after a leadership course.

Hermann Ebbinghaus: We forget approximately 50% of new information within an hour of learning it and an average of 70% within 24 hours.

1 – Most recommendations and prescriptions are generic.  Leadership is a multifaceted discipline, and the capabilities and needs of one leader or organization is not going to be the same as another business.  McKinsey: “Too many training initiatives we come across rest on the assumption that one size fits all.”

2 – Change is hard, and in order for leadership to change, the direction, intensity and pace of the improvements and change need to be within the business’ capacity and available resources.  The courses are often designed to inspire but not guide you through challenges.  Forbes:  “Leadership training is a series of one-off training events that aren’t effective because they’re theoretical.”

3 – Senior management’s support, ability to change, and communication prevents students from translating learned concepts into action

4 – Participants lack support after the course in real-world context, and also lack the ability to deliberately practice with small steps and disciplined reflection.

“Why leadership training doesn’t work.”

Participants in typical leadership courses fail to translate learning into action and change, so leaders find themselves with the same problems they started with:

1 – Low employee engagement: Gallup: lowest employee engagement rates experienced turnover that was 31-51% higher than companies with better engagement.

2 – Low productivity

3 – High employee turnover

4 – Replacing an employee who quits can cost between 50% and 150% of the employee’s salary.

5 – Confusing culture and communication

5 – Missed deadlines, goals and profit

6 – And – cynicism about training, courses and prospects for improvement.

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