Choosing Enduring Edge

Why Choose Our Programs?

You need more than good employees.

You need fully engaged employees.

"A growing body of research is linking employee engagement to superior business performance." (BlessingWhite, The State of Employee Engagement: 2008)

What determines employee engagement?

Element 1:

Leadership at all levels:

Leaders who are authentic, self-aware, focused on achievement, who communicate, a clear vision, take a genuine interest in their employees, and possess strong interpersonal and coaching skills, etc.

Element 2: Organizational Factors

Company reputation, degree of innovativeness, level of compensation, type of work available, opportunities for growth, organizational culture, pay for performance, etc.

Element 3: Personal Factors

Using one's natural strengths every day, finding work interesting and challengin, career aspirations satisfied, control over one's work, feeling motivated and appropriately paid, etc.

Engaged Employees

Highly Satisfied

Deeply Committed

Productive

Going Above and Beyond

Outstanding Business
&
Organizational Results

At Leadership: The Enduring Edge we focus on the first factor: the quality of your leadership. Our programs build the very leadership effectiveness that research shows will increase your results.

There are countless leadership programs out there. Why choose ours?

Because our programs:

1.	Focus at two levels–executives and middle managers.
	Typically leaders at the senior level have managed to acquire an acceptable set of people management skills. But, at this level, effectiveness revolves less around what leaders do than who they are: their character and the inner assumptions, beliefs and habits of thought that guide their decisions and actions. On the other hand, success of your mid-level managers, is more dependent upon people related and organizing skills that they bring to the task of implementing the organization's strategic objectives. With The Authentic Leader for your senior leaders and The Skillful Leader for managers at the mid-level, we serve the distinctive developmental needs of each group.
	Benefit:
	All your managers receive appropriately targeted training that will yield results throughout your enterprise.
2.	Are grounded in a common “roadmap” of proven leadership competencies.
	The Authentic Leader program is based on competencies that create superior business results, as shown by research conducted by The Leadership Circle. These competencies cluster under five categories: Relating, Self-Awareness, Authenticity, System Awareness, and Achieving. We designed The Skillful Leader program to present an array of skills and practical approaches that reflect these five proven outcome-creating competency areas.
	Benefits:
	Both levels of your management team develop around the same competencies, albeit in a different context. As a result, middle manager behavior can be discussed in terms of the competencies which your best executives use when leading. Everyone will be on the same page. This helps immensely with both coaching and performance reviews.
3.	Develop managers’ self-awareness and the ability to “read” what is happening in the moment in their interactions.
	Awareness is a key attribute of the best managers at any level; awareness of their own strengths, how they come across to others, and what their “default” management style is. They also possess emotional intelligence—the ability to tune into their own and others' emotions and respond appropriately, especially during difficult or tense situations.
	Benefit:
	Your managers develop sensitivity in their relations with others and make wiser choices around how to respond most effectively.
4.	Incorporate one-on-one coaching in the learning process to “lock in” new skills and behaviors back on the job.
	We do this for two reasons: Each participant comes to a program at a unique place in their own development. Each has a unique array of skills and experience and accumulated wisdom about themselves and about how to work with others. Coaching provides a customized way to help them develop. Coaching increases the likelihood that your managers will actually try out and then permanently adopt more effective new behavior.
	Benefit:
	A greater return on your investment in more professional, effective management practices in your organization.
5.	Include powerful, proven instruments and weave their results throughout the training.
	The Authentic Leader program–both the workshop itself and the follow-through support coaching–is built upon the foundation of The Leadership Circle Profile 360º instrument. In our Skillful Leader program, participants experience two instruments at the front end, Temperament and Interaction Styles. Results from these foster self-awareness of their preferred styles. This information is referenced and applied repeatedly throughout the subsequent modules on communications, leadership & employee motivation, coaching and managing priorities & performance.
	Benefit:
	Your managers receive concrete data and benchmarks against which to measure themselves and plan their leadership development in a more disciplined and outcome-oriented way.
6.	Engage participants at a deeper level
	Psychologists for years have known that our behavior is strongly influenced by the assumptions, perceptions, fears, intentions and habits of thought that we bring to our life and to our work. Recent developments in neuroscience support this phenomenon. In order to enhance a manager’s effectiveness and create lasting change to his or her “default” approach to leading others, training must address these internal elements. Our workshops are specifically designed to involve these factors with every skill that is taught and practiced in class. Particularly in the coaching sessions our “challenge + support” approach helps your managers overcome these mental barriers to change.
	Benefit:
	There is a greater probability that newly learned skills will translate into permanent behavior of the kind that the best managers display.
7.	Challenge your managers’ own level of engagement.
	For managers to increase the engagement level of those they lead they themselves must be highly engaged. If they are not, do you really want them managing your people? In the training we raise the critical question as to how committed and motivated the participants themselves are to your organization’s mission, vision and success. Do they, in fact, see a connection between their own interests and needs and the work and purpose of the enterprise?
	Benefit:
	Perhaps for the first time, this principle of effective leadership is broached and highlighted. Now you will be in a position to bring it up with them again, as needed, during coaching or performance related conversations.
8.	Are designed and delivered by two seasoned professionals.
	Scott Campbell and Ian Cook bring, between them, over forty years of experience in training, coaching and consulting in organizations. They both: possess a deep knowledge of organizational psychology and human development. understand how to design adult learning workshops that deliver learning outcomes have engaging, high energy presentation styles (no boring lectures here) are excellent coaches and facilitators keep current on the latest research and trends in the field of leadership In addition, they both Ian and Scott have a quality not found in many trainers: the ability to work with whatever comes up in the moment in class (e.g. a question, an issue, a contrary viewpoint, a problem with a particular employee, etc.) and transform it into a teachable moment or an opportunity to demonstrate a skill in action.
	Benefit:
	Your managers have their specific questions answered. This ensures a more targeted learning experience and more effective application of specific skills back at work.