Integrative Leadership Development Consulting

Are leaders still not ready to fill key roles, despite leadership development investments? Are mid-level and aspiring managers itching to develop with no clear path forward? Are there multiple different perspectives of what it takes to be a good leader?

Perhaps you can relate to this scenario …

At Nueva Health, leadership development is “catch as catch can.” There is no core, consistent program to develop leaders or agreement on a relatable description of what good leadership even looks like.

Angela was fortunate to have a boss, Jaime, who benefitted from a leadership development program a few years back and wanted to support her career growth. Jaime used department dollars to pay for her to attend an aspiring leader program with a local university. She came back excited and eager to practice what she learned. Despite Jaime’s support, she struggled to make progress. When she tried to give feedback or have an important conversation with her peer Albert, he ignored her, avoiding the conflict and hoping the problem would fade away. When she made a business case for her ideas to upper management, they dismissed her recommendations considering her too inexperienced to know how to address the problem. Angela felt like she was swimming against the current. Defeated, after a while she stopped trying. Her relationship with Albert remained fractious and she gave up ideas of moving into management.

Here’s how I’ve handled simiar situations… I worked with leaders to identify key competencies and behaviors needed to achieve their goals. Whether it's strategic thinking, creative innovation, customer service leadership, or a quality improvement mindset, we pinpointed what the organization requires and values, and what leaders need most to succeed.

Together, we evaluated current leadership development investments, ensuring they cultivated the right skills and mindsets. Then we developed strategies to ensure senior leadership, and recruitment and recognition programs reinforced key behaviors, removing obstacles and conflicts in the way.

The Problem

It’s all too common to invest in leadership development programs only to find the approach doesn’t meet the organization’s needs or leaders aren’t able to apply what they’ve learned. Worse yet, aspiring leaders have no options for preparing for leadership responsibilities. Hiring raw talent isn't enough. And a quick-fix, one-off, or one-size-fits-all class, webinar, or workshop won't get you there.

The Solution

A holistic, integrative view of how your organization identifies, develops, motivates and rewards leaders. Together we will look at your goals, programs, and current development strategies to determine opportunities for greater alignment and gaps that need to be filled. I will bring my expertise in organizational change, organizational systems, leadership development program design, delivery, and coaching to help ensure the investments you make in your leaders achieve your objectives.

The Outcome

An integrated leadership development strategy that lifts up the genius in your leadership team, your staff, your organization with a clear message of what you value. One that fills your succession pipeline, motivates front-line talent to grow, aligns your leadership team with a common set of tools and vision of effective leadership, for the long-game.