Leadership Development

• Sustainable leadership development solutions with measurable results
• 360° Feedback as part of an authentic coaching process, using the incredible tools from MRG.com
• Turnkey and customized LD programs in several core leadership practices:

1. Building and Managing Talent; Performance Management; Developing Future Leaders
2. Employee Engagement and Retention; Delegation and Empowerment; Goals and Metrics
3. Team Leadership and Collaborative Practice
4. Managing Culture and Sustaining Strategic Initiatives

• Well-rounded learning experiences combining best practices with experiential and action learning
• Highly practical, hands-on programs that combine professional, leadership, and EQ development
• We build competence, not just competencies  

• Metrics: Specific objectives and measurable Results
• Customized: We align our programs with your vision, strategy, values, and analytics
• Real Life: Participants work on their own business challenges and opportunities 
• Cascading: Instructions for cascading to the participants’ employees are built into the workshop
• Multi-Format: We maximize transfer of training by having participants take new competencies and tools for a spin in the workshops and at work, so they can learn from doing, and so we can give them the coaching support they need to ensure lessons are learned, implementation is effective, and real results are generated
• Whole-Person Learning: heads, hearts, and hands; PD, LD and EQ development 
• Leading edge andragogy: experiential, cognitive, emergent, embedded, narrative, action learning, and transformational

• Leadership development, done well, is so powerful that it generates dozens of benefits
• We teach your leaders how to measure their own progress and their employees' progress
• Our programs comes with a list of concrete metrics our clients can use to measure program success
• There are layers of positive outcomes organizations can measure:

1. Are participants implementing these new practices more skillfully?
2. Did participants achieve the goals they set for themselves in the program? 
3. What impact are these new practices having — on individual, team and organizational performance? 
4. Classic LD outcomes: employee engagement, performance, development, and retention
5. Unique strategic outcomes according to the specific objectives and content of the LD program
   (different programs are designed to achieve different things)

An improvement in any 1 or 2 of these areas usually more than justifies the investment in an entire program.

The best training program in the world won’t make a dent unless there is some kind of follow up that is supported by the organization.

For example, it's not enough to teach coaching; you must also build a culture of coaching — so coaching and development become normalized and systemic, part of the way things get done.

But even when the right organizational support is there, it is the leaders themselves who have to execute day-to-day. That's why Advanture's leadership development programs teach leaders how to:

• sustain their own improvements,
• sustain employee improvements,
• embed core values and core competencies in team culture,
• measure and track their own progress, and the progress their employees are making as well.

I also make available to your internal LD and OD teams a list of practices your organization can use to support your leadership development programs and the participants, align LD with strategy, and embed new competencies in organizational culture.