Emotional Intelligence - The Smarts That Matters

There’s more to success than intelligence.  It’s called Emotional Intelligence.  A simple definition is the ability to recognize and understand emotions, and the skill at using this awareness to manage yourself and relationships with others.  EQ includes competencies such as adaptability, strategic problem solving, influence, collaboration, and listening to name a few.  These are critical skills for success in today’s demanding world.  The great news about EQ is that is can be developed and increased.  Through a convenient on-line process learn what your EQ is and begin making your relationships and life easier and more successful.  Here's more detail about this tool.  Emotional Intelligence View 360. 

New Role, New Responsibilities, New Challenges 

Almost 40% of leaders and managers in new roles fail. This includes promotions as well as hires from the outside. People fail to build their new team, to understand the most important objectives for their role, to form solid partnerships with their boss, to work well with their peers or to manage their own behavior. The cost of failure to themselves and the organization is enormous, yet success is possible from Day One. Weekly sessions, scheduled at your convenience, provide a customized proven roadmap to help navigate the first few critical months. Here are more details.

Executive Coaching  

Creating clarity, leveraging strengths, nurturing glimmers of ideas into workable solutions, moving good intentions into actions, and having a caring ally are just a few benefits of coaching.  All are things that help transform a busy person into a successful leader.  By defining what each person wants to achieve, we work together to create an approach that is as unique as each person we coach.  Read the Top Ten Reasons Executives hire coaches. 

Leading Change, Managing Transitions

Change, love it or hate it, it is part of our lives.  To be successful in leading changing and managing transitions requires specific skills, focus and practice.  Build these capabilities in yourself and your organization.  Mergers are less than satisfactory, cultures clash along the way, yet leaders don’t take pay attention to the people side of change until it’s too late.  Change initiatives are abandoned midway because they loose momentum, wasting time and resources and eroding the credibility of leaders.  Continue to take the same actions and have the same frustrations, turnover and dissatisfaction or take charge and create the future that you and your organization deserve.  What choice are you making?

Executive Team Development    

By their own evaluation, only about 20% of executive teams rate themselves as “high performing”.  Challenges range from alignment on the strategy to trusting colleagues and clear communication, and the list goes on.  If the top team isn’t aligned, it ripples through the organization.  We find our best results for team development is to use work “at hand” as the starting place for improving teamwork.  This allows the team to utilizing their time effectively while developing and strengthening their skills in an authentic way, in real time.  Teamwork at the Top by Erika Herb, Keith Leslie & Colin Price, McKinsey Quarterly, 2001, Number 2

Culture is the Invisible “Secret” to Success  

Culture is the invisible “something” that makes or breaks a company.  Listen to the stories of very successful companies; they will always talk about their culture making a difference. Do you have a company where people are committed to success, dedicated to high standards or are they simply collecting their paychecks and marking time?  Culture can be measured and shaped.  It’s not shrouded in mystery.  Do you want it more accountable?  More innovative?  More customer focused?  Are you defining culture the way you want?  Measure what it is, define the ideal, and create and implement the actions to make the transformation.  Make a positive impact on your bottom-line.

Linking Leadership Development to Strategy     

Rather than looking at a list of what may sound good or appropriate for leadership development, be smart and invest wisely.  Through a structured process we work with the leadership team to ensure your investment is based upon your strategic plan.


Outstanding managers produce significantly stronger financial results, have more committed employees and better retention rates.  Leadership and management training can help equip your people with the tools, skills and mindset to progress from good leaders to exceptional leaders.


Based upon your strategic plan, mission and values, leadership development program and management training can be designed that weaves in how people learn, the skills and success factors for the positions, and the direction of the business.  We’ll explore delivery options – is it classroom, mentoring, coaching, a combination or something unique to your situation?  The approach is to look at your situation and create learning for your leaders and managers that invests time, money and effort for maximum results.

Limited time and limited budgets and even time delays couldn't stop us from developing a relevant Management Development program. 

Strategic Planning – Creating a Shared Vision, Cohesive Team and a Strategic Plan in Real Time    

When a small group of people develop the strategic plan, time must be spent to explain the plan.  Plus it has limited input about what is happening in this flat world from those who are doing the work in the organization.  The more this process is expanded, the faster it is, the more the collective knowledge of the organization is included, and the faster the implementation happens.  Be smart and be fast with your planning by getting the right people involved in a structured and focused way.  The competition isn’t waiting for you.


Also, what kind of strategy are you developing?  Are you focusing on what is, or are you looking into the future possibilities?  Benchmarking, looking at competitors, and conducting SWOT analyses, are great processes for planning for today.  We challenge you to think about the future, and in a different way.  Have you considered looking into unchartered waters – the blue water of creating new value and innovation? 

Here's a case study of working with a Country Manager in India to develop a strategy and build his team.


It is estimated that people spend up to 25% of their time dealing with conflict.  It's a given that people are different.  Yet there are ways to capitalize on differences rather than turning them into personal conflicts and negative situations.  Address conflicts directly or they will become landmines that can explode at the most inopportune time.

Team Development – Moving from a Group to a High Performing Team     

The team continues to be the center of how and where work gets done, whether it's an ongoing team or a special project team. The output of a high performing team is unparalleled. Yet how many people working together are groups versus a real team?  Moving a group of people to a team can happen by luck, or it can happen deliberately, intentionally and more quickly with focus and action. Some of the key areas of work to move a group to a high performing team, regardless of the time they have been together, include clarity and agreement on:

      • Purpose
      • Roles & responsibilities
      • Deliverables and timelines
      • Governance
      • Decision making
      • Operating principles and guidelines
      • Systematic methods to include shifts in the environment and business
      • Conflict resolution

                Take this assessment to see how YOUR team is doing.
                Here's a case study of some great collaboration for Team Development that made a huge impact to the business. 



It’s a large financial investment of peoples’ time, facility costs and opportunity – make sure you’re getting the ROI you want and need for your next meeting.


The term “facilitate” derives from the word facile, meaning easy; free from difficulties or obstacles.  Let us help you design the agenda to maximize people’s energy and make sure the important work is accomplished.  A facilitator allows you to actively participate in the meeting and keeps the meeting on focused and on track.


Call for your next:

  • kick-off meeting
  • task force meeting
  • off-site retreat
  • planning session
  • high-stake meeting that needs to get results 

         Here's a case where there was too much to do and not enough time at a meeting, or at least that was the initial thinking.

Executive Briefings   

  • Pivotal Realities & Disruptive Forces
  • Cruxpoint Thinking for Leaders
  • Character Counts: Essential Qualities of Leadership
  • Strategic Transformation of the Human Resources Function



  • Culture Assessment – Denison Organization Cutlure  
  • Change Style Indicator is a straight-forward, yet powerful tool that allows individuals, teams and even entire organizations understand how they can more effectively lead and manage change for themselves and others.
  • Meyer Briggs Type Indicator - also known as MBTI is a long tested tool to increase self-knowledge and provide ideas in working more effectively with others
  • Emotional IntelligenceView 360©
  • VOICES - 360° Feedback