Grow Your People With
Employees Don't Quit Jobs. They Quit Bosses.
Are your best people walking out the back door faster than you can bring new people in the front door?
Everyone thinks their best people won't leave. But the reality is everyone else wants them too and is trying to hire them.
How much did your company grow last year? Did you grow your talent at least enough to keep up with company growth?
Our Leadership Acceleration process helps your people outpace your company growth and allows you to keep and attract good talent. It includes Self Discovery, Interactive Workshops, and Individualized Coaching .
How Our Leadership Development Process Works
Our Leadership Acceleration journey begins with giving the leader an opportunity to explore their existing leadership strengths, competencies, and opportunities for growth. Each leader is different, so they need to fully appreciate their strengths which they often take for granted, and at least one area for which a Development Goal can be identified and a plan determined.
Two workshops will be strategically placed in the development process. In these interactive workshops, specific leadership techniques are explained, explored, and rehearsed. Each technique is intended to accelerate the performance of the direct reports of the participants and the techniques will support the development plans created by the leaders during their self discovery.
Because we all know a training session alone isn’t sticky, time is specifically allocated between workshops and coaching for the leaders to apply their learnings, determine what worked well, what might need refining, and gather feedback from those who observed their attempts at improved techniques. The iterative nature of the discovery, learning, coaching, and application is designed to ensure lasting and continued improvement.
The LeadershipAcceleration Process
We believe and have measured success with the 70-20-10 model we’ve adopted.
In this model, 10% of the time dedicated to personal development might be in a classroom setting, 70% of the time must be invested in applying the tools and techniques to the real work environment, and 20% is getting feedback from observers (like direct reports, bosses, peers, and coaches). This becomes an iterative loop because after getting feedback, the individual may need to learn new or additional techniques (10%) to then re-apply (70%), to gain additional feedback (20%) in order to keep fine-tuning, and progressing along the growth path.
It’s the learning, applying, and feedback loop that allows for the most development of the individual.
Coaching Reports. Reports generated from a mult-science suite of assessments.
Custom Coaching. The Metiss Group's proprietary dynamic, custom-tailored coaching program.
Individual Development Plan. Each participant will identify one measurable time-based goal so you can track your ROI.
Interactive Workshops. Immediately applicable techniques are demonstrated and practiced to accelerate the performance
of direct reports.
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