To achieve this - to be an exceptional leader and create continous value - you must become something rare...according to Peter Drucker - an effective executive which includes creating an effective organization - managers & teams. This is effective executive leadership...and for many a daunting task.

How We Help

1> We help busy senior leaders develop the disciplines needed to be effective within 90 days so they can quickly provide improved value and results without disruptions to their schedule and enormous coaching fees.

2> And then, help them build effective management teams they can fully trust so they can maintain their freedom to focus on growth without being constantly bogged down with people problems.

The Benefits of Being Effective

Becoming more effective results in...

- Financially improved business, business unit or department 

- Growth of your competency and management team(s) that can consistently provide value 

- foster highly productive teams

- Less stress!

- Leaves room for more strategic leadership

How Do We Define Executive?

Our primary clients are leaders of small to midsize companies, director, department heads and emerging senior leaders of larger firms.

Of Any Other Leadership Quality, Why Is Effectiveness Our Core Focus?

Because it's the key to stand-out leadership success. Effectiveness defined: achieving needed, most important results.

- Consider this - Leaders with lots of intelligence, knowledge, & activity can still be largely ineffective.

- Good results don't necessarily mean the most important results. 

- Ineffective leadership & management allows the conditions for most people management issues.

- We care about our clients money and success and want them to invest wisely. Of any other leadership development option, becoming effective, having the ability to create continous meaningful value should be the most important priority.

The Dilemma

_ Many don't know how 

_ Executive, senior leaders are very busy. When do you "find the time" to learn how?

_ Internal forces in busy, high-demand environments makes it very difficult to enact and sustain meaningful change.

Our Solution

We've solved the above. In collaboration with clients, and designed to integrate into your day-to-day experience, we've created a simple development blueprint. 

Our Philosophy

We adhere to and practically implement the following philosophy through the use of behavioral science that can be financially measured.

"Success isn't born, it's made. To us, success is a science. We don't believe in luck, fate or magic — only cause & effect. Our methods focus on the things with "causality", not social popularity (or typical, conventional approaches). We follow results, data and science - not the crowd." - Sam Ovens   

With This in Mind

Our focus & approach takes the stress and “fos” (fear of spending) out of your decision. We have helped our clients experience "calculated, measurable success". You can be absolutely confident you will get the results and ROI you want and need! 

There are 3 leader-manager tiers that directly affect successful business and operational results.

▪️ Tier 1 - The Executive Level

An executive leader's personal performance => Model from the top. Imagine spending a ton of money on management training and then undoing it by senior leadership...happens everyday!

▪️ Tier 2 - The Senior Leadership Team

- How senior leaders operate as reflected by the executive leader's intent & ability to cultivate a cohesive & effective senior team. 

- How Senior leadership leads, develops and manages the managers

▪️ Tier 3 - How your extended management team performs based on Tier 2 leadership and management impact.

We see developing middle management as an essential senior management responsibility. Peter Drucker calls it "leading throughout" the organization - again, modeling from the top while intentionally aligning, leadership/management culture. When a lower tier manager is not contributing/performing as needed...this is information about the leadership effectiveness of the senior leadership team - not HR, by the way. Unfortunately, it can become an HR issue when it's not initially treated and seen as a leadership responsibility.

Important Executive Leadership Reality

The lack of executive effectiveness throughout becomes an organizational issue.

__ I've observed Tier 3 to be the toughest and most neglected  because the consequences of not doing so are not directly felt by senior leadership (at least in larger organizations) and it's not seen as a business imperative.

__ It's also where many of the "trouble spots" occur within an organization.

__ And, where the least amount of development, improvement money is spent.

__ And...wait for it...where you will be most "in the dark" - when the most significant, costly issues arise. This area is where your executive blind spots live. And, unless you have organizational awareness and have the kind of company culture that allows issues to be quickly revealed in a healthy way, they will forever undermine your executive leadership efforts. 

__ This is the stuff that shows up on an employee survey and you say..."I didn't know that was happening...or I didn't realize morale was that low...or that manager was so harmful." This is called executive blindsiding...and it can be costly!  When you use our solution, you won't be blindsided again!

As the executive manager of your operation...

Do you know what's going on at every tier of your organization? Do you see your executive role from an organizational - collective people & managers' performance - point of view? Our approach helps you consistently keep your finger on the pulse of your organization, while developing competent managers at every level. Don't rely on periodic, annual "employee surveys" or reviews. It may be too late! Our Executive Management Blueprint - helps you lead throughout your organization.

Do you have executive blindspots?  View this 9 minute briefing: Executive Effectiveness Via an Organizational View | Read Top 10 Factors Sure to Sabotage Your Business Dream (or executive leadership).

Developing Effective Executive Leadership | 3 Stages

Stage 1: Executive Leadership - Your Personal Effectiveness  

Modeling, demonstrating what you expect of others

Stage 1: 60 Day Fast Track Development Cycle

Stage 2: Executive Leadership & Management - Improving Your Organizational Effectiveness 

Developing your senior leadership team

Stage 2: 90 Day Use & Implementation Rollout of the Effective Executive Blueprint

Stage 3: Executive Leadership & Management - Improving Your Organizational Effectiveness 

Developing your extended leadership team (3rd & 4th tier leader/managers)

Stage 3: 90 Day Use & Implementation Rollout of the The Smart Management Blueprint

Imagine having a tested, proven blueprint from which to assess, diagnose, plan, execute and monitor to maintain...this is the ulimate in effective executive management. This is how you use teh blueprint as a executive leader while rapidly improving your managers' capabilities, simultaneously improving your business operations and "profit-ability", aligning your senior leadership team and mitigating your blindspots.

Why rapid?...

1. Because the action for each improvement area uses behavior science. Science works! 

2. We have precisely identified - in collaboration with clients from real-time input - 9 high-impact areas to address. These are the areas that produce your quickest gain or biggest pain.

We've formatted them into an easy to use blueprint that can be applied by any manager at any level. The blueprint quickly boosts effectiveness. As our clients have said, "When you work the blueprint - the blueprint works!" 

Learn more here

Get it here

There is a huge corporate blind spot when it comes to management training. Have you noticed it? It's evident by the relentless stories about incompetent managers or one more person added to the pool of the promoted with no training or support. 

And, it truly defies common sense. Managers have a direct impact on all parts of a business! Yet statistically, there is more money spent on recruiting - acquiring talent - than ensuring those managing that talent are capable! So, we just have to ask the most obvious question. Why?

After 22+ years in the industry, I decided to write this short book to answer that question from my years of observation. Honestly, it was a challenge to narrow it down to 10. So, I chose the 10 that if addressed, would be simple to act on and have the broadest positive financial impact. 

So, If you’re a decision-maker regarding management training and development, this will be the most powerful and profitable piece of content you’ll read in a while - that is… if you act on the information. You'll find it to be direct and straight to the point. In fact, many pages will have just a few words - perfect for the busy speed reader. Ha! 

This booklet has 3 sections:

Section 1: The first is the top reasons why

Section 2:  Will help you calculate the potential cost of not having effective training 

Section 3. Will provide proven solutions so that you can confidently take immediate action. They will absolutely get you meaningful, measurable financial results, along with some bonus articles you won't want to skip.

 Enjoy the read! ...and be ready to create a plan!