Leadership Development
Very simply, Leadership Development refers to any activity that enhances the quality of leadership within an individual or organization. The ability to map a strategic course and move your organization along is the critical test of leadership on every level. It is the key to your organization’s survival and prosperity. Equally vital is the ability to quickly alter the course in response to, or ahead of, changing external factors such as markets, technology or competition. Your executives are likely focused on translating the strategy to a tactical plan and executing that plan. Our leadership development practice will enable them to re-align their behaviors to achieve the strategy as well as get their immediate teams and extended organizations aligned with the new strategy.
C-Paths consultants and coaches possess a sound blend of coaching, counseling, consulting and leadership development skills - all geared towards managing whatever change is facing the individual, the team or the organization. Always client centered and with an eye towards the practical, every consultant and coach associated with C-Paths is expert in the design of high touch solutions that fit each unique situation. Business and career performance improvement is how we measure success.
We discover “what works” for you whether you are defining what talent you require, or assessing what you have, or working on what needs to be enhanced.
Development Programs
Strategic Alignment Assessment and Development ensures your leadership capability and capacity are aligned to your strategy and gaps are identified and developed to accelerate achievement of your strategy.
Strategic Planning Facilitation provides expert facilitation to make the most of the planning process and allows your leaders to fully participate instead of managing the facilitation on their own. An expert facilitator also ensures that all participants contribute and no one participant dominates the process.
Leadership Assessment provides insight on how leadership styles influence and often define the culture of an organization. Defining what culture is needed and how the current culture measures up is a way to get leaders to appreciate the impact they have on the employees’ perceptions of the current culture.
Succession Planning brings discipline and consistency to how the organization anticipates replacement needs and prepares itself for growth aspirations to maintain business continuity now and in the future.
Talent Review Process establishes baseline expectations around future potential so that some level of objectivity can be achieved when candidates are evaluated and compared.
Selection Assessment Process provides an objective process for setting expectations and profiling a candidate in great detail to assess any gaps in meeting those expectations. Through the process, the hiring manager gains detailed insight into what makes the candidate successful and whether that success can be carried forward in the new organization/role.
On-boarding assists the new leader in assimilating to the organizational culture and in assuming the responsibilities of the new role, in order to maximize their contribution in the first several months. The outcome will be a clear understanding of the specific behavior changes the new leader will need to make to transition successfully into the new role.
Individual Executive Coaching helps executives and senior managers recognize their leadership strengths and development opportunities. This highly tailored program can enhance a leader’s effectiveness or address challenges that limit it.
Team Building creates learning opportunities (physical, hands on exercises) for teams to examine, test and understand how their individual preferences and work habits may be influencing the outcomes achieved in a team setting.
Change Management provides coaching and facilitation to support major change initiatives and hold participants accountable for following through on commitments.
