Leadership is an observable set of skills and qualities that are useful whether you are the CEO or a front-line manager. Any skill can be strengthened, honed and enhanced. Leaders are more critical to our organizations now than ever.
The challenges of today’s rapidly changing business conditions require a cohesive learning and working environment. At the Optimal Leader, we evaluate leadership potential and design and facilitate targeted training and development solutions that are business-focused, practical and interactive.
Our custom programs begin with the concept of SELF-LEADERSHIP. Knowing who you are, what you can do and where you are going, coupled with the ability to manage your communication, emotions and behavior on the way to getting there. This leadership competency is about personal mastery and creates a strong attitudinal and skill foundation for effective management and leadership.
“The most effective leaders are aware of what ‘makes them tick’. Their internal values are demonstrated and communicated through their behavior.”
Another aspect of our leadership development programs is PEOPLE-LEADERSHIP. Optimal people-leaders, get the best from people by connecting their intrinsic motivators with the goals and vision of the organization. Communication is at the heart of a learning organization and this skill develops the ability to communicate even in the presence of conflict and diversity.
There’s no “I” in Team. Another key element of our Leadership Development Programs is bringing together individuals of different styles and skill to work together towards a common goal. TEAM-LEADERSHIP is a critical competency which emphasizes bringing people together and empowering them execute the company’s vision, mission and objectives.
STRATEGIC LEADERSHIP is a fundamental requirement in today’s global economy. Strategic leaders take a larger perspective; utilize critical thinking, planning and make decisions that place the company and their reports in the best position to execute.
Leadership and learning are indispensable to each other.
John F. Kennedy
At the Optimal Leader, we use Personality Assessments to help develop people. Everyone has strengths and weaknesses — personality assessments are one way of uncovering those traits with an objective measure. Once we pinpoint the strengths and areas for development, we can then place our coaches in the right position and coach them on ways to improve.
What Are Personality Tests?
Measuring personality (psychometrics) dates back to the early Greeks but it is only very recently that psychologists and management theorists have agreed on what can be measured and its effect in the workplace.
There are many Psychometric and Personality Tests available in the marketplace and it can be difficult to make a decision as to which one to use. At the Optimal Leader, we have been certified in many assessments and use a few to help our clients optimize their leadership skills.
The nine types (or “enneatypes”, “ennea” means “nine”) are universally identified by the numbers 1 to 9. These numbers have a standard way of being placed around the Enneagram symbol.
At the Optimal Leader, we use the Enneagram to help our clients to deepen their understanding of their mental constructs to lead optimally. Once we understand out mental constructs (also known as mental models) we begin to determine what beliefs or ideas serve us and help us to become our best selves and what beliefs hinder our growth and development.
MBTI based on more than 50 years of research, the Meyers Briggs Type Indicator is the leading instrument for deepening awareness of individual preferences and behavior, upgrading leadership skills, and helping teams make decisions and work together more productively.
The MBTI instrument is a popular training tool for professional development and organizational improvement in all kinds of organizations. MBTI results give people in training programs helpful feedback about themselves and how they are different from others. In organizations and workplaces the Indicator is particularly useful with teams, for conflict management and performance improvement, for employee coaching, for management development, or for executive coaching.
The Myers-Briggs typology model regards personality type as similar to left or right handedness: individuals are either born with, or develop, certain preferred ways of thinking and acting. The MBTI sorts some of these psychological differences into four opposite pairs, or dichotomies, with a resulting 16 possible psychological types. None of these types are “better” or “worse”; however, Briggs and Myers theorized that individuals naturally prefer one overall combination of type differences. In the same way that writing with the left hand is hard work for a right-hander, so people tend to find using their opposite psychological preferences more difficult, even if they can become more proficient (and therefore behaviorally flexible) with practice and development.
Myers-Briggs Workshop or Webinar
A great tool for self-improvement and for building more effective teams, the Myers-Briggs workshop provides the student with insight into working styles and provides better strategies for group interactions.
DISC provides personal insight into behavior preferences and inclinations. The foundation of DISC was first described by Harvard Professor, William Martson as published in his book, Emotions of Normal People (1928). His theory describes how people respond to their environment. In the 1970s, John Grier developed an assessment based on Martson’s work, which is still today called the DISC.