The Leadership Journey™ is a customizable turnkey leadership development program for supervisors and managers:
- Short modules teach supervisors practical how-to skills.
- Supervisors apply their new skills to real workplace challenges.
- Follow-up tools hold them accountable for applying their new skills on the job.
Over 1200 organizations have used The Leadership Journey to overcome a variety of workplace challenges.
Learn how by viewing case studies relevant to the challenge your organization is facing.
Promotions Are Based on Job and Technical Skills, Not Leadership Potential
Supervisors and managers are often promoted into leadership positions based on their job and technical skills rather than leadership potential. They may lack the background and experience to be successful in their new roles. If they aren’t properly trained on how to lead and manage their teams, key performance measures like employee engagement, teamwork, and productivity can decline.
View Case StudiesNew Supervisor, Management, or Leadership Training Is Needed
Companies that understand their employees are an asset take a proactive approach. They believe in and develop their supervisors and managers, knowing they have the most direct contact with the employees who perform the work. As a result, their employees give more discretionary effort and maximize productivity for their managers and organizations.
View Case StudiesRapid Growth Needs to Be Managed
Whether hiring or acquiring, the employee headcount is growing exponentially for many companies. Usually, employees are promoted quickly because of their hire dates or technical competencies for the jobs they’re in—often before they are ready. Managers and employees are experiencing rapid change daily. Time is extremely valuable and a limited resource, so training must be short and relevant.
View Case StudiesSupervisors and Managers Lack Leadership and Communication Skills
Leaders need to improve their soft skills. Managers need to refresh their management and leadership skills. Supervisors struggle with communication, conflict resolution, and accountability and have a difficult time transitioning from individual contributors to leaders. Technical workers, usually with advanced degrees, may have issues managing peers.
Frontline Leaders Are Not Prepared to Lead
Companies may have excellent leadership programs for high-level leaders, but there’s not enough room for all leaders or the content isn’t applicable for frontline leaders. They want a quick, cost-effective solution to easily develop their frontline leaders.
Existing Training Needs a Refresh
Companies often discover their old training programs no longer meet their current needs. Seminars, workshops, or classes at the community college often overwhelm supervisors with too much information. Many of these offerings are more motivational than educational. Web-based learning libraries and online PowerPoint e-learning courses don’t get used.
View Case StudiesEmployee Engagement Needs to Be Improved
Organizations understand the correlation between high-performing managers, high employee engagement, and improved productivity from employees. They know a leading factor in employee engagement is the employee’s immediate supervisor or manager.
View Case StudiesFuture Leaders Need to Be Developed (Lack of Bench Strength)
When a new leadership position opens up, new leaders need to be properly trained so they can hit the ground running in their new roles. As employees with the potential to move into leadership roles are identified, observing their performance during leadership training can help organizations gain confidence in their abilities and identify those most likely to succeed.
View Case StudiesMany Leaders Need to Be Trained Quickly
Companies need to improve skills quickly, and often simultaneously, at many sites. Leaders may be at multiple geographically dispersed locations. Many sites are running 24/7. Others may have a primary location where some employees work onsite and others work remotely.
View Case StudiesHigh Turnover
Turnover rates and their associated expenses are too high. Companies understand a leading factor in turnover is an employee’s manager. By developing leadership skills in managers, they improve employee engagement and reduce turnover.
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