Appreciating and making constructive use of differences is challenging because of our individual biases for gathering information, making decisions, and orienting/ordering our external environment. Identifying and exploring “type” differences will help you to increase awareness of your natural strengths and potential blind spots and in the process, helps you gain awareness and appreciation for the “type” preferences of others. You will also learn how to apply your knowledge of type to common workplace issues, such as: communication, work styles, stress, problem solving, and change.

The Genuine Leadership™ system provides a systemic approach to leadership development - one that builds a motivated, loyal workforce capable of reaching new levels of productivity. The system develops genuine leaders - from executives to individual contributors - and teaches the critical skills need to ensure success. Achieve Global approaches the organization at four management levels, each requiring different development needs. The levels are then divided into skill areas each containing one or more training modules.

Achieve Global
www.achieveglobal.com

Action Learning has emerged as a method of choice for global companies, government agencies, and non profit groups that want to improve quality, cut costs, create new products and services, and change the cultures of their organizations. Companies as diverse as Samsung, Dow, GE, Deutsche Bank, Boeing, Sodexho, Novartis, Nokia and many others use Action Learning to solve complex problems, develop leaders, build teams and expand corporate capability.

Action Learning solves problems and develops leaders simultaneously because its simple rules force participants to think critically and work collaboratively, and because the group's coach, the Action Learning coach, assists group members to reflect, not on their problem solving, but on the elevation of their group functioning and on examples of their leadership skills. Action Learning participants become effective leaders as they solve difficult problems.

Action Learning has six components

Action Learning is most effective when all six of these components are in operation:

A Problem (project, challenge, opportunity, issue or task).
The problem should be urgent and significant and should be the responsibility of the team to resolve.

An Action Learning group or team.
Ideally composed of 4-8 people who examine an organizational problem that has no easily identifiable solution. The group should be diverse in background and experience.

A process of insightful questioning and reflective listening.
Action Learning tackles problems through a process of first asking questions to clarify the exact nature of the problem, reflecting and identifying possible solutions, and only then taking action. Questions build group dialogue and cohesiveness, generate innovative and systems thinking, and enhance learning results.

An action taken on the problem.
There is no real meaningful or practical learning until action is taken and reflected on. Action Learning requires that the group be able to take action on the problem it is addressing. If the group makes recommendations only, it loses its energy, creativity and commitment.

A commitment to learning.
Solving an organizational problem provides immediate, short-term benefits to the company. The greater, longer-term multiplier benefits, however, are the learnings gained by each group member and the group as a whole, as well as how those learnings are applied on a systems-wide basis throughout the organization.

An Action Learning Coach.
The Action Learning coach helps the team members reflect on both what they are learning and how they are solving problems. The coach enables group members to reflect on how they listen, how they may have reframed the problem, how they give each other feedback, how they are planning and working, and what assumptions may be shaping their beliefs and actions. The Action Leaning coach also helps the team focus on what they are achieving, what they are finding difficult, what processes they are employing, and the implications of these processes.

Benefits Derived from Action Learning

Action Learning benefits the organization as a whole and its members individually and in teams.

Action Learning can:

. Assist succession planning by developing a cadre of highly qualified candidates for promotion to executive leadership positions.

. Deepen participants' confidence in their leadership and team participation skills.

. Enable participants to establish effective, mutually respectful working relationships with co-workers at all organizational levels.

. Develop competence among individuals and teams in problem-solving and decision-making processes.

. Relate action research/action learning theory and methods to organizational challenges.

. Enhance participants' capacity to reflect on and learn from their individual and collective experiences.

. Develop in participants an awareness of how their implicit assumptions, beliefs, attitudes, preferences, and organizational interests influence their thinking, decisions and actions.

. Increase competence in preparing and presenting recommendations concerning urgent organizational issues to executive management.

Life Coaching

Coble Consulting Inc. approaches life coaching with the perspective of holding a safe space for our clients. This allows them to explore what’s important in their lives. Through powerful questions, we help our clients

• determine and achieve personal goals
• step into their fuller selves
• step into a more fulfilled life
We believe that our clients are naturally creative, resourceful and whole. Throughout the coaching relationship we meet them in their present state, and move them forward with their lives. The client discovers aspects of their life that they had either forgotten about, or didn’t know were there. Coble Consulting Inc. deep listening techniques, intuition and honest feedback are the foundations of our coaching relationship.

Executive Coaching

Coble Consulting Inc. creates an executive coaching program by identifying the needs and goals of both the executive and the sponsoring organization. Our individualized leader development process will build the capacity that helps the executive achieve their short and long term organizational goals. We also coach leaders through organizational change, those who are looking for promotions, and executives wishing to develop their career paths and prospects. Whether it is coaching high performance executives whose personality style may decrease workplace effectiveness with peers, staff and clients, or a newly promoted executive who needs to acquire new skills to become a high performer, Coble Consulting Inc. delivers high impact coaching that gets results.

Einstein said, "We can't solve problems by using the same kind of thinking we used when we created them." Our coaching can help you shift your thinking into that new perspective… Coble Consulting Inc. life and executive coaching has more than enough experience to share to help you make that shift quickly.

The Leadership Circle (TLC) is committed to cultivating more than mere leadership competencies. We support leadership transformation--change that evolves authentically from the inside out. We offer tools, methodology and support for "deepening the conversation" with leaders so that the transformation to "LEADER" can occur on a deep, significant, life changing level.

The Leadership Circle Profile (TLCP)

TLCP is a true breakthrough among 360 degree assessments. It is the first to connect a well researched battery of competencies with the deep motivations and underlying habits of thought. It reveals the relationship between patterns of action and the internal assumptions that drive behavior. Ultimately, TLCP gives you the whole picture, going to the source of behavior to get greater leverage on change. In an instant, it gets your leader in touch with what is working, what is not, and why!

The Leadership Culture Survey (TLCS)

TLCS reveals how groups and teams view their current leadership culture and compares that reality to the optimal culture they desire. The "gap" reveals key opportunities for leadership development. TLCS is not a climate survey: it identifies, with precision, how leadership is impacting your turnover, productivity, and bottom-line metrics. With laser accuracy, it indicates a clear pathway for change.

Overview

Leaders grow and develop in the same way as individuals. They have seven well-defined developmental stages. Each stage focuses on a particular need of the organization or group structure for which the leader is responsible. Leaders develop and grow by learning to master the satisfaction of these needs. Leaders who learn how to master all seven organizational needs operate from full-spectrum consciousness. Our research shows that these are the most resilient and successful leaders because they have the ability to respond appropriately to all business challenges. The seven levels of leadership consciousness are shown in the following table.

The principal focus of the lower levels of leadership consciousness is on creating a financially stable organization with a strong customer base that has efficient systems and processes.

The principal focus of the transformation level of leadership consciousness is to promote a climate of continuous learning and employee empowerment so that the organization can be responsive and adaptable to changes in its internal and external environment.

The principal focus of upper levels of leadership consciousness is to create a vision, mission and a set of values for the organization that builds internal and external connectivity through strategic alliances and makes a contribution society.

Purpose & Benefits

. Provide you with an innovative and simple approach to measuring and aligning values from three different points of view.

. Easy process for measuring leadership values and effectiveness

. Train you in three models: Seven Level of Organizational Consciousness, Balanced Needs Scorecard and the Seven Levels of Leadership Consciousness as created by Richard Barrett

. Offer you a structure for enhancing the foundation of your organization

. Provide you with tools that will support problem solving, decision making and open communication and sustainable solutions

. Foster an environment for attracting and retaining employees

People who rise to the top of their field aren't just good at their jobs. They're affable, resilient and optimistic. It takes more than traditional cognitive intelligence to be successful at work. It also takes "Emotional Intelligence," the ability to restrain negative feelings such as anger and self - doubt, and instead focus on positive ones such as confidence and congeniality. This powerful one - day program improves your awareness and abilities to manage the "human side" of superior performance and understand the impact Emotional Intelligence has on the workplace.

At the end of the initial program participants will be able to

. Define Emotional Intelligence.

. Identify the five characteristics of Emotional Intelligence.

. Understand Emotional Intelligence impact on the workplace.

. Discuss the behaviors associated with high and low Emotional Intelligence.

. Make an assessment of their EQ strengths.

. Identify techniques to increase emotional intelligence.

. Create an action plan to better manage employees and co - workers emotional energy and reactions.