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Excel at Developing Leaders


Influential leaders are "in the business" of developing people resulting in higher performance and lower turnover.  Today, progressive organizations have conceded that the annual or semi-annual "performance review" is an ineffective tool for engaging and developing employees.  Use the adult learning pattern of learn-experience-integrate-execute on the 11-core competencies of coaching and empower your employees for success using a "Coach-Approach™ to Effective Management."

Training: Services

Training Venue: Onsite, Live Private, or Virtual Classroom™ (offered Internationally in English)

Instructor/Facilitator: Former C-Level Executives (no "trainers")

Class Size: Maximum of 12 Professionals

Interactive?  Yes - Practice Sessions in Trios with Coach, Client, and Observer In-Person or using Virtual Breakout Room™ Technologies

Duration: 1-Hour Virtual Private Sessions or Eleven (11) Consecutive Weeks of 90-min. Onsite or Virtual Sessions™

Video Sessions Recorded?  Yes (virtual only)

Certification and Licensing Available?  Yes

Answer these Critical Questions::

  • Why are most corporate "training programs" a complete waste of time and money?

  • What is the "Coach-Approach™" to Effective Management and Leadership?

  • How Does Coaching Compare to 1) Managing, 2) Mentoring, 3) Consulting, 4) Counseling, and 5) Therapy?

  • Why is ALG's "Coach-Approach™" the most effective means available to develop employees and future leaders?

Master the 11 Core Competencies of Effective Coaching (and Leadership):

  • Ethics and Standards - "Learn to stop giving "advice" or living out of the past."

  • Establishing the Coaching Agreement - "Establish the "rules of engagement" and a focus for the session."

  • Establishing Trust & Rapport - "Create a safe and supportive environment while holding the employee in "unconditional positive regard".

  • Coaching Presence - "The coach is fully present and flexible with the employee."

  • Active & Reflective Listening - "Learn to focus completely on what the employee is saying and is not saying listening without an agenda."

  • Powerful Questioning - "The ability to ask clear and direct questions that lead to new insight and move the employee forward."

  • Direct Communication - "The coach shares their thoughts, intuition, perspectives, and feedback without judgment, attachment or criticism paying more attention to how they say it than what is said." 

  • Creating Awareness"The coach invites the employee to exploration and resists the temptation to "fix" the problem or the employee."

  • Designing Actions - "The coach and employee design actions that fit the employee's goals, learning style, and pace of wanted or necessary movement."

  • Planning and Goal Setting - "The coach works with the employee to clarify and develop (SMART) goals that achieve more than just the presenting concerns of the employee."

  • Managing Progress and Positive Accountability - "The coach trusts the employee to be accountable to themselves and calls the employee to account (or discussion) if agreed upon forward movement does not occur."

Bonus Materials

  • Coaching through Conflict

  • Facilitating a 3-Way Clearing

  • Clearing a "Charge"

  • Keys to identifying "for-free" developmental clients

  • Introduction to the InnerKinetics® Framework for Understanding Human Personality and Performance

  • Learning to become "Intelligently Emotional"

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