Leadership Development 
Developing strong leaders in order to advance an organization involves both ‘science’ and ‘art.’ 
 
The ‘science’ part includes assessing skill levels, defining responsibilities clearly, providing organizational structure that lets people succeed, and fine tuning through regular feedback. 
 
The ‘art’ aspect requires a combination of intuition and analysis. As outside advisors, we are often asked to evaluate whether the senior professionals in a firm are in positions that provide highest value to the firm and, if not, what would be more appropriate. It is important for us to understand these individuals’ professional objectives and passions, since their skills might be right for their roles but their interests are elsewhere. These assignments call for both sensitivity and objectivity. 
 
Finally, while ‘getting the right people on the bus’ is an important first step to evolve an organization toward greatness, even the right people may need coaching. This is especially true for people moving into positions of executive leadership, which require broader and more well-rounded skills. We have worked one-on-one with many of these people, to help them understand what areas need improvement, and to help them achieve more clarity in communication, focus their energies on highest value activities, and improve their working relationships with colleagues. 
 
Leadership Training 
In addition to our one-on-one coaching, we also offer a one-day leadership training workshop for groups of 5-10. This workshop provides tools for improving effectiveness in client relationships and assuming responsibility for results on projects. Workshop participants are given case studies similar to problematic situations at work, and in simulation exercises they engage the instructor(s) around these situations. We video these exercises, review them with the participants, and suggest techniques for improving verbal and non-verbal communication.