The Executive Leadership Program

For leaders, emotional intelligence is almost 90 percent of what sets the leaders apart from those who are not seen as leaders. Daniel Goleman documents, "it's the essential ingredient for reaching and staying at the top in any field. And, organizations that learn to operate in emotionally intelligent ways are the companies that will remain vital and dynamic in the competitive marketplace of today—and the future."

Emotional Intelligence is the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves as well as managing emotions well in others. Leadership competencies are based on emotional intelligence and are learned capabilities.

Studies show that people with a high Accurate Self-Assessment have smaller gaps between themselves and how others view them. Therefore, those who score low in self-assessment are less aware of their strengths and limits, and therefore will be less accurate at assessing themselves on emotional intelligence competencies. Studies indicate that those who are best at accurate self assessment tend to be the outstanding leaders or stellar performers.

Leveraging 5 Essential Learning Methods

This program utilizes 5 essential learning methods: assessments, one-on-one coaching sessions, a 2-Day on-site workshop, on-going learning and practice through monthly group teleclasses and assigned fieldwork where they will apply what they have learned in real life situations. Most experts agree that "integrated initiatives with coaching and measurement provide a critical mass for sustained performance improvement." Therefore, the combination of these delivery methods is a highly effective way to deliver and re-enforce learning.

1. Assessments

  • The ECI Assessment is administered electronically and requests input from various rater categories, such as, the participant's manager, direct reports, peers, clients/stakeholders and other.
  • The DISC Behavior and Style Assessment highlights and individuals behavior and communication style. This is the first step in Self-Awareness.
  • The Needs and Values Program provides another opportunity for each participant to learn about what drives them and causes their upsets with other people.

2. One on one Coaching

The Coach will meet with each participant once a month on an individual basis.

3. On-Site Workshop

The participants will be joined by their peers in a highly interactive 2-Day workshop designed to introduce them to each of the key leadership competencies and see the path to Gaining Endorsement and Polished Professionalism.

4. Teleclasses

Two teleclasses will be held each month to reinforce the learning from the workshop and provide opportunities for practice through role-play.

5. Fieldwork

Fieldwork will be assigned between teleclasses for real-time application and practice.

Workshop Testimonials

What liked best:

  • Interaction/face-to-face group setting
  • DISC Behavior and Style Assessment
  • Session on Conflict Management
  • The Needs and Values Program
  • Learned very effective tools for my development and developing my team
  • Ability to understand behavior styles of self and others
  • Creating my Personal Mantra


  • I practiced "generous listening" with client over lunch. "Fantastic results!" I have trouble asking a client for money, and when I was generously listening, the client started telling me that they felt that contract was going complete and that we should expect payment within the week.
  • The role play today really helped me see what is causing me to struggle so much with the "high I" style person. I now need to really help them with the deadlines and giving them smaller assignments.

One on One Coaching (areas of focus with participants)

  • Creating a campaign for networking with sponsors and key stakeholders
  • Focus on managing/leading teams by focusing on "motivating with the different styles"
  • Identifying clients styles; the right setting for the meeting, right approach, opportunity to push a little more or when to back off
  • Three way session with my sponsor allowed for me to really hear how much the sponsor is pushing to get me promoted
  • Need to focus on the "small talk" to be more successful at the higher levels.
  • Working on listening more and talking less
  • I need to focus in being more effective in promoting myself as a leader

360 Degree Multi-rater Assessment and Debrief

  • I was thrilled to hear from my actual clients that I could ask for more business.
  • I have always known that I shy away from conflict, now I can also see that most people in our company struggle from this, as well, and this is the key to me showing up as a leader.
  • I was pleased to hear comments that were different from the general 360 from my company and to see that others see me more of a leader

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