IOAL's Home
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Leadership Development (Our 2 page 'brochure') /
Everything you've ever wanted to know (and more)
about One-on-One Leadership Development
EVERYTHING YOU'VE EVER
WANTED TO KNOW (AND MORE) ABOUT ONE-ON-ONE LEADERSHIP
DEVELOPMENT
CONTENTS:
* The
sort of people who come to see
us
* The
advantages of working
one-on-one
* The
areas we are likely to
cover
* The
time commitment
required
* Introducing
the idea of doing one-on-one work to managers in your
company
* How
your managers can earn a Diploma of Advanced Leadership from the
Institute of Advanced Leadership, or specific Diplomas such as a
Managing Director's
Diploma
* Where
We Do The Work
* Making
An Investment In Your Manager's
Future
* Various
Links which give even more information on One-on-One Leadership
Development (e.g. a Case History)
A "LETTER" FROM OUR EXECUTIVE CHAIRMAN,
TONY LENART:
Hi!,
I've written this "letter" to explain a little more about the
One-on-One Leadership Development work we do, how we approach it,
where and how we do it, and how it may be of benefit to you and other
managers in your company. It is rather a lengthy description as I
wanted to be able to answer virtually any question you may have about
One-on-One Leadership Development.
I personally consider this to be the most exciting service that we
provide. What make the One-on-One Leadership Development work
different from other forms of leadership development is the depth and
the impact that it has. As well as teaching the traditional skills of
leadership, time management, communication, etc., we also deal with
the underlying issues, attitudes, fears, habits, beliefs, blind spots
and many even more subtle factors which are the primary reasons for
managers' success or failure in their jobs and their relationships
with staff and customers. Our work doesn't just give you techniques,
it actually helps you to become the sort of person and the sort of
leader every manager aspires to be.
As one of our clients, Peter Haig, then a Managing Director of an
international computer company, told me:
Every area of my life has benefited from the work we did together.
People find it a lot easier to deal with me at work and are
significantly more empowered, innovative and willing to take personal
responsibility. My improved time management and effectiveness is
allowing me to double the size of my company. I enjoy work far more
than before. I'm more productive, and I know that I'm now helping
everyone in my company to excel, and to grow. And as well as all
these benefits, I'm far healthier, my relationship with my wife is
deeper, and more loving, and I'm a lot happier and more inwardly
peaceful."
Although this might sound too good to be true, it actually is fairly
representative of the sort of results people find they are getting
from doing the one-on-one work. In fact when we started doing
one-on-one work I expected the results to be very positive, but had
no idea that it would result in such consistent and powerful benefits
for everyone doing the work.
THE SORT OF PEOPLE
WHO COME TO SEE US
The sort of people who come and see us are normally senior managers
who want to improve their management and leadership abilities. Most
people already see themselves as very capable, but would like to
improve even further.
(As CNN's founder, Ted Turner says "You're either green and
growing or ripe and rotting". )
Some clients want to improve their time management. Others want to
improve their communication and people management skills. They may
want to improve their ability to deal with conflict - to be more
assertive, or to lessen their own domineering style, while still
getting all their work done.
A number of clients see us in order to improve their ability to
facilitate change in the organisation. Others want to improve
teamwork, or to increase their own and their staff's decision making
and innovation capacities. And many companies also use us to train
all their new managers so they can learn quickly and with a minimum
of costly "learning
experiences".
THE
ADVANTAGES OF WORKING ONE-ON-ONE
The advantage of working one-on-one is that we are able to develop a
program that is perfect for you and your managers. (And is constantly
redesigned so that the time spent in each session achieves the
maximum result possible). It covers the areas managers want (or need)
to cover without wasting time on areas that are irrelevant to them,
or which they have no need to develop further (unlike an M.B.A. or
any other pre-designed non-personalised programs). Any advice that is
given is advice that relates specifically to their circumstances and
personality, rather than generic viewpoints that don't apply to their
situations, or which don't fit in with their style of management or
way of doing things. And because we have dialogues together (and
other interactive processes) we are able to detect and clarify any
misinterpretations or subtle distinctions that need
clarification.
The work we do with each of our clients is always totally different.
Even if we're covering the same areas (like, say, conflict
resolution) we approach that area in a different way, using different
examples, emphasising different factors, and tailoring the content
and style of teaching to the person we are working with.
The other advantage of One-on-One Leadership Development is that it
deals with the personal factors which ultimately lead to the success
or failure of managers in leading their people.
You've probably worked for managers or know of managers who
demotivate their staff and unwittingly create environments which
restrict their staff's creativity, commitment and motivation. At one
stage these managers may have gone to a course and come back keen to
try out the techniques they learnt. But if they hadn't changed who
they were and their general attitudes to life, and to the staff who
worked for them, the likely result of applying these (potentially
very useful) techniques was that their staff felt their managers were
trying to manipulate them, and realised that things hadn't really
changed at all - that their manager were still the same, even though
they may have been using new words and trying new actions.
Everyone has a number of personal issues that hold them back from
being as effective a manager as they could be. Some people are so
overpowering that their employees don't feel safe in opening up to
them or in sharing their ideas; other managers aren't assertive
enough. Some managers are ineffective and create resistance because
of their arrogance, while others think too little of themselves. Some
managers are so out of touch with their feelings that they
subconsciously limit the depth of joy, love and happiness they feel
(which is bad for them as well as their family and their staff),
while others are too emotional. Some people have no drive, while
others seem to be driven by an overpowering yet subconscious fear.
And while some managers don't take enough responsibility, others take
on board so much that they become overwhelmed and stressed.
Obviously it is important to work with someone at the level they are
at, and dealing with the issues they have, instead of talking about
motherhood statements or giving generic advice that is totally
inappropriate to the needs of that specific person. And to help
someone change the deeper elements of their life requires a great
deal of skill in using a large range of specialised and powerful
personal development approaches, processes and modalities, which can
be tailored to the specific needs of that person at that particular
time. When this is done, people find they really can change those
areas of their life they had given up on, as well as changing areas
that were holding them back, but which they hadn't yet recognised as
being a problem.
THE AREAS WE ARE
LIKELY TO COVER
Depending on the topics your managers would like to cover, we would
focus on subjects such as communication, teamwork, leadership,
decision making, time management, strategic planning, sales, finance,
increasing influence, understanding people, facilitating change,
presentation skills, as well as personal development and any other
areas you would like to develop further.
In working on an area like, say, empowerment, managers would receive
a profile to fill out on themselves, and if desired, we would send 5
profiles to their colleagues and staff to fill out with their
perceptions of each manager, to be returned and confidentially
summarised. (This might also be supplemented by individual
interviewing of key personnel in order to provide additional
feedback). We'd discuss empowerment, look at a very good video on it,
and if they have the time and desire to read, I'd give them 1 or 2
books on it - for themselves as well as their staff. We'd look at how
they can become more empowering managers, and how they can help
create an empowered workplace that fully taps in to the potential not
yet realised in many of the people working directly or indirectly for
them.
We'd look at people these managers have worked for, so that they can
learn from their mistakes and their successes. We'd look at when they
need to give staff more freedom and when they should provide more
control. We'd discuss how to deal with staff who don't want to be
empowered. And would address any problems or considerations that
relate to their specific circumstances. If appropriate we might look
at how their management style may be subconsciously affected by the
way they were raised or the unspoken beliefs of the managers and
staff in their first couple of jobs.
If relevant we might also do some personal development work to
counter any personal issues that get in the way of their being an
empowering manager. For example, we might work on reducing an overly
strong need for control, or an unwarranted lack of trust in people.
And we would also help your managers to become more inspiring to
their staff, more approachable and supportive, better listeners, and
to be people who are naturally encouraging of their staff and able to
help their staff tap in to their own potential.
Depending on the areas your managers choose to cover, they would
normally find that after working with us for a while:
- They will have more time in their day to do the things they really
want to do (without driving themselves into the ground or feeling
restricted by a time management system);
- They'll have improved their communication skills and enhanced their
influence, rapport, and understanding of everyone they deal with;
- They will be far more empowering leaders;
- Staff who report to them will be working together as an effective
team;
- They'll find that they are inspiring their staff to aim for
excellence (even if they never had thought of themselves as
inspirational people);
- Their decision making will have improved;
- There will be less conflict and they will be able to deal with
conflict more constructively;
- They will be able to implement change with less opposition;
- People will relate to them a lot better and feel more supported and
more trusting of them;
- And they'll enjoy their job far more , leading to a greater
commitment level than before.
If they wish we can also work on improving their presentation skills,
and/or their sales, finance, customer relations and strategic
planning and negotiating skills.
WHAT SORT OF TIME
COMMITMENT IS REQUIRED?
If we are working overseas (or anywhere besides Sydney) we would
normally run weekend and/or week long programs. In Sydney we
primarily see clients on a weekly basis, with occasional weekends
when desired. However, we are very happy to work to whatever schedule
works best with the manager's lifestyle and work requirements.
Typically, managers (in Sydney) will decide to see us for 6 - 12
sessions. Once they see the benefits they are getting, they normally
decide to continue seeing us for further sessions (perhaps another 12
sessions and 1 or 2 weekends) in order to continue deepening their
leadership and personal effectiveness to even greater levels.
Essentially, there are three options:
1/ Weekly sessions in the evening or during the day. These sessions
range from 2 to 4 hours depending on our clients' wishes. (We are
flexible in working around overseas trips, and periods of intense
workloads.)
and/or
2/ One or more weekends to maximise and deepen their development,
particularly where they are willing to address some of the more
personal elements of who they are as a person (which of course
directly affects how they perform as leaders);
and/or
3/ For those managers who have a very high commitment to excellence
and are prepared to invest a week of their time in order to
profoundly improve their leadership abilities, we run a 7 day
intensive program. (Or a 9 day program {5 workdays and two weekends}
which allows a manager's partner to be there for the final weekend so
that s/he is able to share in much of their growth and understand the
substantial changes they have gone through over the week. This also
allows for some additional "wind-down" time for relaxation and
pampering).
Shorter
Programs are available if the full program is too long for
you 
INTRODUCING
THE IDEA OF DOING ONE-ON-ONE WORK TO MANAGERS IN YOUR
COMPANY
We have found that a good way of getting a number of people involved
in doing One-on-One Leadership Development is for us to run a group
workshop over 2 mornings or afternoons (3 hrs each) and then do a
couple of 90 minute sessions with each person.
The workshop is normally based on the Myers Briggs Type Indicator, a
very useful personality profile which gives a great insight into
ourselves and others. It helps us to appreciate our own strengths as
well as appreciating others for who they are and what they add, even
though they may see the world, relate to others, and make decisions
in a totally different way than we do. Used well, the MBTI can
appreciably enhance management and team relationships and
effectiveness.
Running the initial sessions as a group allows people to get to know
us in a non-threatening way, and is also useful in helping people
understand their fellow employees better. Following up with
individual sessions allows us to speak to each manager about their
own style. (There are 16 styles - all equally beneficial, yet
different from each other.) And the individual sessions give us a
chance to look at any areas the manager might like to do further work
on.
HOW YOUR
MANAGERS CAN EARN A DIPLOMA OF ADVANCED LEADERSHIP FROM THE INSTITUTE
OF ADVANCED LEADERSHIP OR SPECIFIC DIPLOMAS SUCH AS A MANAGING
DIRECTOR'S DIPLOMA
The purpose of this work isn't just to give out a piece of paper at
the end. Its benefits go far deeper than other programs whose main
focus is on imparting knowledge, rather than developing people into
outstanding managers. Nevertheless, it is useful to have a formal
recognition of how much you have learnt. And in recognition of the
efficacy, depth and benefits of this style of learning, The
Institute of Advanced Leadership will award a Diploma of Senior
Management or a Diploma of Advanced Leadership to managers who have
succesfully completed 100 hours* of One-on-One Leadership Development
through the Institute.
Completion of a further 100 hours of a specifically designed
curriculum entitles them to a second Diploma which certifies their
competency either in their current role or for the next job they wish
to be promoted to**. For example, a Finance Director might choose to
be awarded a Managing Director's Diploma after doing the work
required to ensure their success and certify their competency as a
Managing Director.
* As an example, a nine day program is slightly over 100 hours.
This could also be done over 2 weekends, and 4 months of 3hr weekly
sessions.
** To date, over 90% of all graduates who wished to be promoted,
were promoted within 6 months of completing their leadership
development program.
WHERE
WE DO THE WORK
Weekend or week long programs are normally run in a cabin in the
country or on the water, or some other relaxing and invigorating
location. This also allows for time to be spent bush-walking,
canoeing or doing some other recreational activity. Normally the
manager's spouse joins them (and sometimes their children too), so
that they are able to enjoy the weekend together.
Weekly sessions are can be held at our premises in Northmead which
have been specifically set up for this work, and which enable us to
instantly access a very large range of resources including videos,
audio materials, books, computer output, and a range of other very
specific tools for various processes. It is also a very relaxing,
peaceful, and private location.
If you live or work near Sydney Harbour, than another option is to do
the work on our 42 foot houseboat that has been set up specifically
for doing One-on-One Leadership Development. We can work anywhere on
the harbour. e.g. For city clients, the easiest would be berthed at
Darling Harbour. For North Shore clients, it may be easier to be
picked up at a wharf such as Longueville (near Lane Cove).
The first few sessions can be held in the manager's office or home,
but later it is useful to be in a location where there will be no
interruptions, where the manager can express themselves fully and
freely, and where they are able to psychologically remove themselves
from their old habits and conditioning. And if Northmead or the boat
is difficult for your manager to get to, then I can arrange an
alternative venue which is more convenient for them.
Our Floating (City) Office,
other offices, & our weekend retreat 
MAKING
AN INVESTMENT IN YOUR MANAGER'S FUTURE
The investment required to transform your manager's capabilities
and results, is surprisingly low. For work performed in Australia, we
charge $225/hr for the One-on-One work, and a reduced rate of $110/hr
for any individualised preparation needed. (The average amount
charged for personalised preparation is about 33% of the One-on-One
investment.)
As an additional service, we generally provide managers with many
thousands of dollars worth of resources such as books, tapes and
videos - to borrow, or to keep if they prefer. These are also
provided gratis, as one of the many ways we aim to add extra value to
the services we provide.
Rates for
One-on-One work performed outside Australia
Motorola calculates that every $1 it spends on training (of a total
$120m p.a.) delivers $30 in productivity gains within three years
(Fortune magazine, 22/3/93). And everyone who has done One-on-One
Leadership Development with us feel they have gained even more
benefit than this. The quantitative benefits for their company have
been very clear, and the qualitative benefits felt by the managers,
their staff, and their family, have also been extremely
significant.
I hope this information has been useful to you, and I encourage you
to call if you have any further questions, or to arrange the first
session of what may well be the best investment your company has ever
made.
Yours sincerely,
Tony Lenart
Executive Chairman, The Institute of Advanced Leadership
Inc.
A Case History Of A Company Using
One-on-One Leadership Development, outlining the work done and the
results achieved
Two Beliefs which underlie Our
Approach to One-on-One Leadership Development
Our two page "brochure" on One-on-One
Leadership Development (The one you probably read prior to
linking to this page)
1 Day
Personal Breakthrough Programs
Weekend
Management Mastery Programs
Our Floating (City) Office, other
offices, & our weekend retreat
Our Trainers (including
our Principal Trainer, Tony Lenart)
Contact Us
©
Copyright 1999, The Institute of Advanced Leadership. (www.ioal.org)
All rights reserved. Last updated 29th June, 1999
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