Not Getting the Results You Want?
One Billion Dollars is Spent Every Day on Training and Development With Only 10% of the Training Actually Being Transferred into the Workplace(Harvard Business Review, 2017)
Ever feel frustrated when communicating your vision to your followers?
Wish your team was more self-motivated?
Want a simple process to engage your employees while increasing productivity?
Need more internal leaders to move the needle within your organization?
Hello, I’m Dr. Janine Elias
For over two decades I’ve helped hundreds of smart, talented senior-level leaders, HR professionals, and entrepreneurs like you to transform their organization by doing things like restructuring their infrastructure, scale their organization for expansion, and most importantly empower their leadership teams to increase revenue and overall employee and customer satisfaction.
What I have found time and again, even though you are dedicated to providing training and professional development for your employees and have a detailed plan for transforming your organization, there are three things that are keeping you from experiencing the results you want by blocking the training and your best efforts from taking hold.
The 3 Things that are Preventing Your Training’s from Taking Hold and Thwarting Your Best Efforts:
You Are Dedicated to Supporting Your Leadership Team, You Understand the Importance of Investing in Training & Development Programs, and You Are Eager to Experience Positive Results BUT You Just Aren’t Experiencing the Results You Were Hoping For Because Your Training & Development Efforts Are Not Transferring Into Your Workplace, Here’s Why:
Organizational Structure
Your organizational structure does not support the transformation – Your employees are excited to attend training’s and professional association events and they enjoy networking. It’s a break from the day to day routine, and they get to gather new and innovative ideas to bring back to the team. Yet, when they come back to work eager to try out what they have learned, the organizational systems do not support the new learning, they are greeted with “business as usual” at the workplace, and they often experience resistance to new ideas from their leaders. (The same leaders who sent them to the training.)
Senior Leadership
Senior-level leadership does NOT support the transformation – As a senior-level executive, you have a lot on your plate and you have your own signature way of doing things. Even though you are sending your employees to training’s to bring in new ideas, you may not realize it, but most often senior leadership is resistant to change and unintentionally preventing the necessary system changes for the successful implementation of the new learning. I know this may be difficult to take in, most often it’s senior leadership who is actually blocking the improvements you have been longing to see implemented. This phenomenon leads to poor productivity, unhappy employees, and departmental-wide frustrations because ongoing problems aren’t being fixed.
Lack of Follow-up Coaching
Lack of follow-up coaching – Walk into any office around the world and you will hear presidents and CEO’s directing their leaders to “coach” their followers on a verity of topics. The problem is, most leaders (including presidents and CEO’s) do not have “formal coach training.” Now add to the fact that the organizational systems do not support the new learning, senior-level leaders are unintentionally blocking the changes they want to see, and there is no formal coaching available to the individual or team that went to the training to help them identify and overcome the obstacles blocking the implementation of new learning, these three factors prevent the transfer of training and impede the transformation needed to uplevel the organization.
When Your Best Efforts Are NOT Working
No Trust: a lack of trust breeds contempt, frustration, micromanagement
and subpar performance.
Disengaged Workforce: bodies are in the seats, but they are going through
the motions to get the paycheck instead of passionately contributing to growth and expansion.
Low ROI: training and development efforts are not supported by leadership leaving
a negative impact on overall safety, production, and morale.
Interdepartmental Silos: departments are at odds, working in negative
competition instead of collaboration.
Fractured Culture: experiencing a lack of connection, direction, or vision.
The passion and excitement of being part of something greater is absent.
Our Transformational Leadership Coach Certification Program Addresses these 3 Key Factors and SO Much More!
Creating the Results You Crave Begins With Transformation!
Creating Transformation Begins with Transformational Leadership:
The Transformational Leadership style is uniquely equipped for implementing change, improving employee satisfaction, and developing the next generation of leaders.
Somewhere along the way, you’ve probably heard an expert or two talk about the “idealized” transformational leader. Until now transformational leaders have been viewed as the “White Unicorn” of leadership because they are rare in senior levels of leadership, they are referred to as an urban myth. Many people say, “Transformational leaders, leaders who truly inspire their followers, are born and you either have it or you don’t.” This is simply NOT TRUE!
Transformational leaders are not born they are developed over time, and our Transformational Leadership Coach Certification program is specifically designed to not only bring out the transformational leader in you but also give you the tools and skills you need to develop the next generation of transformational leaders within your organization.
Enjoy the Collaboration of Managerial Coaching and Establish a Coaching Culture
You have successfully moved the needle within your organization for years, this is how you became a senior-level leader. You coach your followers all the time so why bother with formal coach training?
If you have been effectively coaching your followers adding formal coaching to your tool kit will enhance your current skills helping you to develop mastery. Unfortunately, many leaders “think” they are skilled at coaching their followers, however, their followers have a very different perspective on the “coaching” experience.
As a senior level leader, your followers may not tell you they are demotivated from your 1-on-1 sessions and that your idea of coaching feels more directive than collaborative. Formal coach training will help you to connect with your followers in deep and meaningful ways, increase productivity, delegate authority in ways that prompt others to take responsibility, and provide an environment that fosters leaders developing leaders.
Reap the Benefits of Transformation When Leadership IS Working
Trust and Expansion: experience confidence in knowing you hold a shared mission and commitment to each other’s success.
Coaching and Support: leaders are in-tune with their followers needs and provide follow-up coaching to professional development opportunities and change initiatives.
Leadership is Transformational: leaders share a collaborative vision, identify the strengths and abilities of their followers, and support continuous improvement.
Collaboration and Unity: the organization has a focus of inclusion, shared mission and purpose, and work together to achieve success. Experiencing a healthy competition that encourages comradery.
Shared Vision: transformational leaders coach their followers to be co-creators of the organizational vision. They inspire their followers to think outside the box and drive innovation, collaboration, and growth.
Systems are Relevant: when leadership is open and tuned-in with the followers it is easier to make shifts in systems to support new learning, innovation, and overall organizational success.
