Executive Leadership Academy

The Executive Leadership Academy is a comprehensive leadership development program, with a particular emphasis on the unique challenges faced by today’s professionals. The Executive Leadership Academy features integrated development and Professional Executive Coaching individualized with content based on the participants, ensuring immediate application.

Program value:

  1. Accelerated learning and agility
  2. Improved financial performance
  3. Clarity of mission, purpose, and increased values
  4. Improved service quality
  5. Stronger individual and organizational resilience
  6. Greater employee engagement and improved employee retention
  7. Richer creativity and innovation with more effective collaboration
  8. Zoom group classes meet twice a month with the Executive Leadership Trainer for 45-minute sessions (12 classes).

Join the Executive Leadership Academy, an intensive, immersive experience designed to help you develop your leadership skills to become a transformative leader!

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Educational Modules

Goals, Objectives, And Expectations
  1. Expanding your personal leadership development goals, understanding, and refining your persona, and building a solid plan of action to reach your vision of success.
  2. Mapping your professional networks.
  3. Conquering the corporate ladder.
  4. Understanding behavioral economics of building wealth; psychological, cognitive, emotional, cultural, and social factors as they affect the decisions of individuals and business institutions.
  5. Mastering your skill levels to excel in operational, personal, and strategic networks.
Creating Operational Impact
  1. Focusing on your customers.
  2. Focusing on your core business – the 80/20 rule.
  3. Setting strategies, metrics and early indicators that always align with customer needs.
  4. Document control and define operational efficiency, ensure your team has continuous access to organization.
  5. Building efficiency into your continuous improvement programs.
  6. The importance of documenting processes and procedures as they are the tools for the next generation of skilled employees. It provides a road map for creating long-term continuity for process improvements.
  7. Streamline and perfect your internal business processes.
  8. Dashboards to visualize statistics and data for team members and sales teams.
  9. The tools to increase workflow/productivity, decrease internal processing costs, manage projects most efficiently and retain long term customer satisfaction. (EDI, BI, automation, AI, and machine learning).
  10. Develop & review a technology plan every year to build your Business Intelligence & Analytics tools.
  11. Create a culture of breakthrough innovation, gaining buy-in and encouraging employees to make a personal commitment toward the success of the organization.
  12. Improving cross-departmental communications by developing cross-functional hybrid teams that consist of employees from multiple departments.
  13. Identify and overcome bottlenecks – understanding root causes.
Leading High Performing Teams and Graduation

Manage team members most effectively by providing specific, timely, and actionable feedback.

  1. True leaders build their people up. High achievers with a common vision create high-performance teams.
  2. Recognize and evaluate the importance of taking an inventory of skills, talents, and abilities of you and your team. Everyone has their strengths and areas of weakness. Therefore, team collaboration is essential.
  3. Check in with your team members on a regular one-to-one basis, to track progress and keep team members focused on the joint vision of success.
  4. Express your authentic self, and lead with honest openness to your own possible vulnerabilities as well as recognize and express your trust and confidence in your team’s synergistic efforts.
  5. Navigate change through conversation. The benefit of communication ensures you express the changes that need to occur in a timely manner. Build the skills to feel empowered to move effectively through change. Team members are comprised of individuals who each have their own emotion and pride involved in being a successful part of the team. Acknowledging them both as an individual and as a team member is crucial to success.
  6. High-performance teams do not form on their own, it takes a leader to build and bring the team together. Leaders should bring out the best in their people, utilize their skills and abilities and assist them in their climb up the organizational ladder. A true leader will motivate their team members to improve performance, yield better results, and produce an overall sharper success rate for the individuals and the team. They manage teams well and enjoy enduring success. Leaders validate and acknowledge growth and improvement with specific feedback to ensure that their people know they are valued and appreciated. Building solid connections through trusted conversations are at the heart of an aligned team. You can successfully learn how to build a high-performance team. Start where you are; collaborate carefully with your team members and build a wonderful career for you, your team, your organization, and your family.

Become a transformational leader in your organization or corporation. The Executive Leadership Academy will help you develop the skills to take your leadership abilities to the next level.

Take advantage of this limited time offer and join the Executive Leadership Academy today!

Expanding Your Influence and Sponsors, how Mentoring Plays a Positive Role
  1. The benefits of mentoring the next generation of leaders.
  2. Reverse mentoring of executives, managers, and leaders are depending on and learning from their younger and less experienced colleagues and networks to understand trends that often become the newest technologies and consumer preferences to impact the business.
  3. Leadership mentoring (and sponsorship) provides underrepresented groups with the path to push through obstacles and make it into leadership positions – where they can mentor, give back, and improve the status quo. Actively mentoring for diversity and inclusion is the responsibility of us all.
Thriving In Your Organization
  1. Increase awareness of yourself, your team, and your environment.
  2. Lead from an anchored, balanced center.
  3. Uncomfortable emotions are normal, learn to acknowledge and process, building the skills to navigate difficult conversations with more ease and less stress.
  4. Reduce feeling overwhelmed and fatigued by instilling a more positive mindset for yourself and your team, build psychological safety into your organization to allow honest feedback.
  5. Recognize and respond to unconscious biases, addressing and eliminating systemic inequalities in a long-term effectual manner.
  6. Design a road map to transform yourself within your organization for lasting change and building prosperity.
Strategic Leadership
  1. Define effective management.
  2. Conversing with your customers, suppliers, and other partners to understand their challenges adds value to any organization. Feedback from dissatisfied customers should become an opportunity to learn how to improve performance to retain them.
  3. Design the future with situational planning to preemptively prepare for the unexpected. Embrace market research and business simulations to understand competitors’ perspectives, new market competitors, and reactions to new initiatives or products, and potential disruptive offerings.
  4. Focus on the root cause(s) of a problem rather than the symptoms. Apply the “five whys” of Sakichi Toyoda, Toyota’s founder.
  5. Communication that encourages discussion by holding “safe zone” meetings where open dialogue and even professional differences of opinion should be encouraged, expected, and welcomed.
  6. When ambiguous data is analyzed, list at least three possible explanations and outcomes as to what you observe and invite perspectives from diverse participants.
  7. Use of quantitative analysis to supplement observations.
  8. Divide massive decisions into segmented parts to understand the various factors involved to better see potential inadvertent consequences.
  9. Structure your decision criteria to foresee both the long-term as well as the short-term.
  10. Determine who needs to be directly involved to best influence and bring about the success of your decision.
  11. The value of utilizing pilot programs or small test market research is often more cost and time-effective than investing in larger premature commitments.
  12. The importance of identifying key internal and external stakeholders, understanding their positions on your initiative, and pinpointing any misalignment of interests.
  13. Manage conflict and look for possible hidden agendas and coalitions.
  14. Use conversations to uncover areas of misunderstanding, controversy, or resistance to change. Discuss the value, openly and directly with one-on-one conversations with those who are in opposition of any plan. In open-minded discussions, you may come to understand their concerns and address them, which only increases a team member’s value and helps everyone to gain and respect perspectives offered by diverse team members.
  15. Remain vigilant to monitor stakeholders’ positions during the rollout of your initiative or strategy.
  16. Recognize and reward colleagues who value and support team alignment.
  17. Institute after-action reviews, document lessons learned from major decisions or milestones (include all input from the termination of a failed project), and broadly communicate the resulting insights. There are invaluable strategies to be learned from both success and failure.

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