Engage, Develop & Lead

We don't have to tell you that leadership matters. Leadership is what creates motivation, drives retention, supports performance, and generally differentiates successful organizations from those that struggle and fail. Leadership Development Programs are a powerful way for organizations to identify leaders at all levels, show commitment to their employees, and build powerful succession plans. It's a win-win-win!

Why DRIC?

We have extensive experience designing, developing, and facilitating leadership development programs for leaders at any level in an organization. Whether you are looking to identify and build your emerging leaders or interested in helping your senior executives sharpen their skills, our multi-faceted approach to leadership development is for you.

Next Step Leadership SM

Your LDPs probably already focus on these 3 things. While these are necessary foundations of competent leaders, they are not sufficient for developing effective leaders.


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We integrate our LDP components with what is good and working in yours in order to offer your leaders the very best opportunity to develop themselves, their skills, and your organization in the process.


Leadership Capability Assessment & Development:

Coaching: 

Individualized coaching to support development of leadership development action plan, discuss successes and challenges related to leadership, brainstorm solutions and new approaches, career planning, and more. Coaching helps to provide ongoing accountability, feedback, and encouragement to help you meet personal, professional, and programmatic goals

Mentoring: 

An opportunity to create relationships within the organization with mutual benefits for mentor and mentee. Mentees receive the support and guidance of experienced professionals who are not in their chain of command, face challenges and find support for their existing professional paradigms, are introduced to new ideas, areas, and departments, and have opportunities to see the larger arena in which the organization operates. Mentors benefit by exposure to new ideas, technologies, and perspectives brought by the mentee, by opportunities to improve their own coaching and counseling skills, by exposure to concerns, issues and needs of diverse employees, and through the satisfaction of giving back to the organization and shaping its future.

Leadership Skills Training: 

Specialized content to fit your organization's needs, or competency models. To view a list of topics incorporated into most leadership development programs, click here. (should be linked to our list of topics – couldn't find it)

Real World Application: 

It is ineffective to have participants come to a workshop or program, learn some new information, and then simply return to their worlds of work. We build in pre-work and due outs before and after each session so that participants are supported in their efforts to try new skills and tools and are accountable for reporting back on what worked, what didn't, and what they can try differently in the future. In this manner, participants in LDPs don't learn in isolation – they bring their learning back to the rest of the organization.

Action Learning: 

Adults learn best via active engagement and experiences, thus DRI Consulting uses experiential or action learning approaches in workshops. When first learning tools and skills, participants practice and experience these in the safety of the classroom. Since experience alone does not guarantee learning, we add components of feedback (from consultants, senior leaders within the organization, and other participants) and self-reflection to assure that leadership learning does occur. Based on these, participants modify their behaviors, practice again incorporating those improvements, and continue through this learning loop to achieve proficiency.

Benefits:

Participants benefit from:
  • Increased self-awareness of their preferred leadership styles and practice in modifying those styles as situational leaders
  • Established strategic relationships across the organization and up the management chain
  • Abilities to understand, motivate, and influence others
  • Connecting their individual contributions to mission and vision of the organization
Organizations benefit from:
  • A more engaged and motivated workforce
  • A stronger leadership pipeline for succession
  • Increased employee engagement and morale
  • Having more strategically-minded thinkers
  • Enhanced productivity