• Define the gap between current reality and what is necessary for success
• Engage everyone in the organization to move forward
  Find, recruit and select the talented people necessary to generate success
• Create an environment which inspires and unleashes everyone's capabilities
• Connect strategic and operating goals to the goals and performance metrics of individuals and work teams
• Provide straight talk – deal with difficult confrontations and situations
• Make the tough decisions regarding the organization's values and who is contributing and who is not
• Constantly Learn, Teach and be Stewards for the organization.

At WWCG, we've been helping leaders improve their effectiveness for over 20 years.  We've helped leaders at all levels of the organization from frontline leaders in their first formal leadership role to CEO's.  We've helped develop leaders in organizations of all shape and sizes from start-ups to Fortune 100.

Just Lead!™, our core leadership development program, is designed to help leaders create a performance-driven, values-based environment and to enable them to achieve results for their company's key stakeholders including customers, shareholders, employees and the organization itself.  Just Lead!™ helps leaders:

• Understand their role as leaders and to identify and make a plan for delivering results for the organization;
• Create an environment that inspires and motivates people to perform their best;
• Develop the communication skills and capabilities to manage conflict and effectively hold difficult conversations with employees, peers and managers that can lead to improved performance and results
• Manage their time and priorities to achieve optimum results
  Coach and develop people to achieve their best performance and results
• Lead Change
• Effectively Lead Teams

Just Lead!™ is available for immediate distribution, or can be customized to meet your organization's individual needs. 
View the Just Lead!™ PDF summary.

Many leadership development programs focus solely on teaching specific skills and techniques, like "listening" or "providing feedback."  While those techniques can be helpful, the key to truly developing leaders' capabilities is to help them examine the underlying mental models, assumptions, beliefs and perceptions that drive their behavior in the first place. 
Utilizing our Thinking-Action-Outcomes model, our leadership development efforts are designed to both:

• Help leaders understand the mental models that drive their behavior and expose them to alternatives that may enhance their effectiveness
• Provide them with specific skill development when required.

One size doesn't fit all.  Every organization faces unique challenges in its competitive environment.  These unique challenges place unique burdens on the performance of leaders.  For over 20 years, the team at the WhiteWater Consulting Group has been helping organizations develop custom leadership programs to enhance the capabilities of their leaders at all levels of the organization.  From frontline supervisory programs to Executive Development, our custom leadership development solutions ensure your leaders are receiving the development they need in the most cost effective manner possible.

• Understand your specific business needs and organizational environment to identify what leadership capabilities are critical for your success both now and in the foreseeable future.
• Understand past leadership development efforts so that we can build solutions to leverage your prior investments while avoiding unnecessary duplication. 
• Reflect your organization's values and key operating priorities
• Tie directly to your performance management, succession planning, talent management and other human capital systems
• Develop and execute custom 360-degree feedback surveys that provide your leaders with the specific feedback they need to excel in your organization.
• Build a learning process that fully engages participants and ensures they get the education they need to deliver results for your organization.
• Participants will engage in a combination of case studies, exercises, skill practices, and group discussion that help them improve as leaders, and most importantly, apply that learning to improve results back "on-the-job.

Contact us via email or call (877) 890-6356 for more information on how we can work with you to tailor a leadership development solutions program or for individual leader development skills training.

The idea that "Feedback is the Breakfast of Champions" applies as much to leadership performance and growth as it does to improving cash flow, reducing receivables, increasing the sales close rate or decreasing service delivery cycle times. If we truly want to improve leadership performance, we must assess it and provide feedback about it in the same way we measure the more objective aspects of organizational performance.  Unfortunately, most organizations don't measure leadership performance and, hence, rarely provide the quality feedback leaders need to grow and excel.

In fact, leaders may get the worst feedback about their performance as leaders of any people inside organizations.  Why?  The people in the best position to provide feedback about the leader's performance as a leader are the people being led.  Unfortunately, that creates a couple substantial barriers to providing leaders feedback: 

1. Most companies never ask them for their feedback and thoughts.
2. They have a built in bias against providing frank, open, honest feedback – they don't want to risk upsetting their bosses who control vital aspects of their work lives such as compensation, access to career opportunities and goal assignments.  Even if they have a great relationship, most people would prefer to not rock the boat.  If the relationship is negative to begin with…fuhgetaboutit!  For the sake of career preservation, few employees will provide even mild criticism to help their leaders improve.

• Everyone believes outstanding leadership is critical.
• Developing outstanding leadership requires that leaders get timely, accurate feedback about their performance as leaders.
• But, because of the inherent barriers, leaders may get little quality, actionable feedback.

The result can be inconsistent, highly variable leadership.  Some leaders naturally are very effective at what they do.  Some leaders are successful in some situations, but don't know what contributes to that success.  When the situation changes, their effectiveness disappears yet they don't know why.  Other leaders, many with great potential, just whither without the feedback needed to improve.
Fortunately, the challenge can be resolved.  An effective, 360-degree feedback process can provide leaders with timely, accurate actionable data.  Further, the data can be anonymously gathered from the perspective of those being led. 

We have been helping clients build 360-degree feedback processes since 1990 (long before most people had even heard of, or thought about, collecting such feedback).  We have standard, off-the-shelf, well-tested survey instruments.  We also help our clients develop custom surveys to fit their specific needs. 

If you're interested in 360 Feedback for yourself or for your organization, contact us. We can provide you samples of our survey instruments, feedback reports and feedback guide.  Then, we can talk about your specific needs.

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