Who We Work With

What Type of Manager Do We Work With?

Technical professionals, promoted for their engineering or subject-matter expertise, not management or leadership skill
High performing (exceed delivery expectations)
High potential for growth and advancement
Newly-promoted within a work team
Recently-hired for new or established spots
Newly-transferred to outside division or location

What Challenges Do They Face?

No time to build productive relationships with key stakeholders or influential managers / upper managers
Pressure from top management to increase performance and realize more aggressive goals/objectives without optimal resources (people, budget, infrastructure)
Little time and attention to develop or coach their own team members or staff due to non-strategic distractions or tasks
No time to focus on self-development or leadership skills due to their own personal limitations / weaknesses (blind spots or lack of recognition)

What’s Holding Them Back?

They’re unfamiliar with programs or services for addressing / solving problems and gaps in performance and development
They have no time to research options or offerings that best fit their individual development needs
Denial – I don’t have a problem!
They’re quick to minimize problems or gaps due to no feedback or knowledge of shortcomings: “I know I’m not strong in this area. But it must not be serious: no one has mentioned anything about it to me”
They’ve attended training programs that yield minimal skill or behavior change due to NO follow up or skill practice
The Recession compounds their shortcomings since people and resources are limited or significantly cut; leading to higher demands and aggravating their deficiencies
They’re now required to assume greater responsibility for large scale projects, work groups, or remote locations
ROI or cost-benefit marginal at best: time and money spent do not yield expected outcomes — stronger performance and greater results