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Transforming Leadership Talent into Leadership Impact

The goal is simple: the greatest degree of impact within the shortest time commitment possible.

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▶️ 8 minutes

Watch the full Podcast here.

If you are looking

To increase leadership capability

For a program that can be customized into company-specific programs

To incorporate different learning style experiences

For a program that provides maximum impact in short-time commitments.

To support workforce upskilling

For a program that is research-based and field-tested.

Introducing…

Leadership Accelerators

Fully updated for 2024

4 Themes and 16 Modules

Modules can be done separately

2-3 hours facilitator led sessions per module

Executive assets

Comprehensive A to Z Training

Tatyana St Germain Event

Led by Tatyana St. Germain

Executive Coach, Assessment Expert, Talent Advisor

Personalized Expert Guidance

Led by  Dr. Richard Mirabile

Creator of Leadership Accelerators, PhD, Organizational Psychologist

Transforming Leadership Talent into Leadership Impact

This unique offering enables companies to choose leadership development content from a broad list of carefully designed, field-tested, and timely topics categorized into four major Accelerator Themes.

The concept of Leadership Accelerators implies compacted leadership content designed to rapidly boost leadership impact.

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Listing of Leadership Accelerators Modules

Theme 1: The Leader Within

Drawing upon extensive research from McKinsey staff as well as our collective experience as leaders, this session introduces a concept called Centered Leadership.

The research and application of this concept focuses on leading with Purpose, Clarity, and Impact and provides a roadmap to achieve higher levels of leadership effectiveness.

The Disruptive Thinking session will cover how to define it, why we need it now more than ever, various ways it can be developed, and some of its benefits.

Participants will be exposed to a Disruptive Thinking Continuum which explains the Three Levels of Disruptive Thinking.

Finally, interactive discussions will focus on how to incorporate Disruptive Thinking into the work we all do.

Arguably, all development begins with self-development.

In this module, participants will examine some of their underlying beliefs about leadership and how those beliefs shape who they are as leaders and how they choose to “show up” in their leadership roles.

They will also identify a set of behavioral Habits that may be keeping them stuck in old ways of thinking and behaving and that may be minimizing their leadership impact.

Competency research in over 200 companies worldwide strongly suggests that while one-third of the difference between average performance and superior performance is due to functional skills and cognitive abilities, as much as two-thirds is due to emotional competence or EQ.

Indeed, in top leadership positions, more than four-fifths of the difference is due to emotional competence.

This session will overview what EQ is and is not; provide a foundation for assessing one’s own EQ impact, and provide tools and techniques to strengthen its leadership applications.

Theme 2: Leading by Influence

In this session, participants will dive deep into the highly relevant topic of Mindset and how it directly influences how we see and interpret the world around us, most specifically, how it affects our role as leaders.

Citing 20 years of research on the topic, participants will discuss examples of “seeing” how Mindsets affect all leadership behaviors including, communication, decision making and focus.

They will also complete a Leadership Mindset Assessment to determine their inclinations to being a Growth Mindset Leader or a Fixed Mindset Leader, and the implications that has for their own leadership impact.

Peter Drucker, the imminent scholar and thought leader once said that “Culture eats Strategy for Breakfast.”

Said another way, company cultures are very powerful forces that exert significant influence on every facet of organizational life.

In this session, using a unique exercise called the Culture Dig, we will begin to excavate the underlying assumptions and beliefs held by participants and demonstrate how those artifacts bear a direct impact on leadership effectiveness.

A recent survey by Deloitte showed that “influencing and interpersonal skills” are considered more important to career success than software or technology skills, and even more important than industry experience.

Further, hiring decision makers globally report that 84% of new hires do not possess the influencing and interpersonal skills necessary to succeed in business.
This session will cover fundamental principles of effective Influencing behavior and provide a set of tools that can be used to increase interpersonal influence and impact in a variety of situations.

True Collaboration is much more than simply assembling a group of people to work together.

In this session, participants will explore the real behaviors required for building a culture of collaboration; what it takes to develop those behaviors, and what barriers might exist in the culture that would prevent true collaboration from being achieved.
We’ll also explore examples of successful collaboration in various parts of the company, complete a collaboration assessment tool, and finally, provide a five-part collaboration framework to identify key behaviors designed to increase influence in different situations.

Theme 3: Leading Through Focus & Alignment

The value of High Performing Teams is why 90% of savvy investors believe the quality of a leadership team is the single most important factor in funding early-stage companies and evaluating an IPO.
It’s also why it’s twice as likely for companies with High Performing leadership teams achieve above-median financial performance.

This session provides a research-based, High Performing Team framework used to evaluate 5 critical team dimensions and can be used as an on-going metric to determine team performance and progress.

While we know a great deal about what makes change initiatives successes or failures, revisiting and perhaps taking a fresh look at what really works is worth the time spent.
In this session, we’ll review recent examples that identify the actions that most contribute to successful organizational change and transformation efforts.

We’ll also examine the extent to which those actions are present in the company’s current change efforts, and what individuals and teams can do to increase the odds of success.

Finally, participants will learn to use a comprehensive, 4-Phase Change Roadmap complete with tools to lead change in their organizations. Accelerator Theme Two: Leading by Influence

 

Without exception, leaders today are confronted with everincreasing demands and priorities.

Indeed, this continuous onslaught of urgent actions becomes moving targets, with leaders not always certain which ones need immediate focus and which can be moved to the “important but not urgent” pile.

This session will concentrate on ways to prioritize truly urgent actions; to discuss methods that improve focus, and provide a set of tools designed to make faster and more impactful decisions regarding methods to prioritize.

 

This session will examine the very important role of Leaders as Coaches. Increasingly, the role of leaders is expanding and emphasizing the development of other leaders as a critical part of their leadership roles.
Further, in addition to defining the role of Leader as Coach, we’ll examine the experiences participants have had with coaching others, and provide a variety of tools to assist in the coaching process.

Participants will be encouraged to share current coaching issues or challenges they are facing, enabling the group to brainstorm potential ways to address those challenges.

Theme 4: Leading in the business

“Of course focusing on strategic goals is important, but we have to keep the business running! How do we do both at the same time?”

In this session, we will discuss some of the reasons for failing to execute on critical priorities.

Using real examples from participants’ experience as leaders, we will then focus on the Four Critical Disciplines of Execution based on the book of the same name, as a roadmap for successfully executing on priorities.

Perhaps one of the most under-utilized leadership skills sets, but arguably oneof increasing urgency is Anticipatory Thinking.

Different than strategic thinking, this particular capability is one which enables leaders to see what others do not see, to imagine how unexpected events might affect plans and strategies, and create readiness and adaptive mindsets for what might happen.

In this session, we will explore this increasingly important skill set, provide an Anticipatory Leadership Assessment, and recommend ways to strengthen the capability.

 

Organizations face unprecedented levels of change, and the rate and frequency of those changes will likely continue to rise.

The models, practices, and tools we have used in the past to enable and manage change (for example, action research, Kaizen, lean, process improvement efforts) are valuable tools, but they are not enough to help organizations keep pace with internal and external changes.

To become agile, organizations will need to make fundamental changes in how they think and how they work – their mindsets, systems, practices, and their culture.

This session is focused on identifying and reinforcing the need for continual organizational efforts to build nimbleness into systemic elements of the organization.

A March 2018 McKinsey report states that “less than 10% of leaders are strategic thinkers.”

Today, it’s essential that all employees, regardless of their function, develop and strengthen their business acumen, defined as:

“Linking an insightful assessment of the external business landscape with a keen awareness of how to monetize a product or service, then executing a strategy to deliver the desired results, e.g., increasing market share, greater profitability, top line growth, etc.”

In this session, participants will be challenged to demonstrate their strategic thinking capability as well as complete a High Performing Business Leader Assessment.

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Tatyana St. Germain, Founder and CEO of Great people Management

Executive Coach, Assessment Expert, Talent Advisor

Certified Woman-Owned Business Enterprise

Concentrated Suite of facilitated leadership development learning experiences developed by Dr. Richard Mirabile Whose Career Highlights Include:

Fellow, Center for Leadership Development, Graduate School of Business, Stanford University

Assistant Professor, Purdue University Founder and CEO, Success Factor Systems (now known as SAP Success Factors)