Our Services

Leadership Programs

Building leadership capabilities to drive organizational performance.

At CLD, we collaborate with senior leaders to build leadership capabilities that drive organizational performance. Whether working with a CEO, the senior team, operating managers or the entire organization, we create powerful learning experiences that change the way people think and act as leaders.

See below for a detailed description of each of our programs.

Know Thyself

Confidence Building (Self awareness) = Know Thyself

At Harvard University, Dr. Shalom Saar designed and implemented a popular workshop known as “Know Thyself”. The purpose of this workshop is to assist participants in developing their leadership qualities through the process of knowing themselves. It includes a variety of personality instruments including: personality type, thinking patterns, orientation to conflict, leadership style, emotional intelligence, and concludes with a 360 degree feedback known as “Signals”.

The Center for Leadership Development, under Shalom Saar, has designed this four day workshop to help participants learn how to enhance their leadership capabilities.
Please review the workshop outline, and if you are interested or know others who might benefit from participating in one of these workshops, please contact us and we will provide more in depth information.

Topics included are:

• The Meaning of Leadership

• Understanding Personality Type

• Building Leadership Agility

• Leveraging Thinking Problems

• Handling Conflict Constructively

• Enhancing Emotional Skills

• Integrating the Concepts and the Framework

• Receiving Meaningful Feedback

Driving Results

At CLD, we know that great performance begins with effective thinking. But even the smartest people aren’t always the most effective or strategic thinkers. Too often, we get caught in our own “mind frames” — our preferred way of making decisions. In doing so, we often fail to see other possibilities or opportunities. CLD offers a unique process to help leaders assess their preferred mindframe, and understand and appreciate the diversity offered by other individuals and their mindframes. Leaders learn to leverage their thinking to assess challenges more strategically and comprehensively.

And yet, thinking is not sufficient. Performance requires action — and action without alignment can yield chaos. CLD has a proven process for helping leaders create alignment within the leadership team and throughout the organization. Everyone aligned, everyone committed, everyone accountable for shared goals — that’s what moves organizations from good to great performance. That’s what creates enduring value not just for this quarter and next, but for decades to come.

Facilitating Change

The rapid changes in the market place indicate that the change is the only constant variable. Yet, change management remains the most challenging undertaking for organizations. As a result of working with enormous global organizations, we have developed highly effective change management program that propel organizations to transform their employees from change victims to change masters. This is highly hands on experience addressing both the orgizational change process as well as the individual dynamics of change. We equip participants with skills such as envisioning future, chartering road maps, taking charge and monitor progress that result in creating moments to embrace change.

Leveraging Your Team

In the area of organizational development, we believe that organizations are able to achieve greatness. In today’s fast paced environment, no one can do it alone. Only through strong teams can an organization meet and exceed its mission and goals. Through interviews, observations and interventions, CLD assists organizations to understand their historical, intellectual, and cultural issues. By understanding the landscape, they are able to assess and determine options and strategies that will improve their leadership position.

We offer first class interventions in areas like:

• Facilitating custom retreats

• Conducting a climate survey

• Assessing leadership competencies

• Working with boards and senior management teams on charting the future

Mobilizing Your Sales Force

No organization can be successful unless it is gifted equipped with a strong sales force. Understanding customer needs, coming up with the right product and services, and be able to delight the clients are critical successful factors. Over the years, our research demonstrates that a strong sales force can contact the organization with the market place. Together with Louis Vuitton we have developed a high impact sales training. Its aim is to transform sales associates’ behavior from product selling to customer relations. We have structured a module approach embedding practices such as understanding consumer behavior, enhancing communication skills, adjusting to different personalities, and making the shopping experience a delightful one. We composed a variety of disciplines ranging from psychology to culture diversity to connect sales forces with clients. This program launched worldwide through internal facilitators. CLD is prepared to partner with you to design and implement a customized program for your sales force.

Enhancing Emotional Intelligence

Recent research shows that social skills (EI) are far more important than brain power. Without emotional maturity, leaders can unintentionally destroy their organizations. We believe that taking organization for gold necessitate that it’s leader act wisely. Furthermore, research shows that lion share of organizational mistakes are executives by low emotional maturity. Therefore, we implemented a learning experience, which enables participants to analyze themselves, identify performance gaps that are consequences of low emotional intelligence. Since we know EI is not generically wired, it can be developed through learning of new behaviors and undoing old bad habits.

Assessment Tools

Over the years of experience we have had in research, teaching, and working in organizations, we have used a variety of assessment tools. We have found some tools better than others; and have also found that the value of a tool should go beyond self awareness and provide direction to effective implementation. A well designed tool with the proper facilitation can help not only the individual, but the entire team to be more productive. This is particularly true when all the members of the team or organization have used the same tool, creating a shared learning experience and common language. Listed below are several of the most effective tools that we use.

THINKING INTENTIONS PROFILE

The Thinking-Intentions Profile or TIP, is an inventory of 24 questions that shows an individual’s thinking preferences. The TIP is used as the starting point to generate awareness and understanding of an individual’s preferred thinking styles, i.e. how one likes to approach a task or situation. It is these underlying thinking preferences that govern behavior and can be used to discuss and evaluate the effectiveness of a team.

WORK PERSONALITY INDEX

The Work Personality Index or WPI measures 17 personality traits that research has shown are related to work performance. These traits indicate how individuals work with others, approach their tasks, solve problems, manage change, and deal with stress. Outlining the person’s job-related strengths and identifying areas of weaknesses, the WPI is useful for individual and team development.

THOMAS-KILMANN CONFLICT MODE INSTRUMENT

The Thomas-Kilmann Conflict Mode Instrument or TKI is an instrument for understanding how different conflict-handling modes or styles affect personal and group dynamics, and for learning how to select the most appropriate style for a given situation. The TKI is used to provide the individual with an assessment of their preferred approach to dealing with conflict and to provide alternative approaches in order to be more effective.

EMOTIONAL INTELLIGENCE SURVEY

The Emotional Intelligence Survey is based on the four skills of the EI model created by Daniel Goleman. This model is a competency-based framework that focuses the first two skills on the individual, and the third and fourth skills focusing on the individual’s contact or relationship with others. The Survey measures personal competence and social competence, focusing ultimately on how one manages self and how one manages relationships.

LEADERSHIP STYLE SURVEY

The Leadership Style Survey is designed to build awareness for how one’s behavior and behavioral preferences influence relationships and leadership effectiveness The survey reveals one’s leadership style and provides alternatives in order to be more influential with those that are being lead. The Survey suggests how a leader may be more productive with their team and organization.

LEADERSHIP SURVEY QUESTIONNAIRE / 360

The Leadership Survey Questionnaire / 360 or LSQ is a tool to provide honest feedback on one’s performance. Many LSQ’s have been designed around an organization’s competencies and/or values. The assessment is done anonymously, with raters providing feedback in adjectives and short narratives. The tool provides step by step activities the leader should do to increase performance.

TEAM SURVEY

The Team Survey explores the strengths and weakness of a team. The Team Survey is designed to create an honest discussion on the challenges a team may have in increasing performance. The tool is used to facilitate a conversation to create specific actions to increase the team’s effectiveness and to build the relationship among team members.