LEADERSHIP DEVELOPMENT SERVICES FOR LEADERS AND LEADERSHIP TEAMS

Clear leadership competencies, developed and measured, so performance improves across your organization.

Every engagement starts with evidence of how each leader leads, and ends with a measure of what changed.

Your leaders are developed against a clear definition of good leadership.

Personality assessments tell leaders who they are. Our competencies define how well they lead.

Most leadership teams have done a personality assessment, and they understand themselves and each other better afterward. The way they lead usually stays the same, because nothing defined what good leadership looks like.

The LoyaltyOps Leadership Competency Model does, and every engagement develops all of its competencies.

Five stages of leading, in the order that makes each one work.

Each stage makes the next one possible, so the competencies are developed in this order.

STAGE 1

Strategic Clarity

The people you lead know the outcome that matters most, the priorities and why they matter, and the standards everyone works by.

Sets Clear Direction. You set the outcome and the few priorities that matter most right now, and explain your decisions against them, so people can decide without asking.
Lives the Standards First. You follow the agreed standards first, including when things are hard, and keep your own commitments.

STAGE 2

Communicate

Everyone knows what's expected of them and where things stand, through behaviour as much as words.

Makes Expectations Clear. Each person knows the outcome they own, what good looks like, what they can decide and use, and what comes first.
Communicates Often and Openly. You share where things stand on a regular schedule, share bad news as early as good news, and answer questions directly.

STAGE 3

Collect

You and the people you lead hear what's really happening and what people think, early enough to act on it.

Listens and Adjusts. You find out what's really happening with the work and the people, welcome disagreement, and change your plans when what you learn shows it's needed.
Invites Ideas and Solutions. You ask for ideas and solutions from the people doing the work, give every idea a fair hearing, and solve problems together.

STAGE 4

Commit

People own their outcomes and keep their commitments, and they work as one team to deliver them.

Builds Ownership and Accountability. You let the owner of an outcome decide how to deliver it, make sure they have what they need, and respond to a missed commitment the same calm way every time.
Builds a Team That Succeeds and Fails Together. You build working relationships honest enough for people to speak directly and help each other, and you treat wins and misses as the team's result.

STAGE 5

Continuously Improve

The people you lead learn from their work and make real changes, and everyone gets better and helps others do the same.

Makes It Safe to Be Honest, Try and Learn. People raise problems, admit mistakes, give you feedback and practice harder work without fear of what happens next.
Develops the Next Leaders. You coach in the moment, hold regular performance conversations, and help the people you lead develop others.

Together, these competencies build an organization where people own their outcomes and decide how to deliver them.

You'll see where every leader stands, and how much they improved.

It fits the leader's role

The assessment comes in two versions, one for CEOs, founders and owners, and one for leaders inside an organization, so every competency is measured in terms of what that leader is responsible for.

It measures how each leader leads

The LoyaltyOps Leadership Competency Assessment measures each competency through behaviours other people can see.

It includes the people who work with them

Depending on the engagement, a leader's supervisor, peers and the people they lead complete it too. In leadership team engagements, every leader also assesses each of the others.

It happens at the start and the end

Each leader completes it before the first session and again before the final one, so you can compare the results competency by competency.

It continues after the engagement

Each leader keeps their Results Reports, and we recommend they take the assessment again every year, with a new Results Report and a debrief, so they can see what changed.

The assessment is also available on its own, for one leader or your executive team.

Explore the Leadership Assessment

Every leader develops all of the competencies, and their results show where to focus.

The work covers each stage in order, and the leader's results show which competencies need the most attention. Where a leader is already strong, the work makes the most of that strength, so they can rely on it under pressure. Your leaders practice in their day-to-day work, so better leadership appears in the results you already track.

Choose the engagement that fits the problem in front of you.

START HERE

Leadership Competency Assessment

For any leader or executive team that wants evidence before investing in leadership development.

The people who see each leader every day answer the questions, and the debrief turns the results into the behaviours to work on next. Take it again a year later to see what changed.

Best for: any leader, or an executive team of four to eight.

Format: online, with a virtual debrief.

Explore the Leadership Assessment

1:1 Leadership Development

For a leader whose role has grown faster than their leadership.

CEOs, owners, executives and internal leaders work with us one-on-one for six or twelve months, with one session a month and the assessment at the start and the end. You become measurably better at leading, and your people deliver the priorities you set.

Best for: executives, department heads and internal leaders, or a founder leading an organization of 10 or more people.

Format: six or twelve months, monthly sessions, virtual or in person in Kanata.

Explore 1:1 Leadership Development

Leadership Team Development

For a leadership team that needs to lead at the level your organization needs now.

Your executive team of four to eight, CEO included, develops its leadership together for six or twelve months, with one session a month and the assessment at the start and the end. Your executives hold each other to what they agree, and your company delivers its strategic priorities.

Best for: Leadership teams of 4 to 8 leaders, including the CEO, at organizations of 50 to 300 people.

Format: six or twelve months, monthly sessions, virtual or in person in Ottawa.

Explore Leadership Team Development

Leadership Workshops

For a specific problem your leaders need to solve together.

Each workshop focuses on one problem that affects performance, such as ownership and accountability, planning, or work between departments. Everyone taking part learns a practical method, applies it to situations from their own work, and decides what they will do. A Guide and Toolkit will follow by email.

Best for: one organization's leaders and team members, or curated groups of leaders, such as CEO peer groups.

Format: one or two hours, virtually, at our Kanata office or on-site.

Explore Leadership Workshops

War Games and Facilitated Planning Sessions

For a major objective or an annual plan your leadership team has to deliver.

War Games teaches your leadership team a planning process over two days on-site, practiced on a scenario. A facilitated planning session applies the same process to your real objective. Either way, your leadership team plans in a way that still delivers the objective when conditions change.

Best for: leadership teams with 9 to 15 people in the room.

Format: two days on-site for War Games, or one or two days for a facilitated session.

Explore War Games & Facilitated Sessions

Choosing the right place to start

Which option is right for me?

We recommend starting with the Leadership Competency Assessment, because it shows each leader where to focus first. If you lead people and want to get better at it, 1:1 Leadership Development follows from your results. If you're a CEO and the gap is across your leadership team, start with the Team Assessment, and Leadership Team Development follows from it. If you have one specific problem to solve with a group of leaders, a workshop fits, and if you have a major objective or an annual plan, War Games or a facilitated session fits. We'll recommend one in the strategy session.

Should we start with one leader or the whole leadership team?

Start with one leader when the need sits within that leader's role. Start with the leadership team when the same gaps appear across several leaders. Many organizations start with one leader and add the leadership team later, and both use the same competencies.

Can our organization sponsor 1:1 Leadership Development for one of our leaders?

Yes, and that's common. We agree at the start on what gets shared with the organization and what stays between the leader and us.

What's the difference between War Games and a facilitated planning session?

War Games teaches your leadership team the planning process over two days on-site, using a scenario so leaders learn with nothing real at risk. A facilitated planning session applies the same process to your real objective.

When is a workshop the right choice?

When you have one specific problem to work on, or a group of leaders from different organizations. When you want lasting improvement in how your leaders lead, 1:1 Leadership Development or Leadership Team Development fits better.