LEADERSHIP TEAM DEVELOPMENT
When your executive team leads better, your whole company delivers better results.
We develop each executive and your executive team together, so your people own their results and your company grows.
Strong executives don't automatically make a strong executive team.
Most executives were promoted for excellence in their function, and few were ever developed as leaders or as a leadership team.
Departments hear about the same decision at different times.
Decisions your executives could make wait for you.
Employees report problems late, when they cost more to fix.
Projects miss their dates, and good people leave.
Each executive is doing their best with the skills they have, and no one has measured or developed the leadership competencies your company needs now.
Your people make good decisions on their own, and your company acts faster.
CENTRALIZED CONTROL
Decisions wait for the executives with the most context.
People do what they're told and wait for the next instruction.
The company can only act as fast as its executives can answer.
DECENTRALIZED COMMAND
People understand the objective and make decisions themselves.
People own their outcomes and adjust when conditions change.
The company acts faster, adapts sooner and grows.
Decentralized command was developed in military special operations, and it works in a company when leaders make the objective clear, share information openly, listen and build ownership. Those are the leadership competencies your executive team develops.
What improves when your executive team improves
1
Each executive
Each executive learns how others experience their leadership and practices what matters most.
2
Your executive team
Your executives speak honestly, commit to decisions together and follow through.
3
Your people
Employees know the priorities, raise problems early and own their outcomes.
4
Your organization
Teams work as one company, and a culture of ownership is the result.
5
Your results
Decisions happen faster, projects finish on time and good people stay.
A research-based approach to developing leaders together
Leadership is a set of behaviours people can see, so the work starts with evidence and practice.
70%
of the difference in employee engagement comes from managers.
23%
higher profit in the most engaged work units.
18%
higher sales productivity in the most engaged work units.
Source: Gallup
It starts with evidence
Each executive assesses themselves and is assessed by the rest of the executive team and the people they lead, and the team sees its shared results without anyone being named.
Executives practice together
In each session, the team practices one shared behaviour, and each executive practices one of their own with a partner from the team.
It’s built on published research
Every competency and behaviour in the assessment is based on published research on what makes leaders and teams effective, including work from Harvard, Gallup and Google.
The team sees the difference
A second assessment at the end compares every competency with the first one.
Your executive team can also take the Team Assessment on its own first.
Choose how long your executive team develops its leadership.
Both options are for executive teams of four to eight leaders, CEO included.
Six Months
$2,850 per leader
Best for executive teams that want focused leadership development that fits a full schedule.
The Leadership Competency Assessment for every executive at the start, with responses from the rest of the executive team and people across the organization, and a private 45-minute debrief for each executive, so each executive knows what to practice first and the team sees its shared results with no one named.
Six 2-hour sessions, one a month, so your team works on one stage of leading at a time, agrees on a behaviour to practice together, and each executive commits to one of their own.
Short reflection emails between sessions, and a practice partner from the team for each executive, so the practice happens in the meetings and decisions your team already has.
The assessment again at the end, compared with the first results competency by competency, and another private debrief for each executive, so your team sees exactly what changed.
Twelve Months
$4,600 per leader
Best for new or recently changed executive teams, or any team that wants support and accountability for a full year.
The Leadership Competency Assessment for every executive at the start, with responses from the rest of the executive team and people across the organization, and a private 45-minute debrief for each executive, so each executive knows what to practice first and the team sees its shared results with no one named.
Twelve 2-hour sessions, one a month, so every competency gets a full session and a month of practice, and becomes how your team leads.
Short reflection emails between sessions, and a practice partner from the team for each executive, so the practice happens in the meetings and decisions your team already has.
The assessment again at the end, compared with the first results competency by competency, and another private debrief for each executive, so your team sees exactly what changed.
Already taken the Team Assessment? Start within 90 days and your team's results become its starting assessment, so the engagement is $600 less per leader. When the engagement ends, your team can continue with one session a quarter.
Your leadership team makes better decisions because every leader contributes to them.
“One of Mickey’s strengths is her ability to quickly bring people together and build an environment of trust where different viewpoints can be shared openly and respectfully. She keeps discussions productive and focused while ensuring everyone has the opportunity to contribute.”
Terry Walker
Regional Director, Eastern Ontario and New Brunswick, Desjardins Insurance Agents
Questions leaders ask before they book a call
Will this improve our business results?
Gallup's research shows that the way managers lead affects employee engagement, and that engagement affects productivity, retention and profit. We measure your executive team's leadership competencies at the start and the end, and you see what changed in the numbers your company already tracks.
How much time does this take from my executive team?
One session a month, for six or twelve months. Between sessions, each executive answers a short reflection question by email, and the practice happens in the meetings and decisions your team already has.
Who sees each executive's results?
Each executive's results are private to that executive and LoyaltyOps, and each executive talks them through with us in a private debrief. The team sees only the anonymous team results.
What if one of my executives is resistant?
That's common at the start. Seeing their results privately and choosing their own behaviour to practice usually helps them commit to the work, and we talk through any concerns with you.
How is this different from a leadership offsite?
An offsite gives your team a few days of focus. Leadership Team Development gives your executives evidence about how they lead, regular practice for six or twelve months and a second assessment that shows the difference.
Should we choose six or twelve months?
Choose six months for focused leadership development that fits a full schedule. Choose twelve months if your team is new or recently changed, or you want support and accountability for a full year. Both have one session a month and the assessment at the start and the end, and we'll recommend one in the strategy session or your team's assessment debrief.
How do we pay?
You and LoyaltyOps sign a short agreement, and you pay in full before the first session, or half when you sign and half within 30 days.
What if our team changes during the engagement?
If a leader leaves, or one leader replaces another, the price stays the same. If you add a leader, you add that leader's price, and the team stays at eight leaders or fewer.
Can we do this virtually?
Yes. Sessions are virtual by default, and teams within 25 km of our Kanata office can meet on-site at their location or in our boardroom.
What happens after the engagement?
Your team keeps its results, each executive's workbook and a plan for the year ahead, so it can lead its own leadership development. We recommend taking the Team Assessment every year, so you can see what changed. If your team wants to keep going, it can continue with one session a quarter, and the yearly Team Assessment is included.
Can we start with just the assessment?
Yes. Your team can take the Team Assessment on its own, and if you begin an engagement within 90 days, those results become your first assessment, so the engagement is $600 less per leader.
Better leadership from your executive team, better results for your company.
Let's talk about your executive team and the results you want to improve.
Contact Us
LoyaltyOps™ HQ
430 Hazeldean Road,
Unit #6, Suite 17
Kanata, Ontario, Canada
K2L 1T9
Email: [email protected]
Phone: 1 365-659-4720
Company
Copyright 2025 LoyaltyOps Inc. All Rights Reserved
Recommended Insights
Recommended Insights on Founder Performance
First 90 Days as a Manager: A Transition Plan | LoyaltyOps
Your first 90 days as a manager: how to agree expectations, what to delegate, a 30/60/90-day plan, first one-on-one questions and the mistakes to avoid. ...more
Growth
November 12, 2026•14 min read
Why New Managers in Professional Services Can’t Coach, Delegate, or Develop Their Teams
New managers in professional services often have no time to coach or delegate. Here’s why the capacity gap forms, and six moves firms can make to close it. ...more
Growth
November 12, 2026•11 min read
How to Set Clear Expectations for Employees
How to set clear expectations for employees: just 46% strongly agree they know what’s expected at work. Here are the four parts and a check to start this week. ...more
Standards
November 05, 2026•11 min read