Leadership focus Programs


Leadership focus Programs

Leadership focus Program Details

This page details the steps designed for the following four Passion Leadership program modules. Available as private or public workshops, individual mentoring or consulting engagements, these content-rich programs include workbook activities and multimedia illustrations to learn how to be a focused individual leader and aligned executive team ready for success.

  1. Leadership Awareness

  2. Vision Clarification

  3. Executive Team Alignment

  4. Organizational Team Alignment


Leadership Awareness

Leadership Awareness

Step 1:

Passion to Purpose Analysis

Insight’s Passion Workbook includes assessments and activities designed to focus leaders and executives on their strengths and role aspirations. These powerful tools predict tension and conflict that may delay decision-making.

  • Complete 5 industry-standard assessments and interpretation session
  • Leaders will review assessments and complete activities
  • Leaders will develop presentations to peers about strengths and vision
  • Information will be utilized as an input to strategic growth planning

Step 2:

Kolbe Commitment Clarifier

Leaders require focus to best utilize their strengths and optimally serve their internal and external customers. This activity identifies core, natural areas of focus for each leader and details a short-term plan achieve focus.

  • Leaders will complete the Kolbe Commitment Clarifier™ activity
  • Role functions will be rated based on preference, instinct and skill
  • Strategies for next steps will be selected for high scoring items
  • 30-day action plan will be determined to focus time on priorities

Step 3:

Leadership Development Goals

Leaders often do not take time to determine the end game and worth of their efforts. This keeps leaders mired in habits that may not be achieving what the leader or organization needs for short-term or long-term success.

  • Determine current personal lifestyle needs
  • Clarify long-term vision for work and retirement
  • Understand personal and financial implications of the vision
  • Develop a preservation plan for personal and business success

Vision Clarification

Vision Clarification

Step 1:

Scenario Plans

Scenario planning is a powerful activity that broadens the thinking of executive decision makers. By defining and categorizing driving industry trends by the degree of uncertainty and impact they may have on your business, your team will gain alignment about the context for the future.

  • Identify the driving forces in your industry
  • Complete the impact matrix for all drivers and identify the most important
  • Write stories visualizing your business decisions in context of change

Step 2:

Vision Clarification

If your vision is often discussed but not aligned to the activities of the business, we can help. Our visioning work goes beyond the mantra as we will clarify the message and initiatives required from the top down.

  • Clarify why the organization exists and how purpose and process align
  • Identify the values and behaviors required to achieve the vision
  • Define the initiatives over the next 2-3 years that will drive the vision
  • Identify the perceived barriers to growth that exist in the current culture

Step 3:

Vision Communication Plan

The power of a well-paced vision communication plan gives executives systemic steps to intently guide their organization through the understanding of how the vision will unfold, impact and grow the business.

  • Define the key messages that will overcome obstacles to growth
  • Develop a calendar and tools that will assist consistent communication
  • Design surveys that will baseline and assess progress at milestones
  • Train executives and managers on the messages and tools to deliver

Executive Alignment

Executive Alignment

Step 1:

Organization Assessments

To gain executive alignment this package assesses the impacts on culture. Setting a baseline assessment for how your leadership dynamic impacts culture is essential for diagnosing issues and consistently managing change.

  • Complete organizational culture assessment and process results
  • Correlate leadership and market behaviors driving the cultural outcomes
  • Identify solutions for adapting cultural behaviors to achieve desired outcomes

Step 2:

Leadership Analytics

Kolbe Leadership Reports™ diagram areas of concern such as the inertia of too similar leadership approaches and coworker conflict. These reports provide prescriptive advice to solve organizational problems.

  • Understand leadership’s willingness to take risks
  • Define how to tap the creative process and perform at optimal levels
  • Understand where leaders and managers should use their best talents
  • Develop strategies for how to best attain strategic goals

Step 3:

Change Management Plan

The purpose of our change management plan is to integrate the anticipation of possible changes ahead with the cultural behaviors needed to design an organization that is agile and responsive to market demands.

  • Clarify the common vision and understand the stages of change
  • For each organizational strategic initiative, Identify the specific obstacles and drivers for each change stage
  • Define the activities and resources required to impact each change stage

Organization Engagement

Organization Engagement

step 1:

Missing Resources & Top Performer Analysis

The deeper levels of the Kolbe Leadership Reports™ specifically identify top performers and missing methods within the organization. This level of detail identifies the talent to advance, develop and model for the future.

  • Identify top performers and assess what drives their performance
  • Identify missing methods in key roles and identify where they can be found
  • Chart key roles needed for the future and identify existing sources of talent
  • Develop gap analysis and align to organizational structure and career paths

step 2:

Resource Development Plan

Based on the vision and change required for the future, this step maps a high-level overview of the resources need to achieve strategic growth initiatives. This process prioritizes areas for research and focus in planning.

  • Clarify the 3-year strategic initiatives for the organizational growth plan
  • Identify the resource strengths and constraints that exist for the categories of people, process, technology and the potential financial impacts
  • Gain alignment on the resource allocation priorities needed during planning

step 3:

Organization Engagement Plan

At this point, your leadership talents are shared, your vision is clear and your change requirements are outlined. It is time to start engaging the organization in strategic development and performance improvement.

  • Clarify the message about vision, change and the future resources needed
  • Add more detail and measure to the strategic initiatives
  • Design a goal calendar that details the changes needed for the future
  • Develop a pitch presentation to begin communicating the passion and plan

Questions? Let us assist: