Being a leader is difficult - you already know that.

Individual contributors and mid- to senior-level managers often ask the same question – can I be a great leader?  Interestingly, the more senior a person becomes in an organization, or the more they study leadership theory, the more they understand just how difficult consistent leadership can be.

Leaders aren’t born – they’re created


Everything is constantly changing.
The world is dynamic – nothing is fixed and certain. Leaders need to be able to set a direction for an organization while knowing the highest likelihood is that they got it wrong because they either had a biased perception of reality or the reality shifted on them.

Great teams don’t just happen.
A leader constructs a team with the balance of skills required for the situation – but the real impact comes from nurturing the team to a high potential.

There are no ready-made geniuses – the potential in people is created.
Leaders define success by others’ successes. Their influence occurs in groups and they model the way for others. They meet others’ needs and carry the burden of maintaining relationships inside and outside the organization. Leaders change the way people think about what is possible.

Leaders need to be managers too.
Having a challenging vision that will inspire people is critical for leaders. The focus on developing the future is essential, but so is delivering in the moment. Leadership without management can result in poor performance and misdirected change.

ALDP© helps leaders - at all levels – enhance confidence in their ability to create and deliver a viable future for their organization in an ever-changing environment.

ALDP© is a customizable program that provides:

Behavior awareness and the tools to manage one’s self to become the leader that they aspire to be. A person’s behavior is not a consequence of who they are – it’s an input to what they can be.

Skills to do the things that great leaders do - demystifying leadership into a set of skills that can be learned.

Team Building capabilities and a high level of confidence in one’s ability to create teams that deliver great things.


ALDP© concentrates on nine proven competencies that convert challenges into possibilities that can be delivered.

Five competencies about What Leaders Do

  • Set direction for an organization
  • Build high-performing teams
  • Manage performance
  • Structure an organization effectively
  • Nurture behaviors in self and others

Four competencies about How Leaders Lead

  • Conversations that create a future
  • Support people to achieve their highest potential
  • Create context that clarifies the boundaries of right and wrong
  • Provide the space for people to deliver results

Learning and applying the lessons of ALDP©  in an organization creates a critical balance of leaders who help groups of people:

  1. Grow their potential
  2. Capture the power of diversity by affecting positive dispositions
  3. Nurture constructive behaviors in themselves and others
  4. Understand context through a congruence of enabling messages
  5. Be credible
  6. Use organization structure changes wisely
  7. Assure delivery through effective performance management
  8. Avoid critical mistakes and unintended consequences
  9. Achieve a high level of team performance
  10. Proactively manage risks
  11. Pace the organization for success by setting priorities
  12. Create and sustain a viable future for the organization
  13. Influence and shape the system of environments within and outside of the organization


The ALDP© Program

The leadership program is unique because it’s delivered in a team environment and customized for your company’s needs.

Custom Program

  • Delivered on-site or venue of company choosing.

  • Groups of 12-16 people in teams of executives, managers, or supervisors.

  • Options for a 6-to 18-month program that our customized to meet the unique needs of the client.

Leadership learning is like snow … the longer it dwells, the deeper it sinks into the mind.

ALDP© is delivered in stages to provide time for it to “dwell” and continuous reinforcement of the leadership skills and behaviors. Stages for a 6-to 18-month program include:

Pre-work: Completion of three assessments – (1) Multi-Health Systems EQ-I Emotional Intelligence Assessment, (2) Myers-Briggs Type Indicator Assessment, and (3) SCARF Motivation Assessment.

Learning Experience: Five and one-half, eight-hour days of instruction and work-group sessions covering the nine competencies of ALDP©. Ideal sequence is Thursday/Friday sessions, weekend off, and completion following Monday/Tuesday/Wednesday/Thursday half day. At the end of instruction, the attendees are provided a copy of the book Applied Leadership Development: Nine Elements of Leadership Mastery to read as reinforcement of the ALDP©.

Assess: One week later the attendees complete the Leadership 360 Assessment which collects opinions about an attendee’s leadership abilities from a range of co-workers, managers, and direct reports, and compares it to the attendee’s self-perception.

Coaching: A month later, each participant has the first of two 60-minute one-on-one sessions with a certified coach, with special focus on learning from the EQ-I Assessment. Two months later, each participant has a follow up session with their coach to solidify an action plan and incorporate insights from the Leadership 360 Assessment.

Refresh: During month seven, the group reassembles for an eight-hour “refreshment” of the nine leadership competencies with particular emphasis on refining each attendee’s leadership action plan.

Assess and Touch-Up: Twelve months after the Learning Experience, each participant completes a second 360 Assessment to gauge progress on incorporating the leadership concepts in their day-to-day life. Between 12- 18 months, the group reassembles again for a half day “touch-up” that focuses the leadership learning on confronting 2-3 real-life issues facing the organization.