Work Effects' Revolution 360™ is based on the 4R model of transformational leadership and a 10-year meta-analysis of over 400 research models, along with decades of experience in leadership theory, practice and design.
Work Effects Key People Indicator™ allows raters to choose whom they want to provide feedback on and provides organizations with an unprecedented view into who the key influencers are (good and bad). The result is a 360 event that takes 20% of the time and provides powerful behavioral information to participants, while giving organizations insight into how knowledge is actually used to get the work done.
The Work Effects Conflict Lens™ process is about knowing thyself and listening to others. If people are willing to recognize certain behaviors, look at how they respond in conflict situations, and take corrective action if necessary, they can learn to be better employees, better managers and better leaders.
Building strategic planning that inspires organizational commitment and results, we demonstrate how to implement strategy formulation and adapt it to the specific needs of any organization. We strive to get strategic planning out of the closet and make it alive with actions.
This tool acts as a follow-up to the Work Effects' Revolution 360- or any 360 assessment- to measure and ensure the progress of leaders. This holds leaders accountable for development, all the while quantifying and recognizing successes and improvements.
The purpose of Succession Planning is to ensure leadership continuity and the sustainability of an enterprise. If done well, it also improves the organization’s overall talent pool, reduces hiring costs, cuts downtime, and reduces the opportunity cost associated with the wrong person being promoted into critical roles resulting in missed opportunities, productivity declines, and excessive turnover.
The Teaching Pros program is designed to grow an organization's internal coaching capabilities. Paul Seymour Ph.D., a partner at Work Effects, has been teaching individuals to be effective coaches at CCL since 1984. Utilizing his insights, our curriculum and support solutions reduce reliance on external coaching tailored to contextual realities of each organization.
Using organizational, interpersonal, and personal dilemmas, this intensive leadership program illustrates how leadership skills can be used to effectively reach thorough solutions. We guide leaders through challenges that have no right or wrong answer, yet still require a decision to be made, along with small group coaching to ensure collaboration and unified visions.
This four part ACES coaching regiment is used to assess transformational leaders to make long-term changes necessary to improve. Working one-on-one or in small groups, leader learn to become more self-aware, develop realistic goals, and utilize expert coaching to support them in meeting and sustaining their objectives. The ACES approach is designed to continuously Assess Challenge Engage Sustain the leader throughout their journey.