Thoughtful leadership, professional, and personal development through leadership training programs
How are leaders and/or managers developed in your organization?
What competencies do you require for effective leadership?
How can you give your leaders and leadership teams the skills, knowledge, approaches, and support necessary to succeed?
With the right leadership – effective and well-developed – an organization can succeed in day-to-day operations while focusing on a strategic vision for long-term impact. Ineffective leadership can take an organization down a self-destructive path. The difference lies in whether the leaders are developed and supported to be as strong as possible. We partner with our clients to strengthen their senior managers and current and future leaders through offering customized leadership training.
Our Leadership Development practice is based on the knowledge that effective leadership requires focus and strength in three areas – understanding an organization’s systems (both internal and external); connecting with people; and understanding and developing oneself. This is our Three Faces of Leadership model.
Based on the Three Faces of Leadership model, we offer Leadership Development consultation, training, and coaching that allows individuals to identify and hone their leadership skills.
Possible training program components
Program component options include:
For more information on how to utilize today’s leadership development consulting and executive coaching for tomorrow’s leaders,
“Chatsworth Consulting Group was instrumental in helping us frame and execute a comprehensive Organizational Effectiveness (OE) strategy by providing best practices, tactical support, issues and planning framing, and specific support with critical blocks of work. Their advice was rock-solid, meaningful, and most importantly, right every time.
Robyn and Lisa complement each other well, each respectful of the other yet able to bring critical and varied perspectives to their work. They came to know New Leaders quickly and deeply, and they were highly adept at asking framing questions and in getting us to think differently than we had before. They clearly brought deep experience across HR and OE, and as a result, they were able to more creatively and effectively solve critical problems. They had strong voices and pushed us where they felt it was appropriate to do so. They were strategic and broad-minded, while understanding the need to manage details and even individuals, and they spoke with a clear confidence that was reassuring to us, particularly when we were in unchartered territories. Their firm grip on the issues and needs was remarkable, and we always felt supported. Not to mention, too, but they approach their work with a sense of humor, and in many cases, that was as important as their targeted input.
The highest compliment I can give them is that when their work with New Leaders was complete, they left us in a far better place than when they found us. I have worked with several consulting firms throughout my career and I’ve been a consultant myself. A differentiating factor for Chatsworth – for Robyn and Lisa in particular – is that they knew and understood our organization’s context. Their solutions were not off the shelf and generic – they were highly configured thoughts and insights gained from doing effective diagnostic work in many organizations for many years. Their work was targeted and valid, and enabled our work to drive organizational results. When a consulting firm or its consultants can link their work that clearly to an organization’s outcomes, they are earning every cent they charge and adding value in every way possible.”
Chip Ross, Executive Director
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