Benefit 2: The Learning While Working Process…a solution designed to orchestrate a double dose of productivity–build leadership capabilities while real work is getting done.
Benefit 3: Maximizing Meeting ROI…An integrated package of services for prework, training design, and follow up that dramatically increase the actionable ideas used when meeting attendees return to their work.
Benefit 4: The Sports Performance Lens…a novel perspective for adapting talent development practices from sports teams who employ world-class practice methods and talent development processes that aren’t taught in any business school or corporate university.
To achieve elite standards, I begin by help my clients to disturb their current leadership mindset that’s calibrated to produce the kind of choices and effort that produces merely competent performance.
- “In this industry, we’re reactive by nature.”
- “I’m tied up in meetings”
- “Time caught up with me.”
- “I’m always playing catch-up.”
We unknowingly interpret ourselves into being out of control or being powerless in the face of daunting circumstances. What choices remain available? The mandate is to get work done by efficient measures like micromanaging, winging-it, multitasking, and getting urgent priorities done before vital ones. So building leadership capabilities becomes a matter of shoe-horning in random acts of training and development which only produces competent leaders, not elite ones.
How will you alter his preordained future?
So the problem isn’t really lack of time. It’s boils down to lack of mindset conducive to elite leadership development. Your leadership team must master a mindset shift that will enable them to seize upon emerging teachable moments and practice opportunities that, if you’re mindful, are there for the taking every work day.
The foundation for my work and for solving this leadership development quandary involves making a mindset shift to…
All there is at work is time to get better… as a leader.
- How to design a daily work process so your team builds leadership capabilities in the midst of real work getting done (which means during staff meetings, customer interactions, writing assignments, even during breaks between meetings).
- How to accomplish more learning and development with your team in a month than most managers do in a year
- Secrets for achieving productivity on a scale your never dreamed possible
- How to take accountability for your own leadership development so your plateaus are brief and you keep redefining your upside potential
- How to offer coaching that disturbs your coachees’ current sense of unreasonable constraints so they interpret them as manageable, flimsy, and even absurd.
- How to stop over-relying on your primary strengths that have worked in the past but render your future success impossible
- An easy-to-use translation of the 5 world-class practice regimens of elite athletes and coaches so your leaders build skill-proficiency fast and largely through self-coaching.
The rhythm to drive the Learning-While-Working Process comes from the 5Ps. Each of the 5Ps is a trigger that causes people to choose from among a number of time efficient, job-imbedded-development routines:
P1) Prepare calls for an ongoing focus on mastering basic knowledge and skills.
P2) Practice brings attention to abundant practice opportunities available in getting a day’s work done.
P3) Perform demarks game-on situations which demand bringing a second nature skill proficiency to maximize the desired results for the business.
P4) Perfect delivers a systematic protocol for assessing the strengths, weakness, in a just-completed performance plus suggestions for improving.
P5) Publicize invokes a constant reminder to share learning with other parties who can benefit.
To assess how your organization operates today in comparison to the standards of the Learning-While-Working Process, download the “Leadership Development Audit”
What if your trade association’s conference attendees register year after year because they can count on gaining extraordinary ROI?
Imagine your attendees raving to their colleagues about how your conference is designed to raise take-home value? The conference would achieve “can’t-afford-to-miss” status.
How the Maximizing Conference ROI Services Works
Before the Conference: Prework
- Work Process Audit: To assess an organization’s or industry’s work process to determine whether it is conducive for learning and development.
Benefits from Prework:
- Audience readiness. Audience members arrive in the meeting room with a deeper sense of organizational needs to address significant areas to improve even before Art gets introduced.
- In-depth customizing. As a presenter, Art Turock shapes his program content based on intimate knowledge of strengths and weaknesses in the organization’s process for developing leadership talent.
During the conference
Art consults with meeting planners beforehand to incorporate the following measures to increase ROI.
- Starting on Day 1 of the conference, audience members keep a log of actionable ideas to use back at work.
- During each break period, audience members share their actionable ideas gained from the just-completed speech, breakout, or panel session.
Art Turock’s Conference Presentation
- The Learning-While-Working Process. Art’s speech contains a description of his Learning-While-Working process to dramatically increase the number of occasions attendees will practice new behaviors back at work.
- “This-technique-really-works” endorsement gets imbedded into Art’s program. Three weeks prior to the program, Art conducts a one –hour coaching session with a well-known and well-regarded manager. During Art’s conference presentation, he’s joined on stage by the manager in a brief interview. The manager describes how using insights and strategies gleaned from the coaching session helped to produce a breakthrough performance in the days leading up to the conference.
Unique Interactive Program:
A high energy and provocative speech interspersed with how’s-this-going-to-turn-out coaching exchanges between Art and audience members. Audience members receive individual coaching and small group coaching to clarify their most valuable actionable idea from the conference and to troubleshoot likely obstacles to implementation they’ll face back at work
Video Sample: To view a sampler of this style of audience interaction, go to (Link)
After the Conference: Followup
- Detailed 15-page implementation guide.
- Senior executives/meeting planners conference call to determine their next steps to maximize meeting ROI.
- 1-year phone or e-mail followup program option to get Art’s solutions to challenges in putting actionable ideas into practice back at work.
The constraints and tradeoffs business leaders take for granted as insurmountable aren’t tolerated when sports teams leave nothing to chance in talent development.
No one has practicalized sports’ talent development practices to business realities – until now.
The Learning-While-Working process is a counter-intuitive solution that comes from adapting talent development practices from sports teams, which employ mindset shifts (or mental toughness), world-class practice methods, and elite talent development processes that aren’t taught in any business school or corporate university. When it comes to developing elite performers, sports teams out-think, out-practice, and out-learn their business counterparts.
What if you could cultivate the same three-pronged competitive advantage over your business rivals? Imagine if you could operate like a legendary coach in sports who operates with a sports performance lens which galvanizes these three interlocking roles and capabilities:
1. Mindset master. A leader whose power emanates from the mindset of a champion and who also instills the same mindset in the team.
2. Deliberate practitioner. A leader who arranges practice regimens so team members have short-lived plateaus and keep redefining their upside potential.
3. Orchestrator of elite habits. A leader who designs and executes a work process where everyone (especially upper echelon leaders) builds capabilities while real work still gets done
Iconic coaches in team sports (think of John Wooden, Nick Saban, Pat Riley, Tony LaRussa) use their player developmental process to cultivate habits that produce winning, not for one championship season but for decades.
Sports teams leave nothing to chance in developing elite athletes.
Notice how sports teams collaborate with other disciplines in a relentless commitment to improve performance.
If sports employ a second-to-none talent development process, then it’s the best field for adapting liberating models, mind-expanding beliefs, and novel best practices to develop your team of all-star leaders.