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Our Philosophy

Our Philosophy

Honing great leadership requires a desire, a clear point of view, and most of all, practice, practice, practice

Companies spend a great deal of time training to improve skills, but the difference between good and great leaders is not about skill sets, toolkits and training. It is about five very specific fundamental ways of being. Five Attributes of Great Leaders are Self-Awareness, Bravery, Kindness, Innovation and Inspiration. Not surprisingly, those with a deeper understanding of these core strengths communicate, inspire and engage more effectively than others. By helping leaders reach their potential in these areas, organizations can reach their collective potential—one leader at a time.


Developing Great Leaders

Developing Great Leaders

Five attributes differentiate great leaders from the rest. Cultivating self-awareness is the first and most important step

“Yes, but can I develop self-awareness?” is a great question that comes up all the time. While it would be challenging for leaders to surpass their own natural abilities, many come nowhere near to fully realizing or maximizing what those natural abilities are. When you start with your strengths and work through the lens of the Five Attributes, you’ll understand how and where you are working to your potential, and what to do about it.


Awakening Great Leadership

What does it really take to bring out the best in your leaders? Try asking for it, but get out of the way

Asking for greatness from leaders is an often missed step. Leaders need clear expectations and do not often have them. At other times, when clear expectations have been expressed, the organization itself can get in the way and impede success. If you hire leaders for innovative and fresh thinking, are ideas met with “That won’t work here”? If you’re asking leaders to communicate transparently, are they being openly communicated with? Leaders step up when they can trust that their experience will be consistent with the experience they are being asked to create for others.


Create a Great Workplace

Lower turnover, higher engagement, stronger, better sustained performance. But how do they do it?

Great workplaces are confusing to most of us. We can plainly see that their businesses are stronger as a direct result of their cultures, but how in the world do they do it? When you get a closer look as we have, the answer becomes shockingly simple yet as challenging as it is clear. Clear values that reinforce the cultural foundation, aligned leadership teams that understand their roles in building trust throughout the organization, and transparent communication so people really know what’s coming, are the right places to start


Understanding the What, Mastering The How

Great leaders and great companies have learned that the difference between good and great lies not in the what we do, but in the how we do it.

“The What” is easy. Look over your shoulder or down the road to the closest best company to work and you’ll find a long list of “the what.” Town hall meetings, check. Weekly one-on-ones with my people, check. Value statements on the wall, check. Have a closer look though, and what you’ll see is that these are not the differentiators. What makes these practices and indeed these workplaces special is “the how” these seemingly ordinary ideas are implemented and integrated. Great workplaces and leaders have a lot to teach us, and luckily they are glad to do so.


Guided Meditations

Guided Meditations

Meditation: A proven tool and possibly the best-kept secret of some the less stressed, most successful leaders you know

What do leaders like Phil Jackson, Bill George, Marc Benioff, and companies like Google, Xerox, Texas Instruments, Apple and AstraZeneca have in common? Meditation. Companies across all industries are realizing the benefits, such as a less stressed, more focused and rested employee population, by offering meditation classes on-site. Leaders who meditate often overreact less, bring more attention to detail and have a more balanced, deliberate approach to interactions and decisions. Sound interesting? Leadership Landing can help.


Change: The Final Frontier

Change: The Final Frontier

Winning organizations easily adapt. They move like a speedboat, can stop on a dime and shift as one in a new direction

Some companies look as if they have thousands of people rowing in one direction. They’re the innovators, the mavericks, the winners. We want to know about them; we want to compete with them; sometimes we even want to be like them. We want our companies to adapt as easily as they do, because we know that when we do, we’ll outshine, outlast and outcompete everyone else. What differentiates these trendsetters, these risk-takers? Put simply, it’s their ability to change. How do they do it? Through building trust. Do you want a winning organization? Leadership Landing can help.


360 Assessment

Real feedback, real time, real development. Your Five Attributes of Great Leaders 360.

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360 Plus

The same great report and support but with personalized, individual leadership coaching.

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Team Coaching

360s and facilitation for teams that want to build trust and thrive.

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Executive Coaching

Individual 360 plus six months of executive coaching.

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Testimonials

What are leaders saying about partnering with Leadership Landing? Here are a few stories from the field.

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