If you are like most of my clients, you are here because you are a leader. You are moving from good to great.You are brave and bold. You challenge the status quo.
You want to make a positive difference. You want to experience leadership. You want to lead well. You are looking for ways to improve your competence.
And you are committed to develop leaders in your organization. You are looking for ways to improve the ability of your managers, supervisors, and staff to get things done.
You are not just looking for another popular leadership training program, another outdoor team building activity, or another canned seminars.
You want to real positive change.
More than 90% of learning happens outside the training room. You are looking for effective interventions so you can change behaviors and shake fixed mindsets.
Learning how to become a better leader is a journey. There is no canned program that can transform leaders from good to great. Leaders have to experience their journeys, and when necessary, to walk with someone like me.
I work with my people-focus clients in defining problems, discovering opportunities, and designing solutions. I also work with consultants whose experiences I will never have because I will not be in this place forever.
You want something that works.
But not everyone knows what that something is. And in the absence of knowledge, many decision makers find training vendors who are just too willing to sell their training programs.
Are you one of those who have heard or read about competency-based learning programs? If your answer is in affirmative, you know that helping leaders become competent doesn’t begin and end in sending employees to leadership training so they become leaders.
That’s not how you build competent leaders in the workplace. Unfortunately, many managers and even workplace learning professionals do not know this.
Bad practices must stop.
Do not short-change your organization. Create more opportunities and better learning experiences for everyone.
I know. I’ve been in that situation, too. In 2006, I left the academe. I pursued my dream of becoming a professional motivational speaker. I wanted to motivate people. I wanted Filipinos to realize that they can achieve their greatest dreams.
That time, I have not yet achieved any dream I could consider big. That sounds like I didn’t have the credibility.
You are right. But that’s how all successful motivational speakers started. And I thought I will be successful in professional speaking because I have natural talents for public speaking.
Before I became a teacher, I was a campus activist, youth leader, and debater. And before that I was a seminarian.
Speaking in front of people was second nature to me. And I thought that was enough.
Since my best tools were related to speaking, during my first three years as a consultant I honed my skills both in motivational speaking and corporate training.
The turnaround for me came when I realized that speaking and training aren’t enough. Motivational speakers don’t really motivate; they just make you more dream-thirsty. Motivational speakers tell you stories that remind you how unsuccessful you are — and they offer you encouragement so you can start moving again.
And whatever you do after they delivered the speeches is up to you. You are on your own.
Corporate trainers, specially lecturers, teach you new knowledge and skills but are clueless how leaders adapt new behaviors. And you can still find many trainers who cannot explain their success measures for training.
I want to give leaders more than hope. Renewed confidence can move them. But leaders need more than confidence.
Leaders need to develop commitment and competence.
I’ve continued to grow as a leadership speaker. I gave speeches to leaders in few Asian countries. In 2009, I started my search for some frameworks and systems for developing leaders. I learned about Systems Thinking, Appreciative Inquiry, gamification, and competency modelling.
I also explored the tools of social entrepreneurs and my exploration led me to design thinking, customer experience design, 70-20-10, and the Influencer Model.
My clients gained more because of these.
Managers learned how to give persuasive presentations that generate more customers and increased income. Instead of customer service training, they started to implement customer experience management.
And more importantly, they find ways to build leadership competencies using various strategies, not just classroom training.
Big wins are also personal.
I developed skills that helped me design learning experiences which are fast, inexpensive, relevant, and engaging. I have improved my business acumen (for I can see where my clients are coming) and can easily increase my income.
That’s because I found better ways to help leaders become better leaders.
Together with my team, I help organizations develop leaders using practical, innovative, and inexpensive interventions.
Help your employees win at work. Ensure that your managers and supervisors be excellent managers and leaders. My mission is to support you so you can create solutions you need today and in the future.
Through workshops, masterclasses, online classes, and my FIRE sessions, let’s create leadership innovation together.
Everyday, you and I have chances to make a difference.