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Effective leaders inspire the best from people who are well suited for the chosen role and mission. They do not spend a lot of time on "C" players. If they can't find them a role in which they can excel, they set them free to find their own way. By definition, leaders are change agents-communicating the vision, aligning the culture, challenging assumptions, and removing obstacles, taking risks all along the way to close the vision-reality gap. In today’s businesses, change must be a constant, and so leadership is imperative, but problematic, in many organizations.

"A problem cannot be solved at the same level at which it was created."
(Albert Einstein)

Culture drives behavior. In most organizations, producers are almost assured of promotion into people leadership roles, which often trumps the need for effective team leadership. Producers have become leaders all, with predictably good, bad and ugly results.

Research suggests that effective organizational leadership and optimal productivity requires a focus on teams rather than individuals in order to leverage the unique, but limited talent set of each producer. In high-performing teams, leadership emerges, even in rigid cultures.

The root cause of systemic leadership problems, then, is cultural--where hierarchy promotes non-leaders into leadership roles, and where structures and behaviors are not well-aligned with the strategy. Given the strength of entrenched cultures, the only way to successfully promote new attitudes and behaviors, e.g., risk-taking and simplification in a high control, risk-averse culture, is to complement senior leadership changes and team-focused performance with "catalytic mechanisms.” While leadership programs may act as both a temporary energizer and sedative (we are actually doing something about this!), they can't solve leadership problems. In place of real change comes increasing cynicism and disengagement.

We help companies identify the appropriate behaviors and mechanisms that will need to be put in place to create alignment, and our assessment tools effectively measure progress.

The Center is for clients and network partners to order, administer, or view the results of assessments.
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 We have created demos of the following assessments to provide a better understanding of the benefits, the process, and the insights provided:
• Leader 360 Feedback
• Employee Engagement Survey
• Culture Assessment
Network Partners login to the Center to share insights, resources, best practices, and opportunities.
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