Leadership Development Offerings - Turknett Leadership Group

Action Learning
Assessments for Development
Business Agility Manager Team Program
Career Development
CEO Coaching
Coaching Cross-Functional Teams
Coaching for Accelerated Impact
Coaching for Personal Change
Custom Leadership Curriculum Development
Customized Coaching Programs
Developing Technical Talent
Emotional Mastery & Mindfulness
Empathy
Executive Coaching
Custom Leadership Curriculum Development
Executive On-Boarding & Integration
Future of Work
Group Coaching
High Potential Development

Impact Feedback
Individual Leadership Development
Leaders as Teachers Cascading Program
Leadership Character Coaching
Leadership Character Self Journey
Leadership Development Coaching
Leadership to the Fifth level
Manager to Leader
Mentoring
New Leader Assimilation Coaching
Performance Mgt
Psychological Safety Direct Coaching Managing Leader
Resilience Coaching
ROI of Leader Development
Senior Executive Development Program
Succession Management Succession Planning
Webinar- RENEWAL: Leading Change Post Covid-19ing

The benefits of developing leaders at the managerial level go far beyond the individual – rippling throughout the organization.

– Reduce employee turnover

– Build your leadership pipeline

– Increase employee engagement

– Reduce team dysfunction

– Save hiring and other costs

This program is built on 35 years of experience, equipping managers to lead themselves, others, teams, and change.

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IDEA Certification

Assessments for Development
Custom Organizational Effectiveness Surveys
Custom Web-Based Surveys
IDEA Certification – Inclusion, Diversity, Equity in Action
Five Star DEI
Employee Engagement Survey

DEI Survey
Webinar- Stop, Look and Listen: Understanding the Biases That Make Us Human
Workplace Ensemble: Integrated Approach for Building an Inclusive and Diverse Workplace

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8 x 90-minute group coaching sessions
2 x 60-minute 1:1 coaching sessions with Laurie; dive specifically into what’s happening for YOU right now
Videos and journal prompts to keep you focused and on track
Optimize performance with best practices & tools
Guest speakers
Full support library of inspiration, articles & resources

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Assessments for Development
Business Agility Manager Team Program
Career Development
Custom Leadership Curriculum Development
Leadership Character Coaching
Leadership Character Self Journey

Leadership Development Coaching
Leadership to the Fifth level
Manager to Leader
ROI of Leader Development
Senior Executive Development Program

Assessments for Development
Business Agility Manager Team Program
Career Development
Custom Leadership Curriculum Development
Leadership Character Coaching
Leadership Character Self Journey

Leadership Development Coaching
Leadership to the Fifth level
Manager to Leader
ROI of Leader Development
Senior Executive Development Program

360 Degree Feedback
Building Leadership Character (online)
Building Strong Teams
Business Agility Manager Team Program
Business Agility Managers & Senior Leader Program
Business Agility for Executives
Coaching Cross-Functional Teams
Executive Team Development
Going First- Growing a Culture of Leadership Character
Group Coaching
HBDI Team Workshop
Impact Feedback
Leaders as Teachers Cascading Program
Leadership Character Coaching
NP Standalone Options for Organizational Development
Seminars- Impact Feedback Workshop
Seminars- MBTI Team Development
Seminars-Developing Cross-Cultural Competence
Seminars-Developing Leadership Character
Seminars-Ethical Decision making
Seminars-How top leaders negotiate
Seminars-Leading Strategic and Cultural Change

Seminars-Negotiation and Conflict Management
Senior Executive Development Program
Senior Leadership Strategic Planning and Implementation
Senior Leadership Strategy Conference
Team Assessments
Team Building
Team Building with Taste
Team Characteristics Survey
Team Development with Tools
Teams Development Workshop through everything DISC
The Teamwork Edge- Using the Power of Story to Build More Cohesive Teams
Webinar- How to Use Instrumental Stories to Build Organizational Resilience in Tough Times
Webinar- Stop, Look and Listen: Understanding the Biases That Make Us
Human
Webinar Topics
Webinar- Women Leaders: Call for Confidence
Webinar-Empathy. Always and in Uncertainty
Webinar-Personal Brand
Webinar-Psychological Safety & Stability
Women’s Executive Development

House of Culture Download

360 Degree Feedback
Action Learning
Assessment Centers
Assessment Services
Building Leadership Character (online)
Certification Program Diversity-Inclusion
Coaching for Personal Change
Creating a Culture of Accountability, Engagement, Innovation, High
Performance, and Ethical Integrity
Cultural Assessment & Change- three C’s
Custom Organizational Effectiveness Surveys
Custom Web-Based Surveys
Diagnostic Tools
Empathy
Employee Engagement Survey
Ethics & Character Culture Building
Future of Work
Going First- Growing a Culture of Leadership Character
HBDI Team Workshop
Leadership Character 360
Leadership Character Coaching
Leadership Character Self Journey
Mentoring
NP Inspire Staff Program

Psychological Safety Direct Coaching Managing Leader
Selection Assessment & Retention
Seminars-Developing Cross-Cultural Competence
Seminars-Developing Leadership Character
Seminars-Ethical Decision making
Seminars-Leading Strategic and Cultural Change
TLG House of Culture
Webinar- How to Use Instrumental Stories to Build Organizational Resilience in Tough Times
Webinar- Stop, Look and Listen: Understanding the Biases That Make Us
Human
Webinar-Empathy. Always and in Uncertainty
Webinar-Psychological Safety & Stability
Workplace Ensemble: Integrated Approach for Building an Inclusive and
Diverse Workplace

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360 Degree Feedback
Assessment Centers
Assessment Services
Assessments for Development
Assessments for Selection & Development
Building Leadership Character (online)
Building Strong Teams
Competency Modeling
Custom Organizational Effectiveness Surveys
Custom Web-Based Surveys
Diagnostic Tools
Employee Assessments
Employee Engagement Survey
E-Test for Selection
Executive Assessment
Executive Selection Assessment
Follow up 360
HBDI Team Workshop
HR Audit

Leadership Character 360
Leadership Talent Assessment
Organization Culture and Climate Surveys
Organization Effectiveness
Performance Mgt
Pre-Hire Assessment
Pre-Hire Selection
Remote Work Assessment
Retention Index
Selection Assessment & Retention
Structured Behavioral Interviews
Succession Management
Team Assessments
Team Characteristics Survey
Teams Development Workshop through everything DISC
Turknett Organizational profile TOP
Turknett Turnkey 360 Program
Validation Studies

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Agile Growth Strategies
Agile Strategy Conference
Business Agility Manager Team Program
Business Agility Managers & Senior Leader Program
Business Agility for Executives
Career Development
Coaching Cross-Functional Teams
Competency Modeling
Future of Work
HR-Leading Agile Transformation
NP Strategic Direction Program

Planning Through a Pandemic
ROI of Leader Development
Seminars-How top leaders negotiate
Senior Leadership Strategic Planning and Implementation
Senior Leadership Strategy Conference
Strategic Planning
Structured Behavioral Interviews
Succession Management
Succession Planning
Webinar- RENEWAL: Leading Change Post Covid-19

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CEO Coaching
Certification Program Diversity-Inclusion
Coaching for Accelerated Impact
Coaching for Personal Change
Emerging Leader Program
Emotional Mastery & Mindfulness
Employee Engagement Survey
E-Test for Selection
Executive Team Development
Future of Work
HBDI Team Workshop
Impact Feedback
Leaders as Teachers Cascading Program
Leadership Character Coaching
Leadership Development Coaching
Manager to Leader
Mentoring
Not-for-Profit Institute
NP Build Your Board Program
NP Inspire Staff Program
NP Interim Leadership Program
NP Optimize Program
NP Staff Development and Growth Program

NP Standalone Options for Organizational Development
NP Strategic Direction Program
NP The New Leader Fast Start Program
Organization Culture and Climate Surveys
Seminars- Impact Feedback Workshop
Seminars- MBTI Team Development
Seminars-Developing Cross-Cultural Competence
Seminars-Developing Leadership Character
Senior Executive Development Program
Strategic Planning
Structured Behavioral Interviews
Team Development with Tools
Teams Development Workshop through everything DISC
The Teamwork Edge- Using the Power of Story to Build More Cohesive Teams
Webinar- How to Use Instrumental Stories to Build Organizational Resilience in Tough Times

What are the steps in the typical coaching process? Our coaching programs include assessment, feedback, and ongoing coaching that build self-awareness, emotional intelligence, and leadership competence. All coaching integrates day to day work challenges into the process so that the work environment becomes a laboratory for growth.
What differentiates TLG from other coaching services? Our methodologies are grounded in science and backed by years of experience. We have the capability to work with both large and small companies, and we are able to deliver results in quick turn-around situations.
Why should I or my organization invest in a coach or coaching program? Whether you have obstacles to overcome, are in a new phase in your life or career, or you are at the top of your game and you want to keep your edge, everyone needs a coach. Outside perspectives are crucial to professional and personal growth.
How long will the program last? Most engagements are 6 to 8 months. Since we customize our programs to respond to the client interests and needs, our coaching can be accelerated or extended.
How often will I meet with my coach? Coaches typically meet with their clients every three to four weeks.
How long does each session usually last? Each session typically runs between 60-90 minutes.
How does TLG assess development needs? Initially, we listen and learn by talking with key stakeholders (e.g. the manager, HR, the boss).

Once the program kicks off, we conduct a battery of assessments that are indicators of strength, personality, blind spots, and other assessments that provide the coach and the client with a comprehensive overview, enabling our talented coaches to optimize the client impact.
How would you match me with a coach? We intimately understand the skills of our coaches. Our focus, therefore, is to go through a process of understanding the goals of the new client. They may be a CEO looking to build her company. They may be a high-potential who has been identified to move up the corporate ladder. Or it could be a person that needs to iron out blind spots. TLG takes the time to understand the needs by collecting data (through supervisors, HR, the client, etc.) to create the best match. Often there is a “Chemistry Call” between one or more potential TLG coaches and the prospective client.
How experienced are the TLG coaches? All of our most senior coaches have each coached over 500 executives over the last 15 years. Many of our coaches have doctorates in psychology with expertise in organizational development.
What additional development materials do you provide? We often give books or article copies to the client based on their needs. TED talks or other videos may be recommended. Coaches may be given access to a course on emotional intelligence or mindfulness as needed. There are also helpful homework forms and templates after each session that are in the notebook given to each coaches and are available online.
How do you measure coaching “success?” Our primary tool to measure results is a follow-up 360 assessment done online and/or through feedback on follow-up interviews with the manager and/or HR.
What is your pricing? Pricing is tiered and often depends on the type and the length of the engagement.
Do you have coaches for languages other than English? Yes, TLG has the capability to supply a coach who can meet any need.

What is succession planning? Succession planning is a systematic process designed to: Identify key leadership positions and hard-to-fill positions Identify the critical competencies that people in those positions require Identify new critical competencies required by strategic and business plans Prepare pool of talent and key replacements to ensure the continued ability of an organization to meet its strategic goals and supporting objectives Ensure continuity through documentation and knowledge and skill transfer – including tacit knowledge.
What does the typical succession planning process consist of? The succession planning process is complex and varies on a case by case basis. Ultimately it is important that the succession strategy is linked to the overall business model, current strategic initiatives, and future planning. The basic succession management cycle consists of: Definition of Strategy and Competencies needed for the Future Talent Review High Potential Identification Assessment and Gap Analysis Development Planning and Leadership Development
How is succession planning different from replacement planning? Replacement planning focuses solely on finding a candidate that is ready and able to fill a position immediately if someone were to leave the company for any number of reasons. While replacement planning is also important, it is different from succession planning.
Is succession planning necessary for smaller companies? Succession planning is important for companies of all sizes. In some cases, it may be even more critical for smaller companies. These organizations tend to develop habits and grow accustomed to the structure. If there is a change in personnel, it is vital that the organization is prepared and able to sustain itself. Therefore, companies of all sizes need to pay attention to potential successors.
What assessment tools are used in the succession planning process? The types of assessments used can vary depending on the level. Below are a few sample assessment tools that may be utilized: 360 Degree Feedback Hogan – Leadership Potential Hogan – Leadership Challenges Hogan – Values & Preferences Watson Glaser – Critical Thinking Life History/Leader Level interview (typically used at a higher level) Structured Behavioral Interview Home & Development Survey: assesses how likely someone is to derail based on certain qualities Learning Agility (generally used at a lower level) SHL OPQ Occupational Personality Test (typically used at the CEO level)
How do you recognize leadership potential? Markers of potential are essential for senior leadership but more difficult to develop. Criteria includes: Learning Agility - ability to learn from experience, self-reflect and grow, adapt to change, etc. Social Skills - basic social ability and emotional intelligence Demonstration of Values/Character - demonstration of the organization’s values; integrity and character Motivation to Advance - high energy, wants to move to higher levels Likelihood to Advance - ability to succeed at higher positions within a specified amount of time