Many people think that the above question is answered simply, and it can be, but the answer is deceptive in its relative simplicity. So, let’s begin by saying in its simplest terms leadership is the symbiotic relationship between the leader and his or her followers. Thus, leaders need followers as much as followers need leaders.
When a leader says or suggests that they have something of value, that is half the battle. The other half of the battle is the follower needs to see that value and make a conscious choice to follow. When that symbiosis occurs something magical happens: both the leader and follower get something of value from the process.
You may ask at this point can leadership be learned? And the answer is yes! If leadership can’t be learned then that means that only those born with leadership skills can be effective leaders. And if that was the case, that would certainly limit the number of practicing leaders. Some leaders are certainly born with leadership skills, but to think that leadership skills are not learnable is naïve, and that way of thinking can affect how you hire, promote and communicate in your business.
The question is not if leadership skills can be learned; the more appropriate question is what is the best method of learning the concepts of leadership that will cause leadership behavior to emerge?
And, the answer is partnering with a leadership development organization that can unwind the hidden paths of leadership and present that material in a motivational, and enthusiastic way that inspires applied learning and stimulates actions.
IMI unleashes the full potential of leadership concepts and behavior and brings about change that stimulates, motivates, inspires, and delivers actionable qualities that raises morale and increases profits.
The secret lies in presenting leadership concepts in such a way that are congruent with the corporate culture. Thus, a unidimensional approach to the exploration of leadership concepts may work for some organizations, stifle others, and actually sent others back, if those concepts reverse or destroy commonly held beliefs already held by the organization.
IMI;’s approach and multiplicative efforts of leadership are enormous because as the leaders develops, so do their people.
Highly engaging leadership training provided by IMI’s talented staff will do all that and much more in developing congruency between leadership theory, practical applications, and the vision of the organization.
Sale/Sales Management Training
Intelligent motivation Inc. is dedicated to assisting salespeople and sales managers in understanding the dynamic nature and versatility necessary to operate in today’s complex world of sales.
There is no shortcut to the dynamic interpersonal nature of sales skills; there is no quick fix or one single method, thus, it is necessary to customize sales training around the exact selling cycle of each company.
Using a virtual arsenal of tools and resources revolving around sales and sales management the professional team intelligent motivation Inc. will devise a sales and sales management program that is correct for your company, your customers, and your salespeople.
By combining the goal setting (the most extraordinary behavior modification tool ever devised), with sound, psychologically researched understanding of the sales process we allow the salespeople to understand that closing the sale is the natural conclusion to any business transaction.
Many people feel as if leadership is preferred to management. And, actually, the literature over the past 25 years bears out that leadership is a preferred attribute within that of management.
One interesting thing to consider, however is the point that we need to understand that in the vast majority of careers, it is that management is the breeding ground for leadership!
Normally, great managers make great leaders; mediocre managers make only mediocre leaders, and poor managers never ascend to the rank of leader.
So, we may want to ask, if great managers make great leaders, and it is leadership that we are aspiring toward, how do we develop great managers as the starting process in developing great leaders? The answer, aside from a nurturing, supportive culture, is with great training! The better someone is trained as a manager, the better they will practice the skills of great management. And that practice of great management will lead to great leaders.
Management training has been around for decades, both good and bad management training. Sometimes it is so difficult to see the difference between the two. In many instances, the marketing material and presentation binders for both good and bad management training is spectacular. Sometimes the content of the marketing material is just as impressive. But the real question, revolves around if the material being presented has been thoroughly vetted in both its theoretical concepts and practical applications. There are so many variables that could cause management training to go awry.
And not just old material designed around a different paradigm but it may also be material that is to new.
It could be material that has not been thoroughly tested and has been sanctioned as part of the body of knowledge of management theory. So, if material is outdated or if the intellectual rigors have not made it out of the classroom and into the board room of modern corporations, no matter how good it looks it may not produce the desired results. Are you willing to gamble the profits of your organization on non-vetted management training material?
Second, even if the material is sound, the facilitator may not be. Long-winded academic types, or carnival showboats may lead to underutilization of even the most dynamically constructed material.
Third, even if it is great material with the proper facilitator, is it the training that your company needs? The goal is for the training provider to work with the company in what it needs, not sell the highest profit margin item, or what is hanging around in invertory!
You need a partner that you can trust. And, IMI is that partner! Academically vetted and business tested, IMI’s custom material and material utilized by its strategic partners offer only the best, behavioral change, management development and training material available anywhere, worldwide.
Strategic Management Training
The actual process, a series of events, is really only a piece of the larger, more expansive puzzle. Just as great a piece in the puzzle is the skill of the facilitator who will be interfacing with the executive team and melding theory, the company’s culture, and the individual personalities into a single unifying direction. Thus, the strategic management process that is as much about people, and interpersonal communication skills at the executive level, as it is about the theoretical underpinnings of strategic management.
A good Strategic Management process will drive down the Vision into definable operational goals and objectives for each functional silo to drive further down into daily actions.
IMI excels at both process AND facilitation. I will not give if there is anything at one point our unique approach involves two separate but simultaneously executed initiatives, Alignments and Depth.
The First Initiative, Alignment, Has Three Components:
1. Vision/Mission Audit
2. Values Alignment
3. Congruency Optimization
Let’s Look at Each Individually:
Vision/Mission Audit – you do a financial audit every year; perhaps several compilations or interim audits also. Human resources talks about compensation audits, and if your chief marketing officer is an academically oriented individual perhaps you have completed or at least considered a marketing audit.
But have you ever considered a Vision/Mission Audit? Probably not! The very documents that should drive all of our business behavior toward success net profit maximization are in all likelihood the documents that are developed, reside in the lobby, and on everyone’s desk, but have not been given a second thought.
The Vision/Mission audits will delve into your company’s job descriptions, physical footprint, websites, and other internal resources that may give a hint to Vision/Mission behavior. Through a series of rapid responsive executive sessions, profile analysis, and 360 degree feedbacks underlying questions will be asked so that the executive team may focus their mental abilities on the answers.
If your Vision/Mission are worthy to be hung in your lobby, then that means they need to be driving corporate behavior through a defined set of values.
Does your company have a formal set of corporate values that it endeavors to achieve daily?
Your corporate values, each their own micro mission or vision statement, should permeate from top to bottom, and dictate the direction and processes of all departments; breakdown to the person sweeping the lobby.
Through a series of guided exercises, all upper management of your organization will be asked to meet with their direct reports, who will be asked to meet with their direct reports, then to meet as a peer group, until there is enough meaningful data to compile the results and answer the question: are we living our values?
CONGRUENCY OPTIMIZATION – now that the Mission/Vision is complete, and the values have been mapped to the appropriate documents, the next step is to develop congruency between the two. Thus, drive the values down through the organizational culture so that all of the above has been infused into each employee’s behavior.Congruency optimization is like a well-oiled machine that optimizes performance and drives results.
It also prevents two errors from occurring. The first is called Mission Creep, Where the Mission Informally expands and behavior is assumed to change with the implied expansion. The second, and the opposite of Mission Creep, Is Mission Degradation. In Mission Degradation, the Mission Is informally contracted so that less is expected from each employee. Both Mission Creep and Mission Degradation can cause severe changes to corporate behavior and thus compromise profit maximization.
A FINAL NOTE – some organizations have only mission statement. Some have a vision and mission statement. Some have a vision of mission and purpose statement. If you are happy with the number of statements that are driving your businesses behavior, IMI is not here to change that. We will work with and through the current statements to assure a valid audit, value assessment and clarification, and congruency optimization.
The reason is that supervision is the only job function that has workers reporting to the. Think about it! Who do supervisors report to managers? How about the managers? Directors. And the directors? Well, vice president’s and other executives.
So, it is the supervisor that has the workers, that is, the ones doing the job, reporting to them in other words, the individual contributors.
Let’s face it, individual contributors are concerned about doing a very good job. As a matter fact, the individual contributors that you have working for you, at least the vast majority of them, want to work well. You must believe that or you would have never hired them! But the average individual contributor is interested in their own personal remuneration and will do, to the best of their ability, what they are told to do.
And that is what the supervisor has to manage. That is one of the reasons that make supervision one of the best training grounds for more advanced management and leadership positions.
But the role of supervisor is a very special one. They need to have both of the employee’s interest at heart as well as the company’s goals and strategic objectives. This is a very fine line that can work swimmingly or disastrously. It is one of the greatest reasons why the recidivism rate in supervision is greater than any other functional position in the company
If supervision is handled correctly it can increase communication effectiveness, trust, and vision congruency. If supervision fails, it could have the opposite effect.
To keep supervisors engaged, sharp, and in the game requires some very distinct training. The training must be fast-paced and quickly metabolized; grounded in theory, yet infinitely practical. Supervisors need to be engaged, challenged, and finely provoked; yet done so in a way that does not confound them in an infinite maze of unwieldy theory.
This is the value with IMI’s supervisory training! All of our supervisory training initiatives are engaging and thought-provoking yet easy to understand and apply.
With decades of experience and thousands of graduates, IMI supervisory training is the correct approach and right solution to elevate even the most seasoned supervisor as well as the novice looking to make his mark.
And this is no cookie-cutter approach to supervisory training! Since the role of every company’s supervisor is different we take the time up front to understand your supervisory needs and concerns, then find or create the exact your company and your supervisors.