Dear Corporate Leader:

Playing to win means that you give yourself every opportunity to be successful. You use what you can control to change your behavior and achieve positive results.

Playing not to lose is an approach that allows you to avoid risk in order to keep the status quo. This behavior is often rooted in a fear of failure.

My corporate clients learn how to play to win. They express relief to finally find someone who can speak their language and provide customized content in a time frame that meets the needs of their employees.

1. Lecture/seminar/keynote presentation
   Purpose — To introduce and reframe the concept of the culture of leadership.
   Audience — From the mail room to the board room.
   Possible topic — New Pictures of Leadership: Grow Your Cultural Intelligence.
   
2. Workshop of two or more days
   Purpose — Skills training or reinforcement that includes videotaping leadership situations.
   Audience — Vice presidents, directors, “Cs to Be™.”
   Possible topic — The Culture of Leadership: Navigating Your Leadership Path.
   
3. Program of different formats and coaching
   Purpose — In-depth training of staff on owning their potential as leaders and growing leadership skills with team, dyad, and individual coaching sessions.
   Audience — “Cs to Be™,” directors, supervisors with leadership potential.
   Possible topic — The Core of Leadership: Authentic Leading in the Workplace.

To design a program that fits your specific needs, please contact Leigh@LTR-NYC.com.

Research and surveys within corporations, academia, and associations have shown a strong return on investment when coaching is part of leadership development plans.

• A leader new to the job can benefit from working with a coach to understand the nuances and responsibilities of being a leader.
• A woman with her eye on the top spot can benefit from support dealing with the challenges she faces to level her playing field.
• A two-strike leader for whom coaching is the last resort can learn how to maximize the value of his expertise and modify behavior to keep his job.

• Executive — A senior vice president needs to tone down her alpha behavior to get greater buy-in from her followers and grow her organizational effectiveness.
  
• Dyad — Two executives need objective feedback on how to air and resolve the conflicts keeping them from collaborating and communicating honestly.
  
• Team — A collection of individuals need to step up to their next level of collective functioning as a cohesive unit.

To find out more about how LTR’s coaching process can clear the barriers keeping valuable talent from top-level performance, please contact Leigh@LTR-NYC.com.

Retreats are valuable opportunities for leaders to focus on topics in a stimulating environment that fosters creative brainstorming and interacting with individuals committed to a common goal.

The mission of a retreat can be to plan for an upcoming corporate milestone, develop a strategic organizational plan for the next six months, or establish guidelines for the top performance of a team.

• Collaboration on design of program.
• Location selection and coordination of details.
• Development of materials to be used at retreat.
• Communications with participants.
• Facilitation of the retreat process.
• Follow-up for sustainable results.

I wish the workshop was three and not just two days; I learned so very much from you that I can take right back to my job. — Vice president, technology division, federal government

The program covered a well-defined area of topics and inter-related them to practical workplace situations. — Vice president, financial services firm

The time in Ms. Henderson’s seminar was extremely valuable. Excellent presenter. I’m looking forward to using this information with my team. — Vice president, communications company

Seeing my behaviors translated to numbers has a positive effect on my performance. When you quantify how I act, this feedback is real. — Vice president, Wall Street firm