Category Archives: Blog
Leadership Alliance welcomes two new consultants to our team, Carolyn Humphrey, Ph.D. and John Anderson, Ph.D. Since joining the company this past January, both John and Carolyn have been bringing their extensive and diverse experience to support our client companies … Continue reading
With the NFL draft just weeks away, clubs are getting more information than ever about prospective players, says an APA blog article by Mackenna Perry. The NFL Scouting Combine in February got a boost in 2013 from three I-O psychologists … Continue reading
Misery loves company. Everyone has a bad boss at one time or another but when it’s you, who cares about anyone else? The boss plays favorites, rarely communicates, never seems to get around to your annual review, and dumps his … Continue reading
Too much of a good thing is often not a good thing. Consider this scenario: Your recent candidate had “Above Average” or “Superior” marked for all the selected competencies on his final report. It sounds like you have a promising candidate, … Continue reading
Chip Burgh knows the importance of people in any organization. As the CEO of Levi Strauss since 2011, Burgh sought out employee input on a large scale as he worked to re-establish the brand as a front runner in the … Continue reading
What does the successful CEO profile look like? In a recent article by The Harvard Business Review, they noted a fundamental disconnect between board members’ perceptions of what constitutes a successful CEO and the true indicators that more practically result … Continue reading
As Generation Z prepares to enter the workforce, many employers are asking, “How can we prepare? What can we expect from this generation, as opposed to Millennials?” Ryan Jenkins, a columnist and speaker who helps organizations engage with younger generations … Continue reading
The underlying skills that contribute to good business judgment can be identified and learned to some degree. The leadership consulting group, DDI, recently pulled together assessments on over 15,000 high-potential leaders and determined 4 common skills on those exhibiting a … Continue reading
While the path a developing leader can be unpredictable, complex and offer different types of challenges, the one thing they have in common is experience on the job. Everyone knows that becoming a good leader takes plenty of time—to grow … Continue reading
I wouldn’t think of hiring anyone without the input of Leadership Alliance. Their assessment tests coupled with the expertise and insights of Karen and David Weller are unmatched and help me hire the right people. I didn’t listen to them once and boy, was that a mistake I won’t make again! They took the time to know our core values and guiding principles and help us hire the team players and leaders we need as we grow. They are simply The Best!
This was the first time we’ve done professional development like this for our Culture and People Development Directors, other than compliance/legal updates. I could not have been happier with how things turned out.
We originally retained Leadership Alliance to help us with our pre-employment assessments. As we found our ability to distinguish higher-caliber employees evolve, so did the opportunity to have Leadership Alliance implement ongoing talent development. As a result, their assessment and coaching techniques have provided our executives and managers the ability to grow as company leaders.
The psychologists at Leadership Alliance make executives so comfortable that they wind up sharing sensitive data that our diligence team could never have captured. We are consistently surprised by the information Leadership Alliance is able to capture. This information clarifies our understanding of what is really going on strategically and operationally inside the company, allowing us to develop deal terms that better align incentives and protect our interests.
We would never buy a company or make a key hire for a portfolio company without Leadership Alliance’s review. Their evaluation is a standard practice of our due diligence process, and our entire firm is convinced that making decisions without Norma’s insight is analogous to flying blind.
In the process of developing the Human Capital Planning System at my company, I needed a competency-based set of tools to help us determine the success factors for people in our organization and a means to align individual performance with overall company strategy and goals. Leadership Alliance introduced me to the Lominger system, and I have been thrilled ever since! I attended training at Leadership Alliance and found the facilitators to be proficient in their knowledge and use of the tools. T…
We partner with Leadership Alliance to provide our leaders with the objective information required to make effective selection and development decisions. We have been pleased with our experience working with their seasoned and highly capable staff in identifying those individuals with the highest likelihood to meet or exceed expectations.
We have been working with Leadership Alliance for several years and as partners they have dramatically enhanced our talent evaluation processes. We would not dream of hiring a key executive in our company without a thorough assessment and analysis from Leadership Alliance. From candidate assessments, executive 360 reviews, behavioral interview training, and employee development we have evolved significantly thanks to this partnership.
With the help of Leadership Alliance, we implemented a mentoring program to prepare talented employees to become high performing contributors to our organization. Leadership Alliance continues to be a valuable partner in this process. Their insightful knowledge of the mentoring process, skillfully developed and presented training workshops, and professional, responsive approach in creating mentoring partnerships helps us to capitalize on and leverage the benefits of the program as we develop the…
David Weller of Leadership Alliance expertly helped our department realize how to successfully manage peer conflict. After assessing each staff member’s personal conflict style, David provided a solid foundation of definitions and resolution tools that we could begin to use immediately. If you keep to the training, the results are quite apparent.
I have used Leadership Alliance for several team building engagements. Each time we received terrific results.
The clear-cut identification of development needs, the focus on critical competencies, and the customized feedback and coaching provided by Leadership Alliance have enabled us to concentrate our development efforts and accelerate the talent development process. I see this as a very cost-effective investment that has boosted us towards the expansion of our presence in the world area.
Leadership Alliance partnered with us to shape the foundation of our talent management, succession and leadership development strategies. They brought tools and methodologies to the table in a way that worked for our team and our culture. They spent a lot of time listening to our needs and really figuring out what the most impactful solutions would be for our leadership team.The critical differentiator that makes us a promoter of Leadership Alliance is their ability to work within the dynami…
Our Leadership Alliance consultant is an expert at calling effective upward potential in leaders. He has worked with us for eight years and has become a trusted advisor on helping us build bench strength, understand who are our high potentials and ensuring we have the right leaders in the right place at the right time. Leadership Alliance has a strong track record with our company and executives call upon our consultant for his guidance and advice.