Alliance for Leadership Acceleration

In today's work world, diversity and inclusion are more than just buzzwords—they are essential components of a successful and innovative organization. Inclusive leadership, which actively seeks to embrace diversity and create an environment where all individuals feel valued and empowered, is critical to fostering this philosophy. Leaders who prioritize inclusion can harness the full potential of their teams, driving creativity, engagement and productivity.

The Importance Of Inclusive Leadership
A study by Bersin by Deloitte shows that inclusive and diverse companies have "2.3 times higher cash flow per employee" and smaller businesses enjoyed 13 times higher cash flow. In addition, these companies had greater readiness for change and innovation.

Inclusive leadership goes beyond the representation of different demographics within an organization. It involves creating a culture where diverse perspectives are actively sought out, respected and integrated into decision-making processes. Such leadership fosters a sense of belonging, where everyone feels valued for their unique contributions. The benefits of inclusive leadership include:

1. Enhanced Innovation: Diverse teams bring varied perspectives, leading to more creative solutions and innovations.
2. Improved Performance: Inclusive cultures see better overall performance because employees are more engaged and motivated.
3. Greater Employee Satisfaction: Inclusive workplaces tend to have higher employee satisfaction and retention rates.
4. Better Decision-Making: Diverse perspectives contribute to more comprehensive and effective decision-making processes.

How To Foster Diversity And Inclusion: A Guide For Leaders

1. Self-Reflection And Education
Inclusive leadership starts with self-awareness. Leaders must recognize their own biases and understand how these can affect their decisions and interactions. Here’s how:
• Engage In Bias Training: Participate in workshops or training sessions focused on identifying and mitigating unconscious biases.
• Seek Diverse Perspectives: Regularly engage with individuals from different backgrounds to broaden your understanding of various experiences and viewpoints.
• Commit To Continuous Learning: Stay informed by reading books and articles, as well as attending relevant seminars or conferences.

2. Cultivate An Inclusive Culture
Creating an inclusive culture requires intentional actions that promote diversity at all levels of the organization.
• Develop Inclusive Policies: Ensure your organization’s policies support diversity and inclusion, including hiring practices, promotion criteria and conflict resolution procedures.
• Promote Open Communication: Foster a culture where employees feel safe to express their ideas and concerns. This can be achieved through regular town hall meetings, cross-functional meetings, anonymous feedback channels and open-door policies.
• Celebrate Diversity: Recognize and celebrate cultural, religious and other significant events of diverse groups within your team. This shows appreciation for different backgrounds and promotes inclusiveness.

3. Diverse Hiring Practices
Building a diverse team starts with the hiring process. Implementing inclusive hiring practices can help attract a wide range of candidates.
• Broaden Recruitment Channels: Use diverse job boards, career fairs and community outreach programs to attract candidates from various backgrounds, ages and experience.
• Bias-Free Job Descriptions: Write job descriptions that are free from biased language and focus on the essential skills and qualifications needed for the role.
• Diverse Interview Panels: Assemble diverse interview panels to minimize bias and ensure a fair evaluation of candidates.

4. Provide Opportunities For Growth And Development
Inclusive leaders ensure that all employees have access to opportunities for professional growth and advancement.
• Mentorship And Sponsorship Programs: Establish mentorship and sponsorship programs that pair employees with leaders who can provide guidance, support and advocacy. Young professionals today are particularly interested in growth through mentorship.
• Training And Development: Offer training programs that focus on skill development, leadership training and other professional growth opportunities for all employees.
• Career Path Transparency: Clearly communicate potential career paths within the organization and provide the resources and support needed to achieve career goals.

5. Measurement And Accountability
To foster a truly inclusive environment, leaders must track progress and hold themselves accountable.
• Set Clear Goals: Establish specific, measurable goals related to diversity and inclusion and regularly review progress against these goals.
• Conduct Regular Surveys: Use employee surveys to gather feedback on the inclusiveness of the workplace and identify areas for improvement.
• Report On Progress: Regularly share progress reports within the organization, highlighting successes and areas where further effort is needed.

Success Stories Of Inclusive Leaders
Let's look at a few examples I've encountered in my years as an executive coach and consultant.

Case Study: High-Tech
Maria, a tech company CEO, made inclusive leadership a cornerstone of the company's culture. Recognizing the tech industry’s diversity challenges, Maria implemented comprehensive strategies to attract, retain and promote diverse talent.

• Inclusive Hiring: Maria expanded recruitment efforts to historically black colleges and universities (HBCUs) and women in tech organizations, significantly increasing the diversity of job applicants.
• Employee Resource Groups (ERGs): She established ERGs to support underrepresented groups, providing them with a platform to voice their concerns and contribute to company policies.
• Leadership Training: Maria mandated that all managers participate in inclusive leadership training, equipping them with the skills to lead diverse teams effectively.
This high-tech company saw a 25% increase in employee satisfaction and a notable boost in innovation as a result of the diverse perspectives within the team.

Case Study: Global Health Organization
Dr. Patel, a medical doctor and director of a global health organization, faced the challenge of creating a cohesive and inclusive environment in a highly diverse organization with employees from over 30 countries.

• Cultural Competency Workshops: Dr. Patel introduced mandatory cultural competency workshops to educate employees about different cultures and customs, fostering mutual respect and understanding.
• Inclusive Decision-Making: He established cross-functional and diverse teams for key projects, ensuring a wide range of perspectives were considered in decision-making processes.
• Flexible Work Policies: Recognizing the diverse needs of the team, flexible work policies, including remote work options and flexible hours, to accommodate different lifestyles and commitments were implemented.

These initiatives led to higher employee engagement, improved team collaboration and a stronger sense of community within the organization.

Final Thoughts
Inclusive leadership is not just a moral imperative but a strategic advantage in today’s business environment. By fostering diversity and inclusion, leaders unlock the full potential of their teams, driving innovation, performance and satisfaction. Through self-reflection, cultivating an inclusive culture, implementing diverse hiring practices, providing growth opportunities and maintaining accountability, leaders can create workplaces where everyone feels valued and empowered.

Let’s commit to being the inclusive leaders our teams need and deserve.

In today’s complex and rapidly evolving business environment, organizations are constantly seeking ways to improve leadership effectiveness and drive sustainable growth. As a coach or consultant, you play a pivotal role in guiding leaders and teams through this journey of transformation. But the question remains: How can you maximize your impact and deliver consistent, measurable results for your clients?

The answer lies in a powerful tool designed specifically for this purpose—the LEAP (Leadership Acceleration Program). By licensing the LEAP program, coaches and consultants are equipped with a proven, comprehensive framework that enables them to foster impactful leadership development and organizational effectiveness.

The LEAP Advantage: A Comprehensive Leadership Framework
LEAP is not just another leadership training program. It’s a holistic, research-backed approach that integrates the best practices of leadership development with practical, hands-on application. The program is built around the core principles of leadership effectiveness: clarity, communication, influence, and execution. By focusing on these areas, LEAP helps leaders, and their teams align their efforts with organizational goals, create a culture of accountability, and drive tangible business results.

As a Certified LEAP Coach, you gain access to a comprehensive curriculum that is both flexible and customizable. This allows you to tailor the program to meet the specific needs of your clients, whether they are small businesses or large corporations. The result is a more personalized, targeted approach that resonates with your clients and leads to lasting change.

Empowering Coaches with Tools and Resources
One of the key benefits of licensing the LEAP program is the wealth of resources it provides. From detailed facilitator guides to participant workbooks, assessment tools, and ongoing support, LEAP equips you with everything you need to deliver a high-impact leadership development experience.

These resources are designed to make your job easier and more effective. You don’t have to spend countless hours developing content from scratch; instead, you can focus on what you do best—coaching and consulting. The LEAP materials are crafted to ensure that every session is engaging, relevant, and actionable, helping your clients to quickly grasp and apply the concepts they learn.

Moreover, the LEAP program includes our unique “Leadership Impact Measurement” assessment, allowing you to measure the progress and impact of your interventions – LEAP or otherwise! These assessments provide valuable insights that you can share with your clients, demonstrating the return on investment in your coaching and leadership development and reinforcing your role as a trusted advisor.

Driving Transformation Through Leadership
At its core, LEAP is about transformation—transforming leaders, teams, and entire organizations. With your Certification, you become a catalyst for this transformation, guiding your clients through a process that not only enhances their leadership capabilities but also drives broader organizational change.

The impact of LEAP goes beyond individual leaders. As they grow and develop, the ripple effects are felt throughout the organization. Improved communication, stronger collaboration, and a more cohesive strategic direction are just some of the outcomes that LEAP helps to achieve. These changes lead to increased employee engagement, higher productivity, and ultimately, better business performance.

For your clients, the benefits are clear: stronger leadership leads to stronger organizations. And as a licensed LEAP coach, you are positioned to deliver these benefits consistently and effectively.

Joining the LEAP Community
When you license the LEAP program, you’re not just gaining a set of tools—you’re joining a community of like-minded professionals who are committed to making a difference. The LEAP community offers opportunities for networking, sharing best practices, and continuous learning. You’ll have access to ongoing training and development, ensuring that you stay at the forefront of leadership trends and techniques.

This sense of community is invaluable as you navigate the challenges and opportunities of your coaching or consulting practice. You’ll have the support of a network that understands the unique demands of leadership development and is dedicated to helping you succeed.

Conclusion: The Path to Impactful Leadership
Licensing the LEAP program is a strategic investment in your ability to drive impactful, lasting change for your clients. With a comprehensive framework, powerful resources, and a supportive community, LEAP empowers you to deliver exceptional results and build a reputation as a go-to expert in leadership development.

In a world where effective leadership is more critical than ever, LEAP provides the tools and structure you need to make a real difference. By guiding your clients through the LEAP program, you’re not just helping them to lead better—you’re helping them to transform their organizations and achieve their most ambitious goals.

In the ever-evolving landscape of modern business, the ability to adapt isn't just a competitive advantage; it's a necessity. As markets shift, technologies advance and global events unfold unpredictably, the demand for adaptive leadership has never been more pronounced. Adaptive leadership is the skill set that enables leaders to navigate these complexities with agility, foresight and resilience.

At the core of adaptive leadership is the understanding that change is constant and multifaceted. Effective adaptive leaders are not just reactive; they proactively seek opportunities within challenges, transforming potential obstacles into avenues for growth and innovation. Their leadership is marked by flexibility, empathy and a continuous commitment to learning and development.

The Essence Of Adaptive Leadership
Adaptive leadership requires a mindset that embraces change and uncertainty as integral components of the business environment. It involves several key practices:

1. Situational Awareness: Understanding the broader context and anticipating potential changes.

2. Emotional Intelligence: Leading with empathy and understanding the human element within the organization.

3. Resilience: Maintaining composure and effectiveness under pressure.

4. Decisiveness With Flexibility: Making informed decisions while remaining open to new information and perspectives.

5. Collaborative Problem-Solving: Engaging diverse teams to leverage a wide range of insights and solutions.

Success Stories Of Adaptive Leaders
I’ve been working with a wide range of diverse leaders for more than 25 years and have numerous examples of adaptive leadership in action. Here are three standout success stories:

Sarah: The Tech Trailblazer
Sarah, a mid-level manager in a rapidly growing tech company, faced a significant challenge when her organization decided to pivot from a traditional software model to a cloud-based service. This shift required not only a change in the company's technical infrastructure but also a transformation in the skill sets and mindsets of the entire team.

Rather than viewing this pivot as a daunting obstacle, Sarah saw it as an opportunity to innovate and lead by example. She spearheaded a comprehensive training program to upskill her team, focusing on both technical competencies and the soft skills necessary for adaptive thinking. Her approach was collaborative, involving team members in the decision-making process and encouraging them to voice their concerns and ideas.

Sarah’s leadership was instrumental in successfully navigating the transition. The company not only adapted to the new business model but also achieved a 30% increase in customer satisfaction and a significant boost in employee morale. Sarah’s ability to lead through change with empathy and strategic vision exemplifies adaptive leadership at its best.

David: The Retail Renaissance Leader
David, a regional manager for a national retail chain, faced unprecedented challenges during the Covid-19 pandemic. With physical stores closed and consumer behavior shifting dramatically toward online shopping, David needed to quickly adapt his operations to stay afloat.

Drawing on his adaptive leadership skills, David implemented a series of rapid changes. He accelerated the rollout of the company’s online sales platform, reallocated staff to support the new e-commerce focus and introduced virtual customer service training to ensure high-quality interactions in the digital space. He also maintained regular communication with his team, providing support and resources to help them adjust to the new working conditions.

Under David's leadership, his region not only survived the pandemic but emerged stronger. Online sales doubled, and customer satisfaction ratings soared. David’s ability to pivot quickly and lead with resilience and empathy turned a potential crisis into a period of growth and innovation.

Priya: The Healthcare Hero
Priya, a director in a large healthcare organization, faced the immense challenge of navigating her team through the complexities of the pandemic. The demands on healthcare workers were intense, with rapidly changing protocols and the constant threat of burnout.

Priya showed adaptive leadership by her unwavering support for her team. She implemented flexible working hours, provided mental health resources and ensured open lines of communication to address the concerns and well-being of her staff. Priya also led the charge in adopting telehealth services, quickly training her team and adapting workflows to integrate this new mode of patient care.

Priya’s adaptive strategies paid off significantly. Patient care standards remained high, and her team reported increased job satisfaction despite the stressful conditions. Priya’s ability to lead with empathy, flexibility and a forward-thinking approach ensured that both her team and patients received the best possible care during an incredibly challenging time.

Embracing Adaptive Leadership
The success stories of Sarah, David and Priya highlight the transformative power of adaptive leadership. In a world where change is the only constant, the ability to adapt swiftly and effectively is crucial. Leaders who embrace adaptive leadership not only navigate their organizations through turbulent times but also seize new opportunities for growth and innovation.

Adaptive leadership is not about having all the answers; it's about cultivating a mindset and skill set that empowers leaders to navigate uncertainty with confidence and creativity. By fostering a culture of continuous learning, collaboration and empathy, adaptive leaders can turn challenges into stepping stones for success.

As we move forward in this dynamic business landscape, the need for adaptive leadership will only grow. By investing in the development of adaptive leaders, we can build organizations that are not just resilient but also innovative and poised for long-term success.

As a coach who works with leaders, we often focus on strategy, vision and results. While these aspects are undoubtedly crucial, there is another equally important element that can make or break a leader’s success: empathy. In times of change, uncertainty and disruption, leading with empathy is not just a nice-to-have but a necessity to foster resilience, engagement and trust.
In fact, a recent study found that empathy significantly increases innovation and engagement. In this study, 61% of employees with empathetic leaders felt more innovative than those without (13%); 76% of employees with empathetic leaders reported being engaged, while only 32% of employees without empathetic leadership were engaged.

Empathy is the ability to understand and share the feelings of others. It involves putting yourself in someone else's shoes, listening with an open mind and responding with compassion and understanding. In today's fast-paced and increasingly digital world, where human connection can sometimes take a back seat to productivity and efficiency, cultivating empathy has never been more critical.

What Does It Mean To Lead With Empathy In Times Of Change?
First and foremost, it requires good old-fashioned active listening. As leaders, we must create space for our team members to voice their concerns, fears and aspirations. This means being fully present during conversations, asking probing questions and truly seeking to understand the emotions behind what is being said. By demonstrating genuine empathy through listening, we validate others' experiences and build trust that transcends hierarchical boundaries.

For example, Marcia, the CEO of a tech startup, holds regular one-on-one meetings with her team members. During these meetings, she asks open-ended questions that go beyond their work tasks and listens to their concerns, ideas and feedback without interrupting. Marcia had to learn to stop offering solutions immediately and instead listen intently, validate their concerns and collaboratively devise a plan to address issues together.

Acknowledge And Validate Employees' Feelings
Another key to leading with empathy involves acknowledging and validating emotions. Change evokes a wide range of feelings, from excitement to fear and resistance. Instead of dismissing or minimizing emotions, empathetic leaders recognize their legitimacy and provide a supportive environment for individuals to express themselves authentically.

For example, the CEO of a healthcare organization held a town hall meeting to discuss potential changes to the company's benefits package. During the meeting, several employees expressed concerns about the proposed changes impacting their families, particularly dependents who required specialized care. Instead of dismissing their concerns, he listened attentively, took notes and asked follow-up questions to ensure he understood.

He assured employees that their feedback would be taken into consideration during the decision-making process and promised to explore alternative solutions. By listening with an open mind, people felt heard, and he was able to show his commitment to understanding the concerns of his employees and finding mutually beneficial solutions.

Transparency And Honesty
During times of change, empathetic leadership also requires transparency and honesty. All too often, in times of uncertainty, I see leaders either sugarcoat the truth or withhold information to avoid causing alarm. This approach often backfires, eroding trust and credibility in the long run. In fact, the board of directors of a nonprofit organization had a major backlash from staff and donors due to the CEO’s restructuring that resulted in layoffs without any transparency in the process.

In contrast, Sarah, the CEO of a manufacturing company, gathered her leadership team to discuss a potential restructuring plan that could result in layoffs. Rather than making decisions behind closed doors and surprising employees with sudden changes, she chose to initiate a series of town hall meetings where she openly shared the company's financial challenges and the need for restructuring to ensure long-term sustainability.

Sarah encouraged employees to ask questions and express their concerns, fostering an environment of open communication and trust. Then she provided regular updates and remained transparent about the criteria used to determine who would be affected by the restructuring.

No one likes bad news, but they appreciate the honesty and transparency in the process. Empathetic leaders who share both the successes and challenges with their people while being authentic can build greater trust, foster solidarity and build greater ownership of the change process.

Support And Resources
Showing empathy in times of change may require providing support and resources to help individuals cope with change. James, a team leader at a marketing agency, noticed that one of his team members, Alex, was consistently missing deadlines and producing subpar work. Instead of reprimanding Alex, James scheduled a private meeting to discuss the issue.

During the conversation, Alex shared some personal challenges he was facing outside of work, including a family health issue and financial strain. James responded with compassion and understanding and offered support in any way he could. Together, they developed a plan to adjust deadlines and redistribute workload to alleviate some of the pressure.

By responding with compassion and understanding, James not only helped Alex overcome his challenges but also strengthened their work relationship based on trust and mutual respect. Whether through mentorship, coaching or access to mental health services, empathetic leaders prioritize the well-being of their people and invest in their personal and professional growth.

Final Thoughts
Change is often messy and rarely unfolds according to plan, so leaders need to be adaptable in their approach and celebrate progress and resilience. People respond to change differently, and empathetic leaders understand they may need to adjust their approach to support people while they navigate the change.

It’s essential to acknowledge and celebrate the small wins and milestones along the way, no matter how insignificant they may seem. By recognizing and appreciating individuals' efforts and contributions, you can reinforce a culture of positivity, optimism and resilience that fuels continued progress and success.

Leading with empathy in times of change is not just a leadership style; it is a mindset and a way of being. You can create a culture where individuals feel heard and valued amid uncertainty and disruption by prioritizing active listening, emotional validation, transparency, support, flexibility and celebration. I hope you embrace empathy and harness its transformative power to navigate change with grace, compassion and resilience.

In my previous Ferbruary 2024 article, "Navigating Leadership Trends in 2024: Insights for Consultants and Coaches," we explored the evolving landscape of leadership development and the imperative for consultants and coaches to adapt to emerging trends. As promised, I am continuing to share some insights and updates on trends for 2024. I was excited to read this article by Training Industry: "3 Data-Backed Leadership Development Trends for 2024" because of how LEAP aligns so nicely with these cutting-edge trends and research!

1. Personalization and Customization
The Training Industry article emphasizes the growing demand for personalized leadership development journeys tailored to individual needs. LEAP excels in this area by offering a flexible and customizable curriculum. Our certified coaches and consultants understand that one-size-fits-all approaches don't work in leadership development. Instead, they leverage LEAP's framework to personalize coaching sessions, workshops, and assessments to address specific leadership challenges faced by their clients.
In a rapidly changing business environment, personalization ensures that leaders receive targeted support to enhance their unique strengths and address development areas effectively. By aligning with this trend, LEAP empowers coaches to deliver impactful and tailored leadership development experiences without having to spend a ton of time creating it.

2. Data-Driven Insights and Analytics
The Training Industry article underscores the importance of leveraging data and analytics to drive leadership development strategies. At LEAP, we emphasize the use of assessments and feedback tools that provide actionable insights into leadership behaviors and competencies. Our program integrates cutting-edge, and science-based assessment technologies to gather objective data on participants' leadership styles, communication patterns, emotional intelligence, and more.
By utilizing data-driven insights, LEAP Coaches guide leaders with precision, offering evidence-based recommendations for growth and improvement. This approach ensures that leadership development efforts are targeted and measurable, leading to tangible results for both individuals and organizations.

3. Continuous Learning and Development
The Training Industry article underscores the critical importance of cultivating a "coaching culture" within organizations to drive effective leadership development and the high demand for external coaches to help create that culture. At LEAP, we recognize the transformative impact of this culture and actively nurture it among our coaches and consultants. We understand that ongoing support and development are key to sustaining this culture.

LEAP's commitment to continuous learning mirrors the industry's shift towards embracing lifelong development. We prioritize the growth of our coaches through advanced training, webinars, and peer collaboration opportunities. By empowering our network with the latest tools and insights, we ensure they deliver high-impact coaching experiences that drive sustained growth and development for leaders in today's rapidly evolving business landscape.

Connecting LEAP with Tomorrow's Leadership Needs
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As we reflect on these key trends, it's clear that LEAP is not just keeping pace with the evolution of leadership development—it's leading the way. By embracing personalization, leveraging data-driven insights, and promoting continuous learning, our program empowers coaches and consultants to address the diverse and complex challenges faced by leaders in 2024 and beyond.
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I encourage our LEAP community to continue exploring these trends, integrating new strategies into your coaching practices, and championing innovative approaches to leadership development. Together, we shape the future of leadership and drive transformative change in organizations everywhere.
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Let's navigate these exciting times with confidence and commitment to excellence. Thank you for being part of the LEAP journey!

In the fast-paced world of business, effective delegation is not just a skill – it's an art form. As I wrote several years ago in "The Fine Art of Delegation," mastering this skill can be a game-changer for managers and their teams. Let's revisit some key insights from that article and explore why delegation remains a critical leadership skill today.

Understanding Delegation: Delegation is more than just offloading tasks onto others. It's about redistributing responsibilities strategically to increase efficiency and foster growth. When done well, it empowers employees, builds bench strength, and allows managers to focus on high-value contributions.

Common Misconceptions: Managers often shy away from delegation due to misconceptions. They may believe they can do the task better themselves, fear the time investment in explaining the task, or worry about burdening their team. However, effective delegation is essential for organizational growth and employee development.

Guidelines for Successful Delegation:

1. Decide What to Delegate: Identify tasks that repeat frequently, are detail-oriented, or can generate volunteers. Delegate entire jobs rather than fragments.
2. Determine Who is Up for the Job: Assess individual strengths and match assignments accordingly. Consider both skills and growth opportunities.
3. Communicate Clearly: Set clear goals, expectations, and timelines. Explain why the employee was chosen and how the task fits into the bigger picture.
4. Monitor Progress and Provide Support: Stay accessible, offer guidance, and resist the urge to micromanage. Let employees complete tasks in their own way.
5. Give Credit and Thanks: Recognize and praise employees for their successes publicly. Consider bonuses or raises for significant achievements.

The Benefits of Delegation: Delegation isn't just about lightening the manager's workload – it's about empowering teams to thrive. When employees take on new responsibilities and learn new skills, they become more engaged and committed. Managers, in turn, build stronger, more efficient teams and enhance their own leadership capabilities.

Final Thoughts: As we celebrate 25 years in business, the importance of delegation has never been clearer. It's a cornerstone of effective leadership, driving productivity, growth, and employee satisfaction. By embracing the art of delegation, we empower our teams to excel and achieve their goals, ensuring success for years to come.
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Here's to another 25 years of empowering leadership and thriving teams! 

As we delve deeper into 2024, the landscape of leadership continues to evolve rapidly, shaped by technological advancements, societal shifts, and global challenges. In this month's newsletter, we explore the emerging trends in leadership and how our LEAP (Leadership Acceleration Program) aligns with these developments. Read on for insights and strategies for consultants to stay ahead in navigating the dynamic world of leadership. 

1. Embracing Digital Leadership: In an era defined by digital transformation, leaders must adapt to new ways of working and leading in virtual environments. From remote team management to leveraging data analytics for decision-making, digital leadership skills are in high demand. Coaches can capitalize on this trend by integrating technology-driven coaching tools and remote (or hybrid) leadership development programs into their offerings, helping leaders thrive in the digital age. LEAP made the pivot to remote learning early in 2020 and we now have more than 20 learning topics available to deliver remotely allowing many more managers to make the LEAP to leader regardless of their geographic location.  

2. Fostering Inclusive Leadership: Diversity, equity, and inclusion (DEI) have taken center stage in organizational discourse, emphasizing the importance of inclusive leadership in driving innovation and engagement. Consultants and coaches can support leaders in cultivating inclusive mindsets, facilitating courageous conversations, and embedding diversity into talent development strategies. LEAP's emphasis on empathy, authenticity, and cultural competence aligns perfectly with the principles of inclusive leadership. 

3. Nurturing Resilient Leadership: In a volatile and uncertain world, resilience has become a non-negotiable trait for leaders navigating complex challenges. Consultants can equip leaders with resilience-building techniques, such as mindfulness practices, stress management strategies, and scenario planning exercises. By integrating resilience training into leadership development programs, consultants and coaches can help leaders thrive amidst adversity and uncertainty. 

4. Elevating Purpose-Driven Leadership: Millennials and Gen Z are driving a shift towards purpose-driven leadership, seeking organizations and leaders aligned with their values and social impact goals. Coaches can guide leaders in articulating their purpose, aligning their actions with their organizational mission, and fostering a culture of purpose-driven innovation. LEAP's emphasis on values-based leadership and ethical decision-making resonates deeply with the aspirations of today's emerging leaders. We often hear our LEAP members/graduates say “I’m not only a better leader, but I’m a better person/parent/partner, as a result of going through LEAP.” 

5. Cultivating Agile Leadership: In a fast-paced and ever-changing business environment, agility has become a critical leadership competency. Consultants and coaches can help leaders develop agile mindsets, adaptability skills, and collaborative practices to navigate uncertainty and drive organizational agility. By incorporating agile methodologies and design thinking principles into leadership development initiatives, you can empower leaders to thrive in dynamic and complex environments. 

As a professional consultant and coach, it is essential to stay abreast of the latest trends and developments shaping the field of leadership. By aligning our offerings with emerging leadership trends, such as digital leadership, inclusive leadership, resilient leadership, purpose-driven leadership, and agile leadership, we can better support our clients in navigating the challenges and opportunities of the future. LEAP provides a comprehensive framework and turnkey toolkit for consultants and coaches to stay ahead in driving leadership excellence and organizational success in 2024 and beyond. 
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We’ll share more insights and updates in our next newsletter, and we welcome your feedback!  ​

In this article, we'll delve into the art of crafting an excellent strategic planning meeting. I'll share insights on turning mundane sessions into dynamic forums, where ideas flourish and goals align. Get ready to elevate your planning game!

Get the most out of a strategic planning meeting.No one gets off the hook when it comes to strategic planning. Whether you’re the leader of a for-profit business, a nonprofit, a government agency or any other type of organization, strategizing for the future comes with the job. Failing to do so can leave you vulnerable to competitors or flat-footed when changes hit your industry, the economy or the world in general.

There are many ways to go about strategic planning, and obviously much depends on what type of organization you work for, but there’s one common factor to the process: At some point, you’ve got to have a meeting. And to get the most out of a strategic planning meeting, it can’t be an impromptu affair. The more you prepare, and the more organized the proceedings, the greater the likelihood you’ll walk away with consensus and a solid action plan.

Craft an engaging agenda.Arguably, the most important part of a strategic planning meeting happens before anyone settles into a boardroom chair or fires up a videoconferencing app. That part is crafting the agenda. And the word “crafting” is key there. Like the recipe for a really good beer or bar of chocolate, your agenda should be a carefully curated list of ingredients that, when executed during the meeting, will result in an engaging, positive experience for everyone involved.

To achieve this, you’ll typically need to gather input from other members of the leadership team. If only one person dictates the terms of a strategic planning meeting, the interest and engagement levels of other attendees will likely be limited. Start planning the agenda as early as possible. Consider using a survey to gauge which aspects of your strategic plan are most critical to discuss in depth. Although doing so may sound funny, you might even want to hold a “pre-meeting meeting” to iron out the agenda.
Think of each agenda item as either a statement or a question. Statements will simply be critical information that you or another attendee needs to share. Examples might include “Here are our annual sales numbers,” or “These are the results of this consultant’s study.”

Questions need to be as specific as possible and related to the objectives of your strategic plan. You can usually spark insightful conversation by asking things such as:
• How were we able to accomplish this objective?
• Why are we struggling to accomplish this one?
• Would doing ___ enable us to gain more ground on this objective?
Generally, strategic planning meetings aren’t the ideal place for extended brainstorming. That’s an activity better suited for an organizational retreat or separate “committee-type” meetings. This doesn’t mean you should discourage attendees from sharing ideas, but you want to keep the discussion focused on the stated items.
A couple more important points about the agenda:
1. Identify who will be leading the discussion for each item; unless yours is a very small organization, ask a different person to handle each item so the meeting has a variety of voices and personalities.
2. Allocate a specific amount of time to each item; at some point, attendees’ attention will inevitably start to wander, so you want the periods to be relatively short and equal.

Master moderation.

A strategic planning meeting is an event, not unlike a concert or variety show. As such, the meeting needs to move along at a crisp pace. Even if your agenda clearly specifies a time limit for each discussion topic, don’t be surprised if the conversation starts to go off on tangents that threaten to exceed the allotted time.
Assuming you’re the one moderating the meeting, step in as necessary to redirect the discussion or even shut it down so you can move along. Naturally, doing so will entail some decisiveness and diplomacy. Always give attendees the option of sharing additional thoughts and ideas in an email (or some other appropriate way) after the meeting.
Then again, you may also encounter the opposite problem. An agenda item is brought up and the response is... crickets. In this case, you or the item’s presenter should have a short list of backup questions designed to spur conversation if necessary. Alternatively, you could move the meeting along with the knowledge that one of the other agenda items could get more discussion time.
Finally, when it comes to meeting moderation, consider outsourcing. There are consultants who specialize in running strategic planning meetings. One of these individuals can bring specialized expertise and experience to the proceedings, enabling you and your fellow leaders to focus on the content of the meeting rather than the more performative aspects of it. Naturally, you’ll need to vet an outside moderator carefully and weigh the value versus the cost. That said, I’ve heard over and over again that having an outside facilitator can be worth every penny and the value exceeds the cost.

Put in the work.If you and your leadership team are exceptionally busy (and who isn’t?), scheduling a strategic planning meeting may be difficult—and dedicating the time and energy to preparing for one is even more difficult. Yet, as mentioned, this is a critical activity for every organization. By putting the work in, you’ll get much more out of it.