Our work helps individual leaders understand how their thinking drives their behaviors, determines their impact on others, and effects leadership results. Once they reach this higher level of self-understanding, we coach leaders individually and with their leadership teams to create strategies for change, measure and track progress, and implement a new, more impactful way to lead others. Take a look at our offerings below, or contact us for help finding the perfect fit for you.
Workshops
InterActive Leadership™
Our flagship program, InterActive Leadership™, is a three-day workshop in which participants learn how to identify their thought patterns (motives); the impact of those on their ability to lead; and the thought patterns of superior leaders.
Based on the pioneering research of our founder, David H. Burnham, and Harvard psychologist, Dr. David C. McClelland, BRG has identified not only how superior leaders behave, but more importantly how they think. These leaders produce a discernable thought pattern that drives and organizes their behavior. We call this the Thought → Action → Outcome Sequence™ of InterActive Power.
Participants learn how to arouse these new thoughts to meet the specific demands of today’s organizational environment: leading change, focusing on results, engaging groups and acting with emotional intelligence.
Each participant receives an individual leadership assessment based on data gathered before the workshop. The report helps participants gain a deeper understanding of their motivation and power orientation and gives them a roadmap for improving performance in their role.
Coaching sessions, included with the workshop, help participants target their learning directly to their situation and create a plan for change. Using the individualized assessment, BRG coaches help participants identify areas for developing their InterActive Power thoughts in order to improve outcomes for their specific role and organizational situation.
InterActive Influence™
InterActive Influence™ is a two day workshop which helps participants improve their ability to impact decisions and issues both within their organizations and with their clients and communities. Participants learn the mindset of influence and skills to become more influential. Each participant develops a strategic plan and commits to monitoring progress with a coaching partner after the workshop.
The Superior Leader: An Empirical Leadership Academy
This one day course may be run for as few as 50 participants and as many as 300. Participants learn about the worldwide research benchmarking superior performance, the attributes of superior leaders, and how leadership connects to performance through impact and culture. Participants engage in a self-discovery process and analyze the culture they create using established performance-correlated culture measures. Key levers for immediate performance change are identified and analyzed.
Coaching
InterActive Coaching™
InterActive Coaching™ helps leaders develop the competencies for superior performance. Coaching involves the assessment of strengths and areas for development, based on the empirical measurement of Motives and the role-specific research data on superior performers in equivalent roles. BRG coaches help leaders analyze the motive demand of the situation and develop or strengthen the motive and practice that is most likely to produce successful outcomes.
Clear and measurable goals are established in a partnership between the leader and the coach. Often, the leader’s supervisor and/or HRBP are part of this partnership, as applicable. Frequent feedback with supervisors, reports and other colleagues ensures the coaching is translated into real-world change. Our coaches work individually with every participant, helping them apply what they have learned and helping them develop the skills to coach themselves over time.
Resilience Coaching
Under typical situational demands, our neurochemistry cycles in a resilience zone. But in times of crisis, extreme situational demands produce a sustained threat state, causing diminished cognition, regression and depletion over time. BRG Resilience Coaching helps leaders learn and use the tools to break out of the threat response cycle and move from crisis to flourishing.
Developmental Assessments
Development Reports
BRG Development Reports are comprehensive assessments that use empirically-derived motive analyses and behavioral event interviews to assess the individual leader against the competencies required for their particular role. The reports include competency strengths, areas for development and a comparison of the individual to the model for superior performance. Whether used on its own, or in combination with a 360 report or survey, the Development Report is used to create a development plan centered around a coaching program to reach specific development goals.
360° Reports
We believe that coachees benefit from explicit and concrete feedback from a range of people both in establishing their goals and in evaluating where they are now and where they need to go. Typically after a preliminary discussion with the coachee and the coachee’s manager(s) and HRBP, a list of people to (be interviewed is agreed upon, ranging from 6 to 15 people, including peers, the manager(s), direct reports, and occasionally customers.
Coaching sessions, the coachee’s individual motive profile and the one-on-one interviews are confidential to the individuals involved. This ensures that responses and discussion are as authentic and honest as possible. Only goal-setting and aggregate evaluations are directly shared with other individuals involved. After the interviews, the coach prepares a report which summarizes the following:
- What the interviewees believe the coachee’s goals in terms of his/her role should be and why.
- The interviewees’ perceptions of the coachee’s current competencies and strengths around accomplishing those goals.
- The interviewees’ perceptions of the coachee’s developmental needs in relation to those goals.
This process provides rich and specific data to the coachee – and the coach – both in the formulation of the goals and in identifying areas to work on to really improve performance. This report is shared with the coachee’s manager and the HR Business Partner directly.
360° Surveys
BRG also administers online surveys about leaders that are similar to the interview-based 360 reports in that we gather the views of the people who work with the leader on a regular basis. Those surveyed include: managers, direct reports, project reports, peers, internal clients, and external clients as applicable.
The online survey typically is composed of approximately 48 multiple-choice questions and can be completed in 10-20 minutes. Responses are aggregated in the report so as to not expose any individual’s response (except for their direct manager). The survey often includes an optional section at the end where respondents can make 1-2 paragraph comments about what the leader does well; what they could do differently; and specific suggestions for their development. Those responses are similarly anonymized.
Compared to 360 interviews, the brevity of the online survey is both an attribute and a limitation. On the one hand, the views of a larger group of people can be gathered relatively easily. Because the survey can be completed at any time, scheduling a busy leader for an interview is not a factor. On the other hand, no online survey can explore questions or development areas to the depths possible in an interview.
Because the survey uses a consistent set of questions, it provides data that enables comparisons between different relationship groups (peers vs direct reports, for example) as well as comparisons between leaders and their organization or org units. However, like other BRG offerings, such comparisons are used to identify development areas – and not to simplistically rate leaders. Because the survey results are likely to create areas for further discussion and development, the survey is best used in combination with 360 interviews and a commitment to coaching and development.