Leadership Development
Successful leaders are those who understand the value of trust and personal responsibility in the workplace. This is the core of Dr. Pace´s practice.
Effective leaders build teams/organizations by creating an environment that encourages and values trust and personal responsibility. They build the organization by incorporating these two values into their vision of the present and future which enables others to achieve their work goals. Leaders will earn respect when they invest time and attention in the “people” they work with. They no longer hear, “Why do I dislike coming to work and why don´t I like the individuals I work with?”
Dr. Pace customizes leadership development programs to enable staff at all levels to become competent leaders. The outcome of her action agenda is to have the leaders shift from ideas to action, transferring sound leadership principles via distributive learning.
Leadership development is the blending of skill and behavior. The leaders must understand themselves and others in order to foster work settings for the achievement of their goals.
The leadership development programs range from long term organizational change initiatives that leverage formal instruction, coaching and action development plans to half-to full-day workshops, and multi-day training events. (See sample Howland Change Model designed by PACEMAKER, LLC)
Leadership Development Program Components
- Assessments
Multiple tools and 360 degree assessments to measure current capacities, plus feedback and development plans to ensure performance. See products…..
- On Going Retreat/Seminars
Multi day-one day training sessions that develop skills and build knowledge and retreats are a specialty of PACEMAKER. Dr. Pace uses various associates to bring added value and to customize the retreat sessions. Her retreats are highly interactive, engaging and full of experiential fun. The research has shown that if the participants “think, do and see” it increases retention and are able to connect with the process.
- Leadership Competencies-Trust and Personal Accountability
Detailed leadership competences that align with the organization´s goals are established by PACEMAKER. Dr. Pace designs workshops and retreats that hone two skills. Trust and Personal Accountability.
Trust …is a powerful benefit for all organizations and the persons employed in those organizations. Research shows that one of the reasons individuals leave an organization is the lack of trust. Ken Blanchard in his book Leading at a Higher Level, indicates that “Bureaucratic organizations typically are close to bankruptcy in terms of trust – direct reporters do not trust managers, and managers do not trust direct reporters.” PACEMAKER includes trust in her seminars, retreats and initiatives as a top-level priority. Dr. Pace understands the energy that individuals use to protect themselves from their co-workers. The distinction is made between being trustworthy and trusting. In a “responsibility” environment (one where one takes personal responsibility) building trust is the key. As a result of extensive research, Bates and Colby found that there are four elements of trust (OARS) openness, accountability,responsibility and straightforwardness. These elements are part of Dr. Pace’s core training.
Accountability has become one of the biggest issues facing business today. Why won´t people accept responsibility for what they do?
Accountable employees are open to learning, and use their creativity and initiative to think of ways that they can improve their individual performances. So much is written about how to find the best talent, but what does an organization do to retain its talent? PACEMAKER introduces the client to a process that creates an organization where people love coming to work. The approach uses measurement tools that measure the work environment, team effectiveness and management competencies. We believe that the bottom line is that accountable employees are more productive, they stay longer and the environment remains a “NON-toxic” environment. As a result of attending the sessions the participants learn:
- What kind of organizational culture is necessary to attract and retain accountable people
- What the key factors are in creating that culture
- What to measure to know what you need to change
- What people should be accountable for