Leadership Wisdom Mastery is our flagship offering, designed to be the foundational experience for executives and their teams committed to the ongoing journey of developing leadership wisdom. Built around a white-glove 360° assessment experience (utilizing Korn Ferry’s renowned tools), this program provides a structured pathway for self-discovery and growth in a world often filled with noise and distractions.
Through deep self-reflection and a careful integration of Emotional Intelligence (as outlined by Richard Boyatzis and Daniel Goleman), Intentional Change Theory (developed by Richard Boyatzis), and principles from The Arbinger Institute’s Outward Mindset, participants will gain the clarity needed to navigate complex challenges. Each session is crafted to enhance emotional intelligence and decision-making skills—empowering leaders to address critical decision points and build lasting, meaningful impact.
Research shows that the emotional intelligence competencies of great leadership can be cultivated through training and practice. In this program, we provide the tools and support to make that growth a reality, helping you develop a strong leadership foundation that drives sustained success.
Whether you’re an aspiring leader building your foundation or an experienced leader looking to reinforce and recalibrate existing skills, this program is designed to meet you where you are and help you grow. As you move through the program, the focus will be on practical application. By the end of the experience, you and your team will have developed realistic supporting activities that you can self-administer, with tools to work with your manager when appropriate, to continue your development beyond the program. This ensures that your growth is sustainable and integrated into your daily leadership practice.
While the program provides immediate results, it is ultimately about creating lasting change that continues to evolve throughout your leadership journey.
Prerequisites
Executive or Organizational Sponsorship
Participants should have the support and sponsorship of their organization. This ensures alignment with the organization’s goals and provides the necessary backing for the individual’s development journey.
At Least 12 Months of Concurrent Employment
To ensure participants have adequate experience within their current organizational context and relevant working experience with peers and teams, we recommend at least 12 months of concurrent employment.
Sincere Interest in Leadership Development
The program is designed for individuals committed to growth and development as leaders. A genuine, proactive interest in self-improvement, learning, and leadership development is essential for success.
Program Outline
Phase 1: The First 7 Sessions (2-3 Months)
The first phase of the program focuses on immersive learning and applying foundational leadership principles. These seven sessions are carefully designed to guide you through key stages of self-discovery, 360° feedback collection, and the creation of a personalized leadership development plan.
By the end of Phase 1, you’ll have a clear understanding of your strengths, areas for growth, and actionable leadership goals, providing a solid foundation for sustained leadership development.
Session 1
Introduce Program, Learning Agenda, and Participant Profile
Session 2
Review Participant Profile, Discuss Correlation Between Leadership and Facilitation, 360 Assessment, and How to Invite Raters to Maximize Participation and Enthusiasm
Session 3
Review Raters List and Invitation Script, Establish Rating Period, and Discuss Self-Betrayal.
Session 4
Review Invitation Process, Open Rating Period, and Discuss Liberating Yourself, Achieving Results Together, and Leadership and the Impact on Self-Betrayal.
Session 5
Discuss How to Overcome Self-Deception, Review 360 Assessment Result, and Reflect on Feedback
Session 6
Identify Target Learning Objective, Supporting Activities, Success Measurements, and Draft Learning Agenda.
Session 7
Finalize Learning Agenda, Learn to Live IT!, and Transition into Phase 2.
Phase 2: Live It! (Ongoing Support for One Year)
After completing the first seven sessions, participants will receive monthly Live It! emails for the next year. These emails will reinforce key learning points from the first phase, provide additional insights, and offer tools and resources to help participants continue applying their leadership development goals in real-world situations. Each email serves as a reminder to reflect, recalibrate, and integrate the leadership skills they’ve learned into their daily practice.
Additionally, the Live It! emails will specifically prepare participants for their 6-month and 12-month check-in calls, ensuring they stay focused on creating lasting behavioral change. These check-ins are designed to evaluate progress, reflect on achievements, and adjust learning objectives to ensure continuous improvement along the participant’s leadership journey.
Ready to Talk?
Let’s start the conversation. Share your name and email, and we’ll be happy to explore how you can create lasting change—for yourself and the people you lead.
Frequently Asked Questions
What is Emotional Intelligence (EI)?
Emotional Intelligence (EI) refers to the ability to recognize, understand, and manage your own emotions while also being able to recognize, influence, and respond effectively to the emotions of others. It includes key skills such as self-awareness, self-regulation, motivation, empathy, and social skills, which are crucial for personal and professional success.
What is a 360-degree assessment?
A 360-degree assessment is a feedback tool that gathers insights about an individual’s strengths and areas for development from multiple perspectives, including supervisors, peers, direct reports, and sometimes clients. This comprehensive approach provides a well-rounded view of an individual’s emotional intelligence and leadership capabilities.
What is the ESCI assessment?
The Emotional and Social Competency Inventory (ESCI) is a scientifically validated 360-degree assessment designed to measure emotional intelligence competencies. Developed by Daniel Goleman, Richard Boyatzis, and the Korn Ferry Institute, the ESCI helps individuals understand how their emotional and social skills impact their effectiveness in the workplace.
How can I participate?
To participate in an ESCI assessment, you typically need to sign up through a certified coach or organization. You will complete a self-assessment and invite raters to provide feedback on your emotional intelligence competencies. The results will be compiled into a report, which you can review with your coach for deeper insights and development planning.
When should I participate?
You should participate when you’re seeking to enhance your leadership skills, improve workplace relationships, or gain a deeper understanding of how your emotional intelligence affects your professional performance. It’s also beneficial before a promotion, career transition, or as part of an ongoing personal development plan.
How many raters should I nominate? And from what parts of my organization?
Nominating between 6 to 12 raters is recommended to ensure well-rounded feedback. Select individuals from various levels of your organization, including your manager, peers, direct reports, and even clients, if applicable. This diversity provides a more accurate and holistic view of your emotional intelligence.
Who should I choose as a rater?
Choose raters who work closely with you and can provide honest, constructive feedback. They should include a mix of individuals who have observed your leadership and interpersonal skills in different situations. Avoid selecting only those who will give you positive feedback; diverse perspectives will provide more valuable insights.
How do I get the best feedback from my raters?
To receive the most useful feedback, select raters who are familiar with your work and interactions. Encourage them to provide candid and thoughtful responses by emphasizing that their input will help you grow professionally.
How do I communicate with the individuals I have identified as my raters?
When inviting raters, explain the purpose of the assessment, how their feedback will help you, and reassure them that their responses are confidential. You might say:
“I’m participating in an Emotional Intelligence 360-degree assessment to better understand my strengths and areas for growth. Your honest feedback will be invaluable, and all responses are confidential. I appreciate your time and insights!”
When do my raters get access to the assessment?
Once you submit your list of raters, they will receive an email invitation to complete the assessment. The timing depends on the assessment provider, but typically, they get access shortly after you enroll and must complete it within a set deadline.
Is the rater feedback anonymous?
Yes, feedback from raters is anonymous, with the exception of your direct manager’s responses (depending on the assessment structure). The anonymity ensures that raters feel comfortable providing honest and constructive feedback.
Who determines participant selection for executive coaching, and what is the confidentiality policy?
Our executive coaching services are designed to benefit team members deemed suitable for participation by client organizations. The identities of participants, as well as the fact that they are engaged in professional development, shall remain confidential and proprietary. While we are committed to helping organizations maximize their leaders’ potential, the final determination of an individual’s suitability, eligibility, and ongoing support for development is the responsibility of the organization.
What is executive coaching?
Executive coaching is a personalized 1:1 experience designed to help leaders enhance their performance, develop key leadership skills, and navigate professional challenges. Conducted via Microsoft Teams, coaching sessions provide a confidential and supportive environment for focused development.
What is not executive coaching?
It is important to note that executive coaching is not advice-giving, psychotherapy, or counseling. Instead, our coaching services focus on helping clients clarify their values and communication styles, brainstorm ideas, set and achieve goals, support plan implementation, evaluate progress, share relevant educational insights, ask clarifying questions, make empowering requests, and hold clients accountable for their commitments.
