We design and deliver leadership development processes that drive transformation, build essential capabilities, and support new mindsets and cultures. We think of what we do as “leadership development for transformation,” believing that development is an essential lever for advancing and sustaining major change initiatives. We work with our clients to understand their transformation objectives and the associated requirements for new competencies, mindsets, and behaviors. Then we create innovative multi-methodology processes for achieving those objectives, often combining assessment, individual and group coaching, case studies, exercises, and simulations. We also create processes explicitly designed to develop future enterprise leaders. Typically, these are based on the Seven Seismic Shifts™ Framework outlined in Michael Watkins’s Harvard Business Review article “How Managers Become Leaders,” and are designed to prepare leaders to navigate the challenging changes in their focus and skills required to move to the enterprise level. Leaders learn to move from specialist to generalist, from analyst to integrator, from tactician to strategist, from bricklayer to architect, from problem-solver to agenda-setter, from warrior to diplomat, and from supporting cast member to lead role. See the adjacent video series for more information on the Seven Seismic Shifts.