expansive impact for organizations
In-house leadership development
In order to grow our business, we need to grow our leaders.
A study from Gallup found that a company's productivity depends, to a high degree, on its middle managers. Specifically, this study found that managers didn't just impact the results their team members achieved, but that they explained 70% of the variance, and that no other single factor came close.
You are part of a conscious company or a high-impact organization, asking—or excited to ask—some of the following questions:
Who are our current and future leaders?
What will the leadership make-up of our organization look like in two, five, ten, and twenty years? How might this be different from the way it looks today, and how are we investing in these future leaders of our organization?
How can we invest in our people as a primary way of investing in our organization?
How can we consider leadership development not as a nice-to-have or a one-off initiative, but as a core strategic priority for the company?
Deep partnership and high impact.
Zing Collaborative works with a handful of highly committed organizations to expand the leadership capacity of your organization.
We do hard work, and we have fun along the way. We might be a great fit to work together if you resonate with the following:
You have a supportive and involved leader and/or leadership team to champion and partner around this process. Sarah typically works directly with the executive team (or a handful of key leaders within the organization) to clarify needs and determine the scope of work which will best meet these needs.
You are excited about the idea of long-term partnership. We typically work together over the course of many months and often years. Many of our most successful partnership have included multi-year programming to serve multiple groups of leaders. As your organization continues to grow and expand, so does the need for exceptional leadership. We work together to continually examine, and then meet, the needs that arise.
You believe in clarity, kindness, and continued conversation. We remain in relationship and maintain open communication along the way. We tackle obstacles and opportunities together as they arise. We share two-way feedback. We hop on the phone as needed.
JOB PERFORMANCE VS. LEADERSHIP
RESEARCH HAS FOUND THAT there is often little correlation between being effective in our jobs and being effective as leaders.
This means that intentional, focused leadership development is essential.
Through an in-house leadership development partnership, we will work to create a program that creates Expansive Impact within your organization, through meaningful, lasting, and sustainable positive shifts.
Sample program structures include:
A year-long leadership experience with monthly gatherings
An eight-month virtual experience with a mix of training, coaching, and 1:1 support
Quarterly leadership intensives for your executive or management team(s)
An in-person team experience, followed by virtual support
We will work together to determine the best fit and format for your organization. What matters most is that the work supports your goals, your vision for the future, and your leaders.
IN-HOUSE LEADERSHIP DEVELOPMENT might be a good fit for your organization if you…
Are looking ahead
At how your organization can be prepared for the future.
Have a group of talented and committed leaders
Who are excited about their own growth and development, as well as the success of the organization.
Believe IN INVESTING IN PEOPLE
As a way to invest in the individuals, and the organization.
Are experiencing
Growth, new opportunities, transition, or organizational changes.
Are, or have, A PRESIDENT, CEO, OR GROUP OF EXECUTIVE TEAM MEMBERS who fully support this work
In my experience, this has been a make or break factor for success - having a supportive, engaged CEO, president, or group of leaders who champion this work within the organization.
We are likely not a fit to work together if you do not have support for this type of work from at least one key leader within your organization, if you are looking for a quick fix, if you are hoping to bring in an outside coach to work with a “problematic employee” who has not received coaching or feedback from their direct manager, or if you would describe your organizations’s culture, or the people you’re thinking of investing in for this work, as toxic.
We work best with highly driven, heart-centered, highly impactful leaders and organizations–and with those who are excited about doing the work to get there.