In these exciting times, leaders in business, nonprofits and government face unprecedented challenges . . . whether they are:
-'Thrown in' to sink or swim' with little transition from a technical role,
- Brought in from the outside (and another organizational culture),
- Carefully chosen and nurtured for a role as a leader,
- Or an experienced leader who for whatever reason is now 'tripping over her sword.'
. . . there is always much to learn. And people learn in different ways. Classes, coaching, on-the-job expereince, mentoring, and special projects all support the development of an organization's leaders.
Getting through to reach an individual where he is able to hear, learn and apply is the challenge of leadership development. We provide just that assessment, support and challenge, to reach leaders in the sweet spot - that place where they can develop in ways that will powerfully leverage their performance.
The following are typical of the kinds of situations faced by Scott and his clients:
Top Level Management Hire Fails to Cut the Mustard. Despite his success at his previous firm in the same industry, this newly hired executive was crashing and burning in his new role. People were seeing him as arrogant and aggressive; he was not adapting well to this new organizational culture. With Savage’s help over a period of months, this manager was able to learn new strategies and adapt his leadership style to become a valued member of the management team.
Biotech Leader Encounters Staff Performance & Motivation Lethargy. This leader recognized that the cause of the problem may not be with the staff . . . but with her own management style. Scott helped her diagnose what specific areas of her style needed alteration and helped her learn some techniques to better communicate with and influence her team.
Employee Opinion Survey Reveals Leadership Failures of General Manager. The severity of this issue was a prelude to discharge, but the company President felt morally committed to make an attempt to salvage this key manager. Savage worked with this leader to help him understand the how's and why's of his tarnished reputation with staff. He then implemented a program to improve his emotional sensitivity and communication skills which resulted in improved relations with his direct reports and contacts throughout the organization.
Hard Charging Technical VP Gets Blow-back from his Management Team. This newly arrived highly motivated technical executive was encountering strong resistance to his initiatives from his veteran management team. Savage employed a series of group and individual meetings with the VP and his senior management team to identify organizational and interpersonal barriers and then to plan and implement a program to address these barriers.
The above are just a few of the kinds of issues Scott Savage has addressed in his over twenty years of experience as a practicing manager, a management developer, an organizational consultant and as a leadership coach.
Learn how we use Individual & Organizational Assessments to assist in developing more effective people and organizations.
What's Scott been up to?
The AcuMen Men’s Group --2013
Following on our highly successful group in 2012, I am proud to announce the second running of The AcuMen Menís group: a peer learning forum for men. Learn More Here.
Trust & Organizational Development
Recently Scott co-led a discussion at a meeting of the Madison Organization Development Group. More info here.
Attended the Cape Cod Institute to learn more about accelerating change in organizations with Jerry Jellison and sharpened his advanced consulting skills with Charley and Edie Seashore.
Leadership, Teamwork & Cooperation
University of Wisconsin Law School Lawyering program on the topic of "Working With Difficult People"
GMASHRM Solo HR group on Employee Surveys
"Leadership, What are they NOT telling you" at the 2012 Business Expo/Small Business Conference in Madison WI.
Workshop for the UW-Madison School of Business, "Leader, Coach or Critic?"