Leadership Coaching and Executive Development

Traditionally university and corporate training programs attempt to develop and present a teachable curriculum to help managers learn how to make good decisions, communicate well, effectively lead an organization, adapt to change and navigate other challenges facing a business owner or manager in a competitive work and business environment.

But the classroom one-size-fits-all approach to teaching these skills too frequently imparts information but no change . . . in actual acquired skills or in how one approaches working and managing challenges in the real world.

Several years ago, as an experienced management trainer, Scott Savage sensed this flaw in traditional training and development approaches. He then began shifting his focus away from the classroom and towards individualized coaching as a more effective strategy for manager development and addressing the people issues managers and executives encounter. Today he carries his experience forward in a systematic yet individualized approach to both individual and organizational development.

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.

What are Your Concerns? Let's talk about them.

608-215-4254
Scott@SavageGroup.biz
700 Rayovac Drive, Suite 201, Madison, Wisconsin 53711 and
PO Box 9 Spring Green, WI 53588

e-mail: Scott Savage