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释放你的潜力
变革领导力、团队和组织，实现突破性成果
我们拥有 35 多年为知名品牌打造高绩效团队的经验，其综合方法包括：
我们专注于打造高绩效、横向的团队和组织、授权领导者并推动战略协调，以实现快速的成果和长期竞争优势。
组织发展
通过量身定制的组织发展 (OD) 解决方案提升您的成功率
在格特曼发展战略公司 (GDS)，我们认识到每个组织都拥有独特的优势和未开发的潜力。
我们拥有超过 35 年与标志性品牌合作的经验，擅长根据您的特定需求和目标量身定制组织发展 (OD) 解决方案。
我们的方法首先是通过综合评估、利益相关者访谈和数据分析来协调您的组织。
我们共同制定与您的愿景产生共鸣的战略，应用推动领先公司成长和影响力的最佳实践。
期望
短期解决方案（3-6 个月）：非常适合快速见效，这些举措包括有针对性的行动，例如培养高绩效领导者 (DHPL)、冲突解决和调解、新领导者/团队同化、增强领导力风范 (ELP)、过程观察、领导力协调、利益相关者管理和决策制定，可带来立竿见影的效果。
中期项目（6个月至2年）：这些项目侧重于更大规模的目标，例如变革管理、绩效管理、文化转型、多层级协调、跨职能团队协调、高管培训、谈判准备、冲突解决和团队培训，以确保产生有影响力和持久的变革。
长期转型（2-5 年以上）：彻底改变战略、文化和运营的综合计划。这些解决方案非常适合准备接受持续改进和长期增长的组织。
我们经过验证的 OD 流程将根据您的独特需求进行量身定制，确保获得最佳结果，并旨在提供可衡量的结果。我们的每项服务都有特定的持续时间，以确保获得最佳结果。这些元素是根据您的目标定制的，使您的组织能够在当今的动态环境中适应、成长和卓越。
为什么选择我们？
我们久经考验的协作方法可确保每个解决方案都根据您的需求量身定制，以数据驱动的洞察力为后盾，并以精确和协调的方式实施。与我们合作，您不仅仅是在投资开发，而是在构建经过验证的成功路线图。
提升您的组织
让我们共同努力，创造贵公司蓬勃发展的未来。立即安排免费咨询，开始对话！
Ann Christenson -
Aimbridge
June 2023 - We have been on a significant growth journey through acquisitions and a merger. We had a transformation at the top of Aimbridge.
I love the GDS’s down-to-earth, non-theoretical, no-BS approach to organization development and change. GDS has been a great partner, resource, and ally in helping to move our organization forward. GDS does real work that gets real results.
I love the GDS’s down-to-earth, non-theoretical, no-BS approach to organization development and change. GDS has been a great partner, resource, and ally in helping to move our organization forward. GDS does real work that gets real results.
David Best - Newman's Own, Inc.
October 2022 - We’re a small company. Everyone, at every level, needs to be a leader and a doer.
The high-performance approach is the correct way to go, regardless of how you work: in the office, remotely, or in some combination of both. You get better results. Holding peers accountable, being candid, and breaking down silos is the best way to engage teams throughout the organization to achieve faster growth.
The high-performance approach is the correct way to go, regardless of how you work: in the office, remotely, or in some combination of both. You get better results. Holding peers accountable, being candid, and breaking down silos is the best way to engage teams throughout the organization to achieve faster growth.
Nathaniel Davis - Drinkworks
September 2019 - The GDS tools enable our teams to excel. GDS provides the perfect methodology for us as a cross-functional leadership team and organization to drive to higher performance. I’m spending much less time navigating issues within the team because members are better equipped to deal with these between and among themselves. We had to carefully allocate inventory, hoping it would last six months. It sold out in six weeks. That’s 30,000 pods sold! The pilot was wildly successful.
Gianni Pieraccioni - Maesa
October 2021 - We’ve moved quickly from talk to action. The company was undergoing a rapid transformation. My vision was to build a more decentralized and interdependent organization, more horizontal, and with less silo thinking and fewer lines of demarcation. Moving to the horizontal, high-performance model is essential, especially given the current new, younger generation of leaders coming up through the ranks. It takes willingness to be open, transparent, and vulnerable and the strong belief that when you build an organization of high-performance leaders you do create lasting value.
Risa Cretella- Sovos Brands
June 2021 - Millions of new consumers discovered our products for the first time and have stayed as buyers in our brand franchise.
Our greatest asset is our people, and key to maximizing the impact of our people is being highly organized around strategic priorities and being clear about who are the right people to make decisions. We have focused on embracing conflict and challenges to ensure that we work toward achieving the right outcomes for the business.
The GDS Team Development Wheel is one of my most useful tools. Progress comes from setbacks and from confronting issues. HPT enables you to get through the obstacles and come out stronger on the other side.
Our greatest asset is our people, and key to maximizing the impact of our people is being highly organized around strategic priorities and being clear about who are the right people to make decisions. We have focused on embracing conflict and challenges to ensure that we work toward achieving the right outcomes for the business.
The GDS Team Development Wheel is one of my most useful tools. Progress comes from setbacks and from confronting issues. HPT enables you to get through the obstacles and come out stronger on the other side.
Marc Speichert - GSK Consumer Healthcare
September 2018 - During my first year, I changed virtually every member of my leadership team. There’s much more enterprise-level thinking. We’re much better at putting hard issues on the table and vocalizing the issues that the team is facing. The horizontal, high-performance way of working and technology are great enablers of each other. The high-performance, horizontal approach creates a deep understanding of who you are as a leader and how best to rally the troops around you. It gives you the right toolkit to stay ahead.
Jeff Bak -
Imagine360
January 2024 - We’re getting 25- to 30-percent more done in a given quarter than we once did. There’s a greater sense of purpose to the way we approach a day, a week, a month, and a quarter. I would highly recommend GDS’ HPT journey! I would enthusiastically rehire Howard Guttman and his team.
Volker Kuhn -
Reckitt
October 2024 - We’ve significantly improved top- and bottom-line business growth, consistently delivering top-tier industry growth and profitability. The Guttman approach to coaching “in the flow” of meetings had a huge impact. It was an eye-opening experience. Our skepticism soon dissolved as we saw the magic.
Kevin Keane - American Beverage Association (ABA)
January 2025 - We are influencers. They see us leading and driving forward. They see us solving problems and scoring tough wins. The team is more willing than we were to raise issues, including ones I or they might not like to hear. This collaborative dynamic is crucial for elevating our performance to the next level. We don’t have one person running around claiming all the credit. We win as a team. This collaborative dynamic is crucial for elevating our performance to the next level.
Edgar Huber -
Nest NY
June 2024 - GDS’ HPT is a game-changer. The GDS focus on performance is crucial. We are evolving from a smaller, founder-focused business to a more significant one. Team members are much more engaged and empowered. Decision-making time is much shorter.
Suzana Kubric -
Nubank
September 2023 - The GDS HPT approach has a significant organization-wide impact. When you are at stake for one another, when you increase trust, focus on the priority issues, and manage conflict to avoid underground behavior, better results will follow. When senior leaders become high-performance players, you elevate the performance of the entire organization.
The high-performance team (HPT) process forced the team to look in the mirror.
The high-performance team (HPT) process forced the team to look in the mirror.
David Bensadoun -
Aldo Group
January 2023 - I have measurably more time than I used to. I certainly would not recommend HPT to our competitors! I don’t want them to have the HPT-level of performance. To CEOs of other companies, I would say that HPT is a way to unleash the full potential of your executive team and save time.
Liam Butterworth - GKN Automotive
June 2022 - I never have had so much time on my hands! I can now focus on company strategy, dealing with shareholders, and talent management. I like to be pragmatic, transparent, and direct. I’d recommend the GDS approach without hesitation to any senior team.
GDS came in with a very practical, hands-on, human approach and worked intimately with the team. It has made a huge difference for me, my team, and our organization.
GDS came in with a very practical, hands-on, human approach and worked intimately with the team. It has made a huge difference for me, my team, and our organization.
Dean Patras - Horizon Therapeutics
February 2022 - We have experienced rapid growth in a short period of time and have nearly doubled our number of employees.
The HPT process encourages leaders to commit to their own development and to the development of those who report to them. It creates a strong leadership backbone, which is instrumental in the sustainable success of any organization. It’s been exciting to watch leaders in the organization evolve their HPT leadership capabilities. It’s exciting to see the lights go on and our leaders grow!
The HPT process encourages leaders to commit to their own development and to the development of those who report to them. It creates a strong leadership backbone, which is instrumental in the sustainable success of any organization. It’s been exciting to watch leaders in the organization evolve their HPT leadership capabilities. It’s exciting to see the lights go on and our leaders grow!
David Swers - Glen Raven, Inc.
February 2021 - We moved from being a traditional textile company to where we are today because of our ability to adapt and adjust. I’ve become clearer and more concise in communicating the vision and strategy of the organization, along with my goals, expectations, and the tactics needed to get there. I’m much more focused and results oriented. The team has also become much more focused. We’re pushing ourselves.
Paul S. Michaels - Mars, Inc.
October 2020 - The high-performance process helps break down silos. GDS fosters honesty and truth-telling; it encourages learning agility, and inquisitiveness. The horizontal, high-performance approach sped up everything fourfold: communication, alignment, decision making, and performance.
Charlie Jacobs - Delaware North Boston Holdings
January 2020 - Our C-suite executives are all on the same page. They have the “eyes” and ability to identify the best-of-the-best talent, who can play world-class hockey, lead, and win. Early returns from the fans have been extremely positive. We’ve hit our goals! The approach that GDS took was “This is all about empowering you. If you’re open, willing, and able to bring in a professional firm like Howard Guttman’s, I’d highly recommend that you do. I’ve used other processes, and they’re nowhere near as effective.
Dr. Loren Skeist - Spellman High Voltage Electronics
March 2019 - This has been our best year by any objective measure, with 18% growth in profitable sales and steady progress in improving processes. The high-performance process improves dialogue and communication by clearing away interpersonal issues and creating a safer environment in which to give and receive feedback. These changes open the management group to new perspectives, helping them develop fresh insights.
Lisa O'Driscoll - Sovos
April 2018 - It is evident in our cross-functional, enterprise-wide mentality. I don’t see any leaders sitting around with functional hats on, thinking, “I’ll be a superstar by just focusing on my function.” You’d see a great sense of accountability and depersonalization not only in handling conflict but in how we assess progress in meeting business goals and in succeeding together as a team.
Todd Lachman - Sovos
March 2018 - High-performance, horizontal teams are a key competitive advantage.
The fundamentals of high-performance leadership are doubly important in start-ups. Accountabilities and decision-making protocols must be crystal clear; There’s no time for indecision and triangulation. The cornerstone elements of HPT [High Performance Teams] - leading horizontally and holding peers accountable - are critically important in keeping us focused and directing our energy to winning in the marketplace.
The fundamentals of high-performance leadership are doubly important in start-ups. Accountabilities and decision-making protocols must be crystal clear; There’s no time for indecision and triangulation. The cornerstone elements of HPT [High Performance Teams] - leading horizontally and holding peers accountable - are critically important in keeping us focused and directing our energy to winning in the marketplace.
Derek Hopkins - Keurig Green Mountain
November 2017 - The HPT process begins with the leader.
The horizontal high-performance journey made a fundamental difference in how we work together. We have a common language; we deal with conflict much more quickly; and there is a tight level of team alignment on goals and ways of working. This allows us to execute much faster.
The HPT process begins with the leader. It gives you a new lens dealing with hard issues, not playing underground games or being political, giving feedback, taking an enterprise view, and the like.
The horizontal high-performance journey made a fundamental difference in how we work together. We have a common language; we deal with conflict much more quickly; and there is a tight level of team alignment on goals and ways of working. This allows us to execute much faster.
The HPT process begins with the leader. It gives you a new lens dealing with hard issues, not playing underground games or being political, giving feedback, taking an enterprise view, and the like.
Paul T. Parker - Royal Caribbean Cruises, Ltd.
June 2017 - We put on more shows nightly than does Broadway. We move more people around the world than most companies. Growing the workforce in five years by 30 percent, on a base of 70,000 employees, is a tall order, one that required us to become a high-performing, horizontal team. We’re running small floating cities. It’s very complex and requires figuring out what’s relevant to all our internal and external stakeholders. The horizontal, high-performance journey has helped me to build a cohesive, focused team and organization that set priorities and remain focused on what keeps us ahead of competitors.
Mary Beth DeNooyer - Pinnacle Foods, Inc.
March 2017 - We are leaner, scrappier, less system and process driven, less bureaucratic, and more entrepreneurial. Operating horizontally won’t happen organically; you have to engineer it! That takes being deliberate about what you want to accomplish and setting aside time to make it happen. We’ve used the HPT framework as an enabler for both performance and career development. HPT has brought us a common language and framework to talk about our expectations of leaders.
Ann Christenson -
Aimbridge
June 2023 - We have been on a significant growth journey through acquisitions and a merger. We had a transformation at the top of Aimbridge.
I love the GDS’s down-to-earth, non-theoretical, no-BS approach to organization development and change. GDS has been a great partner, resource, and ally in helping to move our organization forward. GDS does real work that gets real results.
I love the GDS’s down-to-earth, non-theoretical, no-BS approach to organization development and change. GDS has been a great partner, resource, and ally in helping to move our organization forward. GDS does real work that gets real results.
David Best - Newman's Own, Inc.
October 2022 - We’re a small company. Everyone, at every level, needs to be a leader and a doer.
The high-performance approach is the correct way to go, regardless of how you work: in the office, remotely, or in some combination of both. You get better results. Holding peers accountable, being candid, and breaking down silos is the best way to engage teams throughout the organization to achieve faster growth.
The high-performance approach is the correct way to go, regardless of how you work: in the office, remotely, or in some combination of both. You get better results. Holding peers accountable, being candid, and breaking down silos is the best way to engage teams throughout the organization to achieve faster growth.
Nathaniel Davis - Drinkworks
September 2019 - The GDS tools enable our teams to excel. GDS provides the perfect methodology for us as a cross-functional leadership team and organization to drive to higher performance. I’m spending much less time navigating issues within the team because members are better equipped to deal with these between and among themselves. We had to carefully allocate inventory, hoping it would last six months. It sold out in six weeks. That’s 30,000 pods sold! The pilot was wildly successful.
Gianni Pieraccioni - Maesa
October 2021 - We’ve moved quickly from talk to action. The company was undergoing a rapid transformation. My vision was to build a more decentralized and interdependent organization, more horizontal, and with less silo thinking and fewer lines of demarcation. Moving to the horizontal, high-performance model is essential, especially given the current new, younger generation of leaders coming up through the ranks. It takes willingness to be open, transparent, and vulnerable and the strong belief that when you build an organization of high-performance leaders you do create lasting value.
Risa Cretella- Sovos Brands
June 2021 - Millions of new consumers discovered our products for the first time and have stayed as buyers in our brand franchise.
Our greatest asset is our people, and key to maximizing the impact of our people is being highly organized around strategic priorities and being clear about who are the right people to make decisions. We have focused on embracing conflict and challenges to ensure that we work toward achieving the right outcomes for the business.
The GDS Team Development Wheel is one of my most useful tools. Progress comes from setbacks and from confronting issues. HPT enables you to get through the obstacles and come out stronger on the other side.
Our greatest asset is our people, and key to maximizing the impact of our people is being highly organized around strategic priorities and being clear about who are the right people to make decisions. We have focused on embracing conflict and challenges to ensure that we work toward achieving the right outcomes for the business.
The GDS Team Development Wheel is one of my most useful tools. Progress comes from setbacks and from confronting issues. HPT enables you to get through the obstacles and come out stronger on the other side.
Marc Speichert - GSK Consumer Healthcare
September 2018 - During my first year, I changed virtually every member of my leadership team. There’s much more enterprise-level thinking. We’re much better at putting hard issues on the table and vocalizing the issues that the team is facing. The horizontal, high-performance way of working and technology are great enablers of each other. The high-performance, horizontal approach creates a deep understanding of who you are as a leader and how best to rally the troops around you. It gives you the right toolkit to stay ahead.
Jeff Bak -
Imagine360
January 2024 - We’re getting 25- to 30-percent more done in a given quarter than we once did. There’s a greater sense of purpose to the way we approach a day, a week, a month, and a quarter. I would highly recommend GDS’ HPT journey! I would enthusiastically rehire Howard Guttman and his team.
Volker Kuhn -
Reckitt
October 2024 - We’ve significantly improved top- and bottom-line business growth, consistently delivering top-tier industry growth and profitability. The Guttman approach to coaching “in the flow” of meetings had a huge impact. It was an eye-opening experience. Our skepticism soon dissolved as we saw the magic.
Kevin Keane - American Beverage Association (ABA)
January 2025 - We are influencers. They see us leading and driving forward. They see us solving problems and scoring tough wins. The team is more willing than we were to raise issues, including ones I or they might not like to hear. This collaborative dynamic is crucial for elevating our performance to the next level. We don’t have one person running around claiming all the credit. We win as a team. This collaborative dynamic is crucial for elevating our performance to the next level.
Edgar Huber -
Nest NY
June 2024 - GDS’ HPT is a game-changer. The GDS focus on performance is crucial. We are evolving from a smaller, founder-focused business to a more significant one. Team members are much more engaged and empowered. Decision-making time is much shorter.
Suzana Kubric -
Nubank
September 2023 - The GDS HPT approach has a significant organization-wide impact. When you are at stake for one another, when you increase trust, focus on the priority issues, and manage conflict to avoid underground behavior, better results will follow. When senior leaders become high-performance players, you elevate the performance of the entire organization.
The high-performance team (HPT) process forced the team to look in the mirror.
The high-performance team (HPT) process forced the team to look in the mirror.
David Bensadoun -
Aldo Group
January 2023 - I have measurably more time than I used to. I certainly would not recommend HPT to our competitors! I don’t want them to have the HPT-level of performance. To CEOs of other companies, I would say that HPT is a way to unleash the full potential of your executive team and save time.
Liam Butterworth - GKN Automotive
June 2022 - I never have had so much time on my hands! I can now focus on company strategy, dealing with shareholders, and talent management. I like to be pragmatic, transparent, and direct. I’d recommend the GDS approach without hesitation to any senior team.
GDS came in with a very practical, hands-on, human approach and worked intimately with the team. It has made a huge difference for me, my team, and our organization.
GDS came in with a very practical, hands-on, human approach and worked intimately with the team. It has made a huge difference for me, my team, and our organization.
Dean Patras - Horizon Therapeutics
February 2022 - We have experienced rapid growth in a short period of time and have nearly doubled our number of employees.
The HPT process encourages leaders to commit to their own development and to the development of those who report to them. It creates a strong leadership backbone, which is instrumental in the sustainable success of any organization. It’s been exciting to watch leaders in the organization evolve their HPT leadership capabilities. It’s exciting to see the lights go on and our leaders grow!
The HPT process encourages leaders to commit to their own development and to the development of those who report to them. It creates a strong leadership backbone, which is instrumental in the sustainable success of any organization. It’s been exciting to watch leaders in the organization evolve their HPT leadership capabilities. It’s exciting to see the lights go on and our leaders grow!
David Swers - Glen Raven, Inc.
February 2021 - We moved from being a traditional textile company to where we are today because of our ability to adapt and adjust. I’ve become clearer and more concise in communicating the vision and strategy of the organization, along with my goals, expectations, and the tactics needed to get there. I’m much more focused and results oriented. The team has also become much more focused. We’re pushing ourselves.
Paul S. Michaels - Mars, Inc.
October 2020 - The high-performance process helps break down silos. GDS fosters honesty and truth-telling; it encourages learning agility, and inquisitiveness. The horizontal, high-performance approach sped up everything fourfold: communication, alignment, decision making, and performance.
Charlie Jacobs - Delaware North Boston Holdings
January 2020 - Our C-suite executives are all on the same page. They have the “eyes” and ability to identify the best-of-the-best talent, who can play world-class hockey, lead, and win. Early returns from the fans have been extremely positive. We’ve hit our goals! The approach that GDS took was “This is all about empowering you. If you’re open, willing, and able to bring in a professional firm like Howard Guttman’s, I’d highly recommend that you do. I’ve used other processes, and they’re nowhere near as effective.
Dr. Loren Skeist - Spellman High Voltage Electronics
March 2019 - This has been our best year by any objective measure, with 18% growth in profitable sales and steady progress in improving processes. The high-performance process improves dialogue and communication by clearing away interpersonal issues and creating a safer environment in which to give and receive feedback. These changes open the management group to new perspectives, helping them develop fresh insights.
Lisa O'Driscoll - Sovos
April 2018 - It is evident in our cross-functional, enterprise-wide mentality. I don’t see any leaders sitting around with functional hats on, thinking, “I’ll be a superstar by just focusing on my function.” You’d see a great sense of accountability and depersonalization not only in handling conflict but in how we assess progress in meeting business goals and in succeeding together as a team.
Todd Lachman - Sovos
March 2018 - High-performance, horizontal teams are a key competitive advantage.
The fundamentals of high-performance leadership are doubly important in start-ups. Accountabilities and decision-making protocols must be crystal clear; There’s no time for indecision and triangulation. The cornerstone elements of HPT [High Performance Teams] - leading horizontally and holding peers accountable - are critically important in keeping us focused and directing our energy to winning in the marketplace.
The fundamentals of high-performance leadership are doubly important in start-ups. Accountabilities and decision-making protocols must be crystal clear; There’s no time for indecision and triangulation. The cornerstone elements of HPT [High Performance Teams] - leading horizontally and holding peers accountable - are critically important in keeping us focused and directing our energy to winning in the marketplace.
Derek Hopkins - Keurig Green Mountain
November 2017 - The HPT process begins with the leader.
The horizontal high-performance journey made a fundamental difference in how we work together. We have a common language; we deal with conflict much more quickly; and there is a tight level of team alignment on goals and ways of working. This allows us to execute much faster.
The HPT process begins with the leader. It gives you a new lens dealing with hard issues, not playing underground games or being political, giving feedback, taking an enterprise view, and the like.
The horizontal high-performance journey made a fundamental difference in how we work together. We have a common language; we deal with conflict much more quickly; and there is a tight level of team alignment on goals and ways of working. This allows us to execute much faster.
The HPT process begins with the leader. It gives you a new lens dealing with hard issues, not playing underground games or being political, giving feedback, taking an enterprise view, and the like.
Paul T. Parker - Royal Caribbean Cruises, Ltd.
June 2017 - We put on more shows nightly than does Broadway. We move more people around the world than most companies. Growing the workforce in five years by 30 percent, on a base of 70,000 employees, is a tall order, one that required us to become a high-performing, horizontal team. We’re running small floating cities. It’s very complex and requires figuring out what’s relevant to all our internal and external stakeholders. The horizontal, high-performance journey has helped me to build a cohesive, focused team and organization that set priorities and remain focused on what keeps us ahead of competitors.
Mary Beth DeNooyer - Pinnacle Foods, Inc.
March 2017 - We are leaner, scrappier, less system and process driven, less bureaucratic, and more entrepreneurial. Operating horizontally won’t happen organically; you have to engineer it! That takes being deliberate about what you want to accomplish and setting aside time to make it happen. We’ve used the HPT framework as an enabler for both performance and career development. HPT has brought us a common language and framework to talk about our expectations of leaders.
我们的 OD 服务包括
领导力培训
我们的领导力培训课程包括
利用量身定制的领导力培训解决方案将您的组织转变为高绩效实体
在格特曼发展战略公司 (GDS)，我们了解每个组织都拥有独特的优势和机会。
凭借三十多年的经验，我们与标志性品牌合作打造高绩效团队和组织。
我们的领导力培训课程完全可定制，旨在满足您的特定需求和目标。我们采用加速领先组织成长和影响力的最佳实践。
我们的流程首先通过综合评估、数据分析和利益相关者访谈来与您的组织愿景保持一致。
我们共同制定与您的愿望完全契合的战略。
期望
每门课程时长为 4 至 16 小时，旨在产生立竿见影的效果，包括团队建设、领导力协调、利益相关者管理、决策增强和绩效管理等有针对性的干预措施，以快速取得成果。
我们的领导力培训课程是根据您的独特需求量身定制的，以确保获得最佳效果。每门课程都旨在提供可衡量的成果，使您能够在当今充满活力的环境中适应、成长和取得成功。
为什么选择我们？
我们的协作方法可确保每个解决方案都根据您的特定需求量身定制，以数据驱动的洞察力为后盾，并以精确和协调的方式实施。通过与我们合作，您不仅仅是在投资开发，而是在构建经过验证的成功路线图。
提升您的组织
让我们共同努力，创造贵公司蓬勃发展的未来。立即安排免费咨询，开始对话！
高管发展辅导
通过高管发展培训提升你的领导力
在格特曼发展战略公司 (GDS)，我们认识到卓越的领导力是组织成功的关键。凭借与知名品牌合作超过三十年的经验，我们提供量身定制的高管发展培训，旨在提升您的领导能力并推动组织内的战略协调。
我们的高管发展培训重点关注：
组织战略和协调：确保您的领导方式与组织的使命和目标相一致。
管理和领导技能：提高您有效领导团队和做出明智决策的能力。
影响技能：培养说服和激励他人实现共同愿景的能力。
冲突解决技巧：为您提供建设性地管理和解决争端的技巧。
高管领导力风范 (ELP)：培养一种能够赢得信任和尊重的威严风范。
自我指导，赢得胜利：通过自我指导策略赋予您不断提高表现的能力。
项目实施：指导您成功执行战略计划。
建立组织支持：增强您获得各级利益相关者支持的能力。
期望
个性化辅导计划：针对您独特的优势、挑战和领导抱负的定制课程。
实践技能发展：实践练习和实际应用，以强化学习并促进直接影响。
持续支持：持续指导，以确保在动态商业环境中持续增长和适应性。
我们建议在 6 个月到 1 年的时间内安排总计 12 到 24 小时的辅导课程，平均每月 2 小时。
我们的高管培训课程完全根据您的具体需求（包括持续时间）量身定制，以确保获得最佳效果。每节课程都旨在帮助您在当今充满活力的环境中适应、领导、成长并与高绩效团队一起蓬勃发展。
为什么选择我们？
我们丰富的经验和行之有效的方法已帮助各行各业的领导者实现卓越。我们致力于提供符合贵组织战略目标的可衡量成果。
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我们的高管发展辅导课程包括
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