Leadership Development

Dean Johnson Consulting works with our clients to ideate and develop a leadership culture that ensures a diverse and high-performing workforce that contributes to critical decision-making, innovative thinking, and organizational success.

Leadership development opportunities cultivate a culture where employees develop into high-performing leaders and teams. In our leadership programs, participants learn to develop and sharpen professional skills, perform in leadership roles, and build collaborative teams to enhance organizational results.

We help our clients:

  • Identify and cultivate present and future leaders through training, coaching, and mentoring

  • Develop leadership capacity and strategies that monitor and improve key performance indicators and business results

  • Build a business case for the value of appreciating diversity, equity, and inclusion within the organizational culture

  • Improve business practices and understanding of employees' needs and organizational priorities

  • Cultivate a high-performing workforce by providing needed resources and continuous support

  • Champion and appreciate roles played by mentors, coaches, and networks

Two women speaking at a table

Leadership Development Strategies

The success and future growth of a company are based on its leaders' abilities to develop sound strategies, identify and overcome roadblocks, and advance the next generation of talented leaders.

Effective coaches can push companies to innovate in new business directions and gain competitive edges over competitors, but they can't do this without the trust and support of employees. Having the right or wrong people in leadership positions will affect productivity, performance, and organizational loyalty.

Working with our team, companies will learn how to identify employee performance standards, strengths, and growth areas. These assessments—conducted through interviews, focus groups, and surveys—will enable the organization to cultivate aspiring leaders to manage, motivate, and support others.

Capacity Building

We help clients research and identify barriers to high-quality performance and effective teamwork. We provide leadership training and executive coaching to clients to support the growth and development of employees across functional and collaborative teams. We help organizations learn to reduce silos and increase cross-departmental communication and recognize the value of collective efforts to achieve individual, departmental, and organizational goals.

Organizations that invest in their employees’ learning, growth, and promotional development are more likely to attract and retain top talent.

Diversity, Equity, and Inclusion

We help our clients understand the importance of DEI in their company's culture by gaining the CEO’s buy-in and communication of how diversity contributes to the organization’s success. Clients learn diversity and inclusion best practices to identify and reduce biases in recruiting, hiring, and promotional opportunities within their organizations.

Sponsorship

Affinity biases are the tendency to favor someone of the same background, race, ethnicity, religion, gender, upbringing, education, etc. Commonly affecting minorities within the corporate world, this glass ceiling negatively impacts companies' diversity, equity, and inclusion efforts (DEI), decision-making, and long-term business growth.

We emphasize the importance of senior managers sponsoring junior employees from diverse backgrounds to mentor and support them in pursuing learning opportunities and obtaining career-enhancing assignments and roles.

Coaching and Mentoring

Moving into a management role or acquiring new skills can be challenging and create a significant learning curve. To set employees up for success, career coaching, and mentoring can increase their knowledge base and help them to gain the leadership skills needed to reach their full potential.

While coaching and mentoring have many overlapping characteristics, they are different. Coaching is usually a formal relationship between an individual and a trained coach, where the coach brings an outside perspective with a goal of providing confidential feedback to the individual over time. Coaching is not supervision and usually represents professional practice and challenges an individual to improve their performance. Mentoring on the other hand, is usually an informal relationship and is often nurturing and supportive of a particular need from an organizational insider. Mentors can help new employees understand the organizational culture and norms. Both are crucial in corporate leadership training. We help our clients to develop coaching and mentoring strategies.

Coaching

Coaching helps to improve an individual's mindset, skills, and navigation of the professional landscape. We believe that great leaders use coaching skills and strategies to develop employees.

Mentoring

Mentorship is guiding and supporting individuals toward reaching their full potential. Mentors often advise based on their knowledge, experience, and status within a company or organization. We help our clients establish mentoring models that work for their organization.

Networking Groups

In today's competitive business world, it's not just what you know, it's also who you know. Relationships are the cornerstone of upward mobility, opening doors and advancement opportunities within businesses across all industries.

We help our clients understand the need for professional networking groups that engage employees to develop employee resource groups and industry-related networking opportunities to improve company culture and retention.

Contact Dean Johnson Consulting to schedule a consultation. Our advisors can help elevate your company's leadership development programs and practices so the future leaders of your company are the best candidates for the job.