Leadership & Organization

Great leaders know that leadership isn’t a title. It’s a way of behaving that results in people actually wanting to follow you. The best leaders also actively work at instilling and modeling good leadership throughout their organization. Great leaders create a “multiplier effect” – talented individuals working together as high performance teams which creates a multiple of strong leaders throughout the organization. But developing great leaders is a formidable challenge and we assist our clients with non-traditional approaches to leadership and organizational development. We’re not organizational psychologists or organizational development experts, although we have a couple of great ones in our collaborative consulting network. We’re practical, experienced business professionals who have seen a variety of leadership successes and failures. Our experience can help guide you and your team to create the kind of organizational change and renewal that might be necessary to navigate your path to growth.

As in all of our practice areas, we work with clients on issues of Leadership and Organization in order to produce one primary result – a sustainable long-term future for your organization. Our focus in this practice area is not on training. According to a recent survey by the American Society of Training and Development (ASTD), U.S. businesses spend more than $170 billion on leadership-based curriculum with the majority of those dollars spent on “leadership training.” Our bias here is that you don’t train leaders, you develop them. It is a subtle yet important distinction lost on many companies. We favor an approach of focusing less on training while focusing more on development. Our belief is that you don’t train leaders. You coach them, mentor them, advise them, provide them a sounding board and ultimately create others in the organization who become the disciples of good leaders. Development is nuanced, contextual, collaborative, fluid, and above all else, actionable. Specifically, BDS works with you and your team to:

  • Assess gaps in leadership roles and recommend approaches for bridging the gaps.
  • Conduct interviews with owners, executives, and other employees to learn about opportunities for growth.
  • Serve as a sounding board to owners, key employees and other stakeholders.
  • Coach and mentor future leaders.
  • Assess the organization’s current structure and recommend changes as needed.
  • Develop or improve performance measurement tools.