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CAPITAL LEADERSHIP ASSOCIATES, a strategic development and human resource training and development group, is the premier behavior-change, leadership development and management training group in the Gulf-South, and a leading development firm in the nation. CLA also enjoys a international development track record. Through a sophisticated network of Certified Program Facilitators nationwide, CLA is able to meet any logistics training challenge a company might have saving its clients tens of thousands of dollars in excess training expenses. Capital Leadership Associates is a nationally recognized firm for its work in "Increasing the Value of Human Capital" with its award-winning behavior change development process as a franchise of Leadership Management, International USA, Inc.. CLA specializes in management development programs in the following areas:
Productivity Improvement
Supervisory Management
Leadership Development
Effective Communication
Selling Skills And Strategies
Motivational Management
Building Dynamic Teams
Personality & Organizational Profiling
Select EEOC Workshops
Strategic Planning
Total Quality Management.
NEWS FLASH!....
LEADERSHIP MANAGEMENT INCORPORATED ANNOUNCES THE CREATION OF NEW INDUSTRY CALLED "STRATEGIC DEVELOPMENT"
"Prior to now, practitioners such as Strategic Planners, Individual & Corporate Culture Analysis Professionals, & Training & Development Specialists, all critically important facilitators of their disciplines were separate and distinct industries. Important components, but without the needed coordinatation in concert with a facilitation dynamic that would blend them all into one seemless process. LMI in collaboration with Capital Leadership Associates was the first to develop this new industry and is helping its clients achieve outstanding success enabling them to go from "mission statement" to "vision completion."
The first step in the process involves an Individual & Organizational Strategic Analysis (O.S.A.). Each executive strategic planning member is given a workbook as pre-work and given three weeks to complete it. The time-frame is such so as to allow the executive to take his/her time in completing in order to tap into the "best thinking" of each member and thereby maximize creativity. Contained in the pre-work is a Corporate Culture Analysis and a Corporate Climate Evaluation to be completed by both the executive team and the workforce. Scores are later compiled for a gap analysis to compare any significant differences between the two groups. At the end of the pre-work assignment, individual workbooks are turned in and the information compiled into a single document in a draft format for a two-day Strategic Analysis Workshop (S.A.W.).
The S.A.W. is designed to facilitate structured, informed decision-making and gain consensus as to the top, most critical success factors that should be targeted for concentrated focus in the coming year. This information is then synthesized into one cohesive executive team achievement using LMI's "Organizational Plan of Action" (O.P.A.).
In concert with the O.P.A. is an executive development process called "Effective Organizational Leadership." The latter is a series of eleven action conference meetings which can be scheduled either weekly or bi-weekly.
The final step is the Results Management System. This stage utilizes an innovative tracking software specially commissioned and developed by LMI to interface with the Strategic Development System. RMS has the capacity to comprehensively manage and report on any and all corporate projects, initiatives, activities, and goals as well as provide communication dynamics, performance evaluations, and much more. The primary purpose of the software is to give each executive the ability to generate virtual reports on any critical areas of focus deemed warranted and to come prepared to the monthly Results Management Sessions. Your Strategic Planning & Development Professional will convene and facilitate a monthly Results Management Session where executive leadership managers will bring these virtual reports on the last thirty days and look ahead to the next thirty days. The software and monthly sessions are specifically designed to drive goals to fruition and take your company from "mission statement" to "vision completion."
In summary, there are four pillars to Strategic Development:
Awareness: Corporate Culture & Climate Surveys; Personality & Occupational
Profiling.
Planning: The O.S.A., S.A.W., & O.P.A.
Development: "Effective Organzational Leadership"
Results Management: Results Management System
For an interview and a customized proposal, please contact Mark D. Campo, Strategic Planning & Human Capital Development Professional at 985-518-7653
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Capital Leadership Associates |
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Capital Leadership Associates |
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UPCOMING SHOWCASE DEVELOPMENT PROGRAMS HERE!
"Wait a minute! What's a SHOWCASE?" Showcases are a weekly series of seven to nine group conferences composed of up to eleven people from several different companies with a maximum of three participants enrolled per company. It's a way for each company enrolled to evaluate our process first hand at a low investment for in-house consideration, and at the same time, provide the development needs for the representatives enrolled. And, of course, it's a way for us to demonstrate the value of our process. "Wait, I have another question. Why am I limited to just enrolling three people?" We limit the size of the class to no more than eleven participants, purposely keeping the class small to insure quality and give everyone an opportunity to participate within a two and a half hour action conference. If there were too many people, it would go overtime. In addition, limiting the number gives other companies an opportunity to participate since the cut off is at eleven. Based upon the good results each company receives as a result of enrolling their people, we will then meet with the person who hired us to talk about training additional people on an in-house level. In-house participation begins with a minimum of six people in a class and can stretch to a maximum of eleven depending upon the size of the conference training room and/or the time allotment for the class sessions. "Why don't you use a seminar format, such as a one or two day conference?" We are a behavior change training organization. We believe that a seminar is an excellent resource of good information, and we do use it for certain specific applications. However, it is more of a teaching format than a training format. Because we don't develop our habits in one day, we are not going to change them in a one day seminar. You'll have more information than you had before, but you walk out of the seminar with the same habits, which is why our process is over several weeks rather than just a one or two day seminar. Everything in our process is on an "assign, implement, and report-on-results" type format. People are taking what they are learning during the week, and, immediately, are putting it into application. The learning process uses multi-sensory impact as all of our materials are supported word for word on audio CD or cassette. When they can't be reading in the lesson during the week, if they are in their car, they can plug in a tape. Each lesson is approximately thirty minutes in duration so it's not a marathon experience, making the lesson content easy to absorb, easy to assimilate, easy to apply. Another purpose is to insure retention of the information. As you know, it's sort of difficult to apply something you can't remember. So our first objective is retention of the information in conjunction with application. By the end of the week, they have listened to the lesson on tape at least once a day, read through the lesson two to three times with a highlighter, and completed the action exercises (the on-the-job assignments), to further reinforce retention and skills by doing. At this point, they are then prepared to discuss these ideas and concepts, plus their experiences at the next action conference. Naturally, this is one of the highlights of the training and development for that week culminating in a highly motivational group discussion where each participant is able to share the best ideas they got out of the lesson, how they applied it, and what results they saw. The interactive dialogue, the friendly peer pressure of the group, the group dynamics, the getting and giving of feedback to and from the facilitator, and across the table, with previous support of the written content by audio CD or cassette, along with the duration of the content, the sessions, and the entire process, is designed to give each participant maximum integration of the course material, maximum application of the information, and, of course, maximum results. In concert with the latter point concerning results, we immediately begin to employ a customized formula for each organization enrolled for each position which is designed to measure results and tie a specific return on investment to your development dollars. From there, we would begin to measure the actual increase in productivity as it relates to your definition of productivity for that particular area of responsibility. As you can see, a seminar would have no power to accomplish the above objectives and provide such benefits. "What courses do you offer?" There are eight basic disciplines with twelve course formats and three class formats covering personal, leadership, sales, team, communication, strategic planning, and managment development. The following is a list:
Effective Managment Development
Effective Organizational Leadership[ExecutiveDevelopment/Strategic Planning]
Effective Supervisory Management
Effective Motivational Management
Effective Personal Productivity
Effective Personal Leadership
Effective Communication
Effective Selling Strategies
Effective Personal Productivity II
Building Dynamic Teams
Effective Team Development
Selling To The Oilfield
Total Quality Management
"Do you showcase all of them?" Not usually. The ones we typically showcase are those which usually involve the most candidates. They include "Effective Personal Productivity" and "Effective Supervisory Management". Here's a list of kick off dates and places for upcoming showcases. Also listed are the current in-house programs underway: "Effective Organizational Leadership & "Organizational Plan of Action" Date: Monday, March 1, 2004 Time: 2PM - 4:30PM. Location: Houma, LA (in-house) "Effective Organizational Leadership" & "Organizational Plan of Action" Date: TBD Time: 2PM-5:30 Location: Lafayette, LA (in-house) "Effective Selling Strategies" Date: Friday, February 13, 2004 Time: 8AM - 10:30AM Location: Houston, TX (in-house) "Managing Cultural & Gender Diversity" Date: Time: 9AM - 5PM Location: "Effective Team Development" Date: Time: 9:00AM -11:30AM Location: "PROFESSIONAL TELEPHONE SELLING FOR INSIDE SALES TEAMS" Date: Mondays Time: TBD Location: In-House Client, Morgan City, LA "Effective Selling Strategies" Date: Monday, October 13, 2003 Time: 9:00AM - 11:30AM Location: Morgan City, LA (in-house) "Effective Supervisory Management" Date: Time: Location: "Attitude Is Everything" Date: Time: Location: Lafayette, LA "Strategic Analysis Workshop" Date: TBD Time: 8AM - 5PM Location: Executive Retreat "Strategic Analysis Workshop" Date: TBD Time: 8AM -5PM Location: Executive Retreat "The Dynamics of Leadership" Date: (TBD) Time: 3 DAY PROCESS - 8AM - 5PM Location: In-House Client, Houston, TX "The Dynamics of Leadership" Date: March, 2004 Time: 3 DAY PROCESS - 8AM - 5PM Location: In-House Client, Houston, TX "Effective Selling Strategies" Date: MARCH, 2004 Time: 9:00AM - 11:30AM Location: In-House Client, Houston, TX "Effective Supervisory Management" Date: March, 2004 Time: TBD Location: In-House Client, Houston, TX "The Dynamics of Effective Personal Performance" Date: Time: 4:00 - 6:30 PM Location: "Effective Supervisory Management" Date: Time: 4:00PM - 6:30 PM Location: "The Dynamics of Leadership" Dates: Time: 8AM-5PM Location: "Strategic Analysis Workshop" Date: TBD Time: 8AM-5PM Location: Executive Retreat "Effective Organizational Leadership" Date: Tuesday in November, 2004 Time: 9AM - NOON Location: In-House Client, Lafayette, LA "Mastering The Art of Selling" Date: TBA Time: TBA Location: In-House Program, Lafayette, LA A Brand New Course, Selling To The Oilfield using "Effective Selling Strategies" just graduated three In-House Programs with astounding results for improving oilfield sales in a soft market. In addition, CLA will be launching another new program expected to be available by the fall of 2004 called "Building Dynamic Teams" Other workshops offered by CLA include customized programs in the following areas:
"The Dynamics of Positive Communication"
"The Dynamics of Leadership"
"The Dynamics of Effective Team Building"
"Mastering The Art of Selling"
"Team Building From The Inside-Out"
"Principles & Techniques of Effective Interviewing"
"Sexual Harassment In The Workplace: A Guide To Prevention"
"Customer Service Excellence"
"The Dynamics of Diversity: Working Together In A Multi-Cultural Environment"
"Safety Leadership For Supervisors"
"The Dynamics of Effective Presentations"
"The Dynamics of Effective Personal Performance"
"The Dynamics of Personal Leadership, Communication, & Teamwork"
CLA is currently working on an in-house basis with companies in oilfield construction, oil and gas exploration and production, commercial diving, chemical manufacturing, oilfield manufacturing, offshore marine services, commercial construction, oilfield rental tools, electrical instrumentation, and equipment rental services. .
Companies currently enrolled in showcases include commercial diving, marine transportation, commercial and amphibious construction, oilfield service organizations, asphalt construction, electrical instrumentation, production platform construction, equipment rentals, and space planning services.
WHY SHOULD YOU CALL NOW AND CONFIRM YOUR ENROLLMENT IN EITHER SHOWCASE DEVELOPMENT OR PROVIDE IN-HOUSE HUMAN RESOURCE LEADERSHIP & MANAGEMENT DEVELOPMENT? Here's just one good reason: (But, of course, there are so many more!) .
In order to increase your profits, productivity with quality is imperative. It begins by maximizing your return on the investment of your largest recurring expense...your payroll. This can only happen by "increasing the value of your human capital". And because your largest recurring expense is your payroll, any increases in the productivity of people without a corresponding increase in payroll, contributes directly to new profit. This is typically achieved not by focusing initially on increasing productivity, but by developing people to higher levels of leadership, proficiency, and communication. It's not what that has to change, but who; and it's not them, but it begins with you. Give us a call for a free organizational needs and human resource training needs analysis at 337-235-1806 or toll free 1-877-532-TRAIN (8724). Ask for Mark at 985-518-7653 (cellular) or E-mail your questions, responses, registrations, or need for more information to mdcampo@bellsouth.net
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