Leadership Systems takes curriculum development seriously.  It requires an in-depth knowledge of adult learning principles and a blended learning strategy that affects every learning style.

Also, we are aware that the material has a correlation to behavior change.  The more generic the material, the more reluctant the class participant is to believe that it truly relates to his or her situation.  When the material is customized to use the language, difficulties, accomplishments, and situations of the participants, the easier it is for them to believe that the material applies to them and can help.  When we work on customizing courseware for a client, we go out of our way to maximize the learning experience for your people.

Because we are working with topics on the people side of business, we have to understand the myriad of variables groups bring to the table.  And we understand them intimately.  We aren’t working with a programming language or a piece of machinery where repeating certain actions will always net the same result.  Instead, we have to teach people to think.  We have to help people understand what signs can be read from person to person and give them approaches and courses of action that are reliable.  All of this is what curriculum development entails for Leadership Systems

Leadership Systems has created major custom designed courses for the National Air Traffic Controllers Association, Medical Media Holdings Inc., Goodwill, Centennial Medical Center, The City of Las Cruces, AMX Corporation, and many other organizations with topics ranging from New Employee Orientations to Executive Development to Professional Sustainability.

We build training and development programs to fit your needs, your circumstances, and your culture.

Every system has outputs.  The outputs of the people systems in organizations are often centered around concepts such as:

• Trust levels
• Commitment levels
• Effort levels
• Organizational culture
• Leadership approaches
• Strategy

The need for consulting services, however, is rarely communicated in these terms.  More often than not, the questions that reveal the need for a consultative relationship sound like this:

• “Help us find ways to make this organization work better. Why aren’t we acting in alignment with our strategy?”
• “We are going through some huge changes. What do we need to do?”
• “We are growing by leaps and bounds.  How do we better manage the operation?”
• “What should we do to uncover why our goals aren’t being met and what we should change to get our desired results?”
• “Why don’t the new hires we bring on stay with us?  We spend too much money and time trying to fill positions over and over.”
• “I want the teams here to function better.  Why is there so much infighting and politics?  We aren’t taking care of our business.”
• “How do I increase the training department standard?”
• “We need to create an internal training department. How is that done?”

Consulting isn’t just for organizations in crisis.  Many organizations use our consulting services to do internal research on how to improve, how to fix a problem, how to build healthier, better functioning culture, or how to start up a new division or organization.  Of course, organizations that are in crisis also come to us to discover what they can do to turn the situation around.

Leadership Systems employs several tools to investigate root causes for conditions that exist and analyze how those conditions interact with one another driving specific behaviors and beliefs in the organization.  Once the raw data collected from investigating is turned to information in analysis, we recommend actions that will move you toward your desired results.

The most common facilitation requests are for the following meetings:

• Executive or Team Strategy Meetings
• Problem Solving Meetings
• Planning Sessions
• Crisis Intervention Sessions
• Retreats
• Project Meetings

Scott Airitam’s Leadership Systems, LLC has been in the business of providing training and development services on the people-side of business since 1997.  Most clients look to create a suite of course offerings, aligned with organizational goals, which participants can select from over the span of a year or more.  This allows the organization to prescribe some courses as mandatory and some as elective.  In addition, training can be planned just-in-time.  For example, if a new team is being formed for a major, long-term project, the team will probably need training on Problem-Solving and Consensus Building. Other training needs for the team would become apparent and could be administered just-in-time.

In most cases, though, training creates a process of learning for participants to enter into as they enhance relationships, overcome obstacles together, and learn each others’ strengths and weaknesses.

However training is employed, Scott Airitam’s Leadership Systems, LLC is dedicated to providing the highest quality learning experience.  All of our classroom facilitators are experienced, professional, and committed to the classroom experience.  All of our courseware involves some experiential learning opportunity and follows conventions of development and delivery outlined by adult learning principles.

Scott Airitam’s Leadership Systems, LLC offers the following customizable topics:

• Train The Trainer
• RightPathing the Differences Between People
• Behavioral Workplace Ethics
• Team Dynamics
• Making Conflict Productive
• The Selection and Hiring Process
• Presentation Skills
• Basic Leadership
• Advanced Leadership
• Managing Change
• Negotiation Skills
• Preventing Workplace Violence
• Project Management
• Avoiding Sexual Harassment
• Diversity
• Running Effective Meetings

At Scott Airitam’s Leadership Systems, LLC, we have some of the top-skilled training professionals in the world at our disposal.  If what you desire isn’t listed above, contact us at 214-206-7343 or email us here and we will work to ensure that your need is met.

Scott Airitam’s Leadership Systems, LLC is all about knowledge and skills enhancing presentations. We leave people feeling empowered.  They know what they can do and they know how they can do it, and, this is from where the motivation should be derived.

Our speeches are customer focused as we talk about the specifics of the client’s circumstances and environment, taking into account experiences of the audience.  We tailor each speech to fit that particular customer, so you’ll never hear exactly the same speech delivered to two different audiences.

Common topics we are asked to talk about are:

• Dealing with Change
• Selling
• Leadership
• Ethics
• Organizational Culture
• Personal Integrity
• Overcoming Obstacles

So, to be clear, we look at a number of variables when determining if we’ll take on a client.  We look at their industry. We look at the culture that has formed within the organization. We look at the strategy the organization has adopted to bring them down the road to success. And, we look at organizational readiness.

Readiness, for us, is simply the capacity for the organization to do what it takes to be successful at achieving the goals we were brought in to facilitate.  For example, we frequently talk to organizations that speak of debilitating elements in their culture or the limiting abilities of management to bring them beyond the ceiling they’ve reached.  Sometimes, in this scenario, the people we are talking to are adamant about prescribing their own cure and having us administer it. If we can look at the cure and see success, then that is a knowledgeable potential client for whom we will work diligently to form a relationship.  Often, though, we can easily see the many pitfalls the prescribed solution contains.  If the potential client insists on mixing poison with the cure, for their own good as well as ours, we will decline to be the administers of that concoction.

Organizational readiness happens when a potential client that knows it needs some outside assistance, is willing to work with a professional organization like ours to mutually agree on what the root problem is and what the solution looks like, and is willing to help remove obstacles for its people to make the solution happen.

Readiness is a key component.  Without it failure is almost certain, close behind it comes the blame game.  For doctors, an ill patient that is unwilling to participate fully in their own recuperative process is a patient that might not ever get better or is at risk for a devastating relapse.

Our business is making things better. So, yes, we are not ashamed to say that we’ve turned down business because of a lack of organizational readiness on behalf of the potential client. It’s not a bragging point and it certainly isn’t meant to be offensive, but it undeniably is in everyone’s best interest that we’re willing to do so.

The CAT© (Culture Assessment Tool) (administered one-on-one with employees)

Scott Airitam’s Leadership Systems, LLC’s CAT is a self-reporting tool that breaks the organizational culture into understandable, measurable parts.  Skilled Leadership Systems personnel come to your facility and interview your people on the basis of anonymity.  Demographical information, however can be collected, allowing the organization to sort based upon such things as department, length of service, management, etc.  Once the data is collected, it is analyzed and recommendations are provided to the organization.  The report that is generated easily spells out the results.  It also displays if there was any skewing of the data by individuals (without revealing the individuals).

This powerful tool gives organizations the power to purposefully and strategically affect the culture.

RightPath (online)

Scott Airitam’s Leadership Systems, LLC is proud to use the RightPath assessments (Path 4 and Path 6) to measure the “hardwiring” of people.  The profiles provided by this product are ideal for professional development for the individual or the team.  The feedback is easy to understand and apply for participants because it was created for business by business people.  It is the ideal assessment from “hire to retire” because it is measuring hardwiring, which doesn’t change.

The RightPath 360-degree feedback tool for Leadership is the perfect companion piece to the profiles.  This assessment allows for the outside input of those around the subject and provides feedback based upon both results and emotional intelligence characteristics and can be directly tied back to the Path 4 and Path 6 reports.

The CDP (Conflict Dynamics Profile) 360^o (online or paper)

Conflict is a major cause of negative politics, poor morale, and pettiness in workplace situations.  It nets lower productivity, little commitment, resentment, and minimized company pride.  The Leadership Development Institute at Eckerd College has done substantial work in the field of conflict.  Their research has yielded a terrific 360^o feedback tool for individuals, teams, or whole organizations.  Administered by Scott Airitam’s Leadership Systems, LLC, the profile is done online by all participants and results in a report customized for every individual and an organizational report.  The information in the reports itemizes a person’s behaviors before, during, and after conflict and provides specific and detailed suggestions for each person to be more productive in conflict situations.

Dealing With People (paper)

The Dealing with People assessment measures behavioral cues and preferences.  It is commonly used to identify how people tend to interact with others and some of the behavioral preferences that direct that style of interaction.  Four normative behavioral characteristics quantify the behavioral styles of those taking this assessment. These styles are Drivers, Expressives, Amiables, and Analyticals.  By gaining an understanding of these four types of interactions people display, it creates the opportunity for improved communication, teamwork, and Leadership.

Myers-Briggs Type Indicator (online or paper)

The MBTI measures preferences inherent in certain personality traits.  It is the most used personality assessment in the world and its applications are many.  If administered by Scott Airitam’s Leadership Systems, LLC organization-wide, it can help with items such as organizational development, retention, communication, hiring, and performance management, just to name a few.  If administered to a team, it can assist in raising the level of loyalty, trust, communication, and team building.  If administered to an individual, it can assist in providing improved career development, job satisfaction, problem solving, and commitment.

DiSC Behavioral Profile (online or paper)

DiSC is a model of human behavior that helps people understand “why they do the things they do.”  It is described by four dimensions.  These dimensions are Dominance, influencing, Steadiness, and Conscientiousness.  With an understanding of human behavior, it becomes easier to navigate the people-side of business including behaviors such as motivate, communicate, and collaborate.  DiSC is one of the most popular behavioral assessments available.

The economy was bad in 2008. Not only that, but many budgets were tighter than usual due, in large part, to those budgets having been created during a time where two very distinctly different leaders were vying for the White House. With uncertain Leadership and a tumultuous fiscal situation, it was no wonder that organizations weren’t spending as much. However, ASTD (The American Society for Training and Development) estimates that U.S. organizations spent approximately $134 billion on employee learning and development in 2008, in spite of all the logical reasons not to make this investment.

Imagine an author who refused to learn to use a computer. Picture an athlete that never worked to build endurance. Think of a doctor that didn’t understand medical equipment. The hardships they would face are similar to what it is like for an organization that doesn’t invest in employee learning and development. Can that author, athlete, doctor or organization be successful? Technically, you’d have to say yes, although, realistically, the statistical odds would be astronomically long. In today’s world, it is too difficult to compete against others that make themselves better–especially with self-inflicted growth and development issues.

Every organization should be investing in learning and development for it’s greatest asset–it’s people. Every organization, based on the ASTD research shared above, should assume that the competition is making that investment. There is definitely a cost associated with that. With that kind of price associated with not doing it, doesn’t it make it logical to use that same money to make the organization more competitive and effective?