Leadership Development

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The Key Differentiator in Successful Transformation is More Leadership from More People

Leaders often recognize their workforce’s need to develop change capabilities only in the midst of an ongoing transformation. This creates the illusion of a catch-22: either develop classroom-based skills at the expense of immediate impact or focus on delivering results at the expense of sustained learning. At Kotter, we don’t see this situation as an “either / or” – it can be a “both, and.”

Kotter’s leadership development approach – which includes active experiential and apprentice-style learning, leadership team facilitation, custom leadership events, and enterprise educational programs – can be used to help scale a change or strategic initiative, upskill leaders at all levels, or meet a unique business need with a learning solution that we co-create together. This coordinated approach positions our clients to deliver impact today while building capability to lead change in the future.

Leadership Development Focus Areas

We work with our clients to accelerate the realization of their development goals including:

1

Change Leadership Readiness

2

Leadership Team Effectiveness

3

Employee Activation

4

Enterprise Leadership Development

Kotter Change Certification: A complement to Leadership Development consulting

In addition to Leadership Development consulting and programs, Kotter offers individual online and virtual courses and a Kotter Change Certification program to hone your personal change leadership skills or to provide change training for your team or organization.

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Our Unique Approach

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Facilitating leadership team effectiveness

Work with senior leaders to ensure strategic priorities and leadership behaviors are aligned to deliver the desired future state, prioritizing initiatives to drive impact, and coaching senior leadership on change capabilities and strategies to engage their people.

Building a movement

Encourage engagement around the desired future state to align urgency, create buy-in, and celebrate wins.

Evaluating capability needs

Identify learning focus areas through an enterprise-wide learning needs assessment.

Accelerate results and embed change

Conduct cross-functional, development sprints to generate fast results while developing change capabilities; codify learnings and impact to scale throughout the organization.

Meeting people where they are

Craft the curriculum and delivery mechanisms to ensure ease-of-access at all levels of the organization, leveraging customized modules, instructor-led or self-paced learning, and virtual or in-person options.

Areas of Expertise

While not an all-inclusive list, the strategies below represent the most common situations our clients face.

01. Strategy Execution

Mobilize people throughout the organization to break down barriers, solve problems, and inspire innovation.

02. CULTURE CHANGE

Drive intentional culture change that starts with new actions, generates better results, and eventually produces an evolved culture.

03. OPERATIONAL EFFICIENCY

Engage employees to uncover new ideas and the capacity to lead, innovate, and drive value for the customer and the business as a whole.

04. Merger + Acquisitions

Move the “how” of M&A integration to the top of the priority list – right next to the “what” – focus first on culture and people.

05. Digital Technology Transformation

Increase engagement, transparency, and excitement for the new technology to deliver the desired business impact.