Reframing Your Leadership Development Challenges

Posted on June 1, 2014 by admin

What “Leadership Development Challenges” do you face?

Reviewing client interviews from 2009 to the present, entrepreneurial client-companies are no longer pre-occupied with big picture business issues (uncertain economy, evolving technology, increasing competition) to determine what to do next. Pervasive as those issues may be, these issues remained in the background of our small picture snapshots. What has evolved is a “reframing of leadership challenges.”

Nurturing emerging leaders to blossom, and the never-ending growth of mature leaders, is an organic business imperative.

Fact is, small to middle market entrepreneurial companies remain the lifeblood of the USA economy, employing most of the workforce, and stimulating innovation, not big business. We’re not talking about “mom and pop” shops. These are 15 million to 600 million revenue companies.

Fact is, big business is too complex to sustain innovation. What does big business do when it wants, needs strategic and creative ideas? Acquire smaller, inventive, entrepreneurial companies.

We found agreement, confirmed by data, on a different set of issues, not big picture issues, 8 functional issues “leadership development challenges.” Three of the eight shown to be the primary drivers of leadership development initiatives:

Engage and retain the workforce.
Create leadership core competencies.
Develop emerging leaders.

There were five other leadership development initiatives worth noting:

Develop non-manager leadership.
Develop high-potentials.
Develop mid-manager leadership.
Manage change and innovation.
Develop team leadership skills.

Our client-organizations want frontline and middle managers, emerging leaders and sole contributors to achieve desired behavioral outcomes.

How much are you willing to invest?

Unfortunately, there are companies who refuse to invest in leadership development despite knowing their refusal dooms planned market expansion and value. It doesn’t make business sense, a business that wants to grow and yet is unwilling to invest in its sustained growth and profitability.

How much are you willing to commit?

Targeting desired behaviors is the first step in meeting a leadership development challenges. Step two is deciding how much time, money, and energy your company is ready, willing, and able to commit to learning initiatives.

Unfortunately, there are companies who allow leadership development to get lost in the organizational priorities shuffle which then gets lost in the business priorities shuffle. It’s a never-ending predicament.

These companies need to grow-up, and move forward into the mature business life cycle. The light of leadership development challenges is shining brightly on their faces, and they still can’t see it or even feel it. Too bad for them. Wouldn’t you agree?

That’s why more than 50% of the Inc. 500 companies fade away, and are replaced, each and every year!

So, have you begun reframing your leadership development challenges yet?

Your organization may benefit from this “more mindful, state-of-the-art approach to leadership development.” Meeting leadership development challenges begins by asking the right questions, concluding the right answers, and then taking the right actions.

Partner with Us.

Marc Ortiz de Candia, Managing Partner
Vitalia Consulting | The Enlightened Leadership Leader

Tango Lessons ~ Building and Sustaining Relationships

Posted on July 9, 2013 by admin

No matter how great a visionary leader you may be, you will always need others to fully execute your vision, your dream. It’s a fundamental axiom of business and of life. It takes 2:2 Tango (at least two) and it is a beautiful, intricate, intimate, and powerful dance.

Here are a few free Tango Lessons.

One of the reasons we work in multi-disciplinary teams at Vitalia Consulting is because there is power in numbers and in diverse expertise. No Vitalia consultant, coach, facilitator, advisor or analyst, client services associate is ever left alone to deliver the message, ask the hard questions, or answer the hard questions. The lone exception are Executive Coaching Sessions which are strictly one-on-one private sessions.

As we work with our clients to solve complex business and organizational problems, a team of diverse minds (working together) discovers, uncovers the best solutions. Partner with Us!

The power of multi-disciplinary teams is proven, especially when working with executive leaders and groups of professionals because no individual (regardless of status, charisma, influence, aura, or personal presence) resonates with everyone.

While building and sustaining relationships is key to business success, few people are effective at doing both. Believe it. Look at your client-customer retention rate. Look at the rising divorce rate. Look at how relationships come and go faster than the changing of seasons. So, when you find a relationship builder who can also sustain relationships, hold onto them like a lifeboat against the current.

Yeah! Yeah! Yeah! Most of us know “It Takes Two To Tango” is a truism, but how often do we actually practice it? Is it part of your personal/professional skill-set, mind-set?

Face it: Those self-obsessed with expressing only their own ideas just aren’t very good at building and sustaining relationships, find it hard to listen, fail to observe, and never learn to Tango.

Partnering requires learning to Tango. Collaboration requires learning to Tango. Networking requires learning to Tango. And not just learning a few basic steps (see Tangerine Tango blog). You must become a World-Class Tango Dancer to Master the Art of the Deal, to make all the right moves, to gain mutual agreement. See for Yourself: The Best Latin Tango

Every great composer needs great musicians. Every great musician needs great composers.

Mutual attraction, rapport, trust, respect, compatibility, and commitment are key elements of every lasting relationship. Remember this: No relationship can thrive or survive without mutual benefit and commitment. Once these relationship elements are lost, there is no relationship.

Vitalia Consulting builds and sustains cultures of mutual benefit and inclusion, driven by a desire to partner with others to get things done. You succeed by helping others become successful. Helping others helps you, too. Keep in mind, help is only a relationship away.

Conversely, in cultures where “greed is good” (cultures that value the lone wolf, the lone shark, the lone genius) the act of working with others to get things done gets lost, projects stall, the brilliance of team ideas fades away.

We, Vitalia Consulting, believe that building and sustaining relationships should be a pre-requisite for all vital executive leaders, emerging leaders, and leadership development. True Relationships weather the storms. True Relationships can live forever.

Don’t forget the human touch, gestures, and movements. Give your relationships face time, real time. Be genuinely attentive, interested in people. Listen first. Listen, hear, and learn from their stories. Be open to being enlightened. Tell and show, don’t sell. Be authentic. Be yourself. No one likes a great pretender. Don’t be afraid of being human. Get lost once in awhile.

Want warmer relationships? Exude warmth. Be passionate about something. Meet off-site (whenever possible) at unique venues. Be compelling.

Embrace reciprocity. Give to receive. Relax. Now immerse yourself in the dance.

It really does take at least 2:2 Tango. Come on, let’s dance The Tango!

Partner with Us! Let’s Get Started.

Marc Ortiz de Candia, Executive Partner ~ Provocateur

Vitalia Consulting | The Enlightened Leadership Leader

When Knowledge (Alone) is Not Enough

Posted on March 24, 2013 by admin

One of the most salient things I have observed in meetings with countless C-Level Executives is the overwhelming pool of information they’re swimming in. The result is too much data driving them insane ~ which only yesterday was commonly referred to as “analysis-paralysis.” The results are in-decisions, in-actions and inertia, uncertainty about which move to make. So, nothing changes if nothing changes.

Our initial role (in Organizational Leadership Consulting and Coaching) is to help these C-Level Executives wade through the waves of data to find the right information, the right solutions. At this point, It’s important to note that there is no pitch, there is no presentation, no assumptions or conclusions. In the beginning, we are simply listeners and observers asking key questions, guiding our clients, mired in confusion, out of the abyss. We are facilitators of the process.

When is knowledge (alone) not enough? When is knowledge (alone) not power? You and I have seen zillions of sales professionals, managers, and executives go through the “sales training hotel factories” coming out with only a cheap binder and more information (plenty of getaway trip stories to tell) but no knowledge retention, process and skills application, or behavioral shifts that last beyond a few days, a few weeks at best. There’s a reason why “talk is cheap.”

Revolt against the archaic business culture of “just gimme the knowledge, just gimme the information/data!” There’s much more vital work to be done. Of course, this requires Enlightened Leadership with the desire and the resources to sustain high business growth. Nothing happens without Enlightened Leadership.

To illustrate, one of our most recent projects (right in our wheelhouse) is focused on “Sales Performance Optimization.” We’re working with a dysfunctional sales group with mountains of information, tons of knowledge but without the right sales people, without the right sales process, and without the right sales tools. We fix dysfunctional organizations. Partner with Us.

Our approach to every client project is simple and effective. We began this project by meeting with the C-Level Executive Leadership Team, not just the Sales Group Management. We take a panoramic view and then zoom-in. We start by building Organizational Vision and Holistic Strategies because the Sales Group is inter-connected with all other organizations within the business. Many pictures from different angles are necessary.

Simultaneously, we are conducting an Organizational Culture Assessment that will result in a comparative analysis between the leadership’s perception of their organization and what people (within the organization) and customers (outside the organization) are actually experiencing. There are always execution chasms which need to be filled before moving forward with any formal development or learning.

In this case, the Sales Group had the highest turnover rate (higher than telemarketing) in the company, and reported into an Operations Vice President who didn’t understand sales or selling, or the difference between marketing, sales, business development and account management. These things were known by everyone in the client company.

While the assessment offers information/knowledge/data, our job is to uncover and discover the right solutions in tandem with our clients. In turn, radical new buyer behavior requires re-thinking sales. Buyers are much more informed. The sheer volume of information buyers can access can humble the best sales professionals, managers, and executives causing them to compete on price. The new imperative facing sales leaders is to re-tool the organization and build a culture of continuous improvement.

No more worthless seminars or workshops. Everything is done in session-work, one to three hour sessions: Leadership Development Sessions, Vision and Strategy Sessions, Sales Development Sessions, Individual and Group Coaching Sessions…

According to The Aberdeen Group “Best in Class” companies determine characteristics of “Best in Class” professional sales performers on an annual basis, as defined by:

Top 20% in Quota Attainment
Top 20% in YOY Revenue Growth
Top 20% in Average Deal Size Increase

The truth is in the performance numbers. This research shows the three key areas in which the best performing companies differentiate from their peers, and adapt to changing sales requirements:

Scientifically assess the specific requirements for sales models, and align hiring and development to those profiles.
Develop world class capabilities by aligning sales process, methods, and never-ending learning to ever-changing buyer behavior
Enable effective, consistent application of best practices by integrating sales tools and state-of-the-art technologies

Remember, the main reason why most “sales closing systems” fail is because there is no opportunity for the sales professional to practice and test mastering the re-tooled sales process. No true individual commitment to the sales process and no reinforcement after the “learning session.” This is why “individual coaching” must be an integral component of every “Sales Performance Optimization” Platform.

In the New Age of Enlightenment, knowledge (alone) is not enough to get things done, to adapt to the rapidly evolving marketplace, to create lasting success. Having a trillion pieces to a puzzle is not enough. You must the right pieces to put the right picture together.

So, what are your answers: Are You An Enlightened Leader? Do you have the right sales people, the right sales process, the right sales tools for sales performance optimization? Are you ready to put together the sales organization puzzle?

Let’s get started! Partner with Us.

Marc Ortiz de Candia, Executive Partner, Vitalia Consulting

The Compassionate Pursuit of Happiness (Prosperity)

Posted on January 24, 2013 by admin

Warning! This blog may not be suitable for all readers, especially for those who made resolutions against happiness and prosperity in 2013, and for those who do not believe in the Constitution of the United States of America.

Enlightened Leaders can make others happy. Understand, this is not meant to say leaders are responsible and accountable for other people’s happiness, but Enlightened Leaders with high Emotional Intelligence (EQ) are responsible and accountable for creating environments where people can experience happiness. Consider this: The compassionate pursuit of happiness is not about what you want to be, it’s about who you want to be in this world:

as a compassionate human being
a compassionate organization
a compassionate business entity

Time is passing not everlasting. Notice? You blinked a few times and February 2013 is upon you, and will soon be gone. The Golden Globe Awards are behind us and now the Academy Awards are a couple weeks away. Time is passing not everlasting.

Have you had a chance to see the impressive small film, Happy? I highly recommend how this film explores the intrinsic contributors to our happiness as compassionate human beings. According to filmmaker, Michael Pritchard, “Compassion leads to happiness. Search the world for secrets to life’s greatest emotion, happiness.”

Economic growth has doubled in the last 50 years, but we’re not any happier, even though we have much more materialistic stuff. Right? Is everything we were taught about happiness and prosperity wrong-headed? After all, the study of happiness is nothing new. The point is that we haven’t seemed to learn very much from all the happiness research, and Corporate America (and society in general) hasn’t exactly embraced happiness or its relationship to compassionate leadership.

After all, most of us began the new year making promises to improve our lives, resolutions and un-resolutions based on what we did and didn’t do the year before. So, without looking too far ahead, look back at 2012 and assess what happened, what got you there, and most importantly, what made you happy, and why?

I believe that if you can tap into what makes someone else happy, you’ve expanded your enlightened leadership competencies. Plus, the fulfillment of making others happy reinforces your own happiness. For we cannot have relationships with others without reciprocity, mutual acceptance, respect, and value. Mutual benefit must exist to sustain relationships. Without mutual benefit, relationships die.

There are many things we do not fully understand on this planet, not on this plane. Yet, we must try to understand. Trying to understand is simply an exercise in becoming a better human being, a better leader.

Dr. Richard Davidson, University of Wisconsin, “Quantify happiness and you can quantify anything.” We’ve spent forever studying depression. Isn’t it high time we take a closer look at the value of happiness in leadership. The goal of psychology has been to help people rid themselves of their problems. Positive psychology studies and guides people towards happiness. Did you know that “Happiness” has become the most popular elective course at Harvard?

Marci Shimoff, author of Happy for No Reason says, “Our values are a key component of happiness.” Shouldn’t our values shape the kind of leader we are capable of becoming? Happiness is which something so often easily discarded as a “soft skill” is actually hard to develop, unless the essence of Enlightened Leadership is within you, and your organizational culture supports it.

Forbes released the January 15, 2013 report on the “World’s Happiest Countries.” Guess what? The USA wasn’t among the Top Ten again this year! What’s wrong with us?

Researchers have long known that we have pre-disposed genetic set points that play a role in determining how happy we can be. Moments of great joy or great sorrow return us to our happiness set points. Here’s the thing ~ While 50% of our happiness is genetically pre-programmed, only 10% is based on circumstances, 40% is based on intentional behavior! In other words, it’s what you choose to do, who you choose to be that has a significant impact on your lasting happiness, and in turn, the happiness of others around you.

Decades of research proves that happiness increases nearly every business and educational result: increasing sales by 37%, productivity by 31%, and accuracy on tasks by 19% as well as a myriad of health and quality of life improvements. Among those companies that don’t take leadership development seriously, vital and emerging leaders, these same companies ignore the role happiness plays in leadership effectiveness.

What can your company do to raise the happiness level of an employee? Happy human beings function better, are more productive, and live longer. Is the dissatisfaction in your company caused by depression stressors, or combined with low levels of Emotional Intelligence (EQ) within your leadership team, or the absence of happiness within the organizational culture?

Think about it. What did you do when the umbilical cord was cut? Cry, Baby Cry.

Knowing happiness can be quantified and measured, why has Corporate America been so slow to capitalize on its value to business? What about your company? (Conference room donuts, bagels, muffins, cookies, brownies, hot cocoa, and coffee don’t count!)

Nearly every company gives lip service to the philosophy “people are our greatest asset.” Results from the Conference Board’s most recent survey (tracking job satisfaction) shows that employees are “the unhappiest” in the 24 year history of the survey! Around the same time, CNNMoney reported that 87% of Americans are unhappy with their job. Mercer’s “What’s Working” survey found that one in three US employees are serious about leaving their current jobs. The numbers are higher among younger employees under 30 who tend to trend toward far more restless movement.

In her new book, The Myths of Happiness Sonja Lyubomirsky, psychology professor, argues that holding on to fallacious ideas about happiness, thinking we’d be happier if we had the right relationship, social status, material possessions, or…[fill in the blank] works against us. The issue is that these kind of thoughts keep us mired in our past, and don’t reflect how one cultivates happiness in real life.

Appreciating our relationships compels us to extract the maximum possible satisfaction and helps us to be grateful for it, relish it, savor it, and not take it for granted. Cultivating appreciation also helps us feel better about ourselves, more connected to others, more motivated to nurture relationships, and less likely to compare our situation to others and become envious. When given the choice between competition and collaboration, compassionate human beings will choose collaboration.

We all know someone who has stellar success in their professional life but completely miserable in their personal life, every relationship an apparition. What’s your story?

Based on the metrics alone, you can easily make the case that the single greatest competitive advantage, in the modern economy, is a happy and engaged workforce.

In the New Age of Enlightenment, Enlightened Leaders must lead the way out of the darkness of depression and recession into the light of happiness. We, through intention, can change our brains, and in turn, the world around us. Enlightened Leaders perceive happiness as a skill. Compassion is in our DNA, caring about people, places, and things outside of ourselves.

People joke about “natural highs.” Truth is, science has proven that the compassionate pursuit of happiness gives you “natural highs” as good or better than any drug.

Acknowledge that happiness is an advantage at work that can be leveraged to get things done. Seek happiness in the present instead of waiting for future success. Exercise your brain for higher levels of happiness by creating habits shown to increase job satisfaction:

Write a brief e-mail every morning thanking or praising a team member.
Write down three things you are grateful for each day.
Spend a couple minutes recalling something positive you’ve experienced over the last 24 hours.
Exercise every day.
Practice “Mindful Meditation” for a few minutes. Focus on your breathing in/out.
Be forgiving. Practice forgiveness ~ every day of your life.

Of course, if you can’t see the value, none of this will matter to you, and you should have read the disclaimer. Happiness comes from the capacity to feel deeply, to enjoy simply, to think and act freely, to risk life, to be needed not ignored.

Happiness: Set your compassionate self free, and the world is yours.

Marc Ortiz de Candia, Executive Partner, Vitalia Consulting

Music Playlist to Get Your Happiness Groove On:

Can’t Buy Me Love ~ The Beatles (Hard Day’s Night movie soundtrack)
Respect Yourself ~ The Staple Singers
Sweet Dreams ~ The Eurythmics
Higher Ground ~ Stevie Wonder
Sweet Dreams ~ Senor Coconut
Happiness Runs ~ Donovan (Yes! That Donovan!)
Ode to Joy ~ Beethoven (from Symphony No. 9 in D Minor)
Tomorrow Never Knows ~ The Beatles (Revolver)
Oh Happy Day ~ The Edwin Hawkins Singers
Bossa Per Due ~ Antonio Carlos Jobim
100% Pure Love ~ Crystal Waters
Happy Talk ~ South Pacific (South Pacific movie soundtrack)
If Six Was Nine ~ Jimi Hendrix
Stand By Me ~ John Lennon (version)
Four Seasons ~ Vivaldi
Because ~ The Beatles (Abbey Road)
Instant Karma ~ John Lennon
Imagine ~ John Lennon
Happiness ~ Johnathan Jeremiah
Here Comes The Sun ~ The Beatles (Abbey Road)
I Can See Clearly Now ~ Johnny Nash
Inner Light ~ The Beatles (b-side of Lady Madonna)
A Beautiful Morning ~ The Rascals
Rain ~ The Beatles (b-side of Paperback Writer)
Living in a Material World ~ George Harrison
The Trip ~ Donovan (Yes! That Donovan again!)
Across The Universe ~ The Beatles (Abbey Road)
Love ~ Air
Yellow Submarine ~ The Beatles
Feelin’ Good ~ Joe Sample and Randy Crawford
Groovin’ ~ The Rascals
I’ll Take You There ~ The Staple Singers
Happy Birthday ~ The Beatles (“aka” The White Album”)
You Can’t Buy My Love ~ Robert Plant (Band of Joy)

The Genius of Being Bold

Posted on September 15, 2012 by admin

“Whatever you can do or dream you can do…begin it! Boldness has genius, power, and magic in it.” Johann Wolfgang von Goethe

Enlightened Leadership is about action, not position or title or entitlement. Decisive action is the key to any decisive victory. It begins with believing in something meaningful to the business organization, and acting on that belief. For those who see Enlightened Leadership as a soft concept, nothing more than Sunshine Supermen sitting around listening to Donovan’s “Mellow Yellow,” wrong you are, when you are…Guess Again!

Enlightened leaders move swiftly, out-maneuvering their competition with precision. There is an old Italian saying: “Chi si ferma e perduto.” (when translated to English) “He who hesitates is lost.” It’s a truism in life and in business. In French, “Celui qui hesite est perdu.” In Spanish, “El que duda esta perdido.” In any language, the first product or service to market wins, and dominates the marketplace 96.69% of the time.

Take the first steps toward greatness. Be a bold leader. Become the market dominator, armed with an arsenal of resources produced by your ability to create a thoughtful, risk-accepting organizational culture supportive of innovation and investments for the future.

Unfortunately, traditional corporate cultures are petrified forests of apathy and in-decision, a culture of fear, disdain, fatigue and boredom, negativity, conformity and complacency, reinforced by the executive hierarchy, sadly inherited by the emerging leaders of tomorrow. Traditional corporate cultures, especially in the mature stage of the business life cycle, can become increasingly rigid and risk-averse. Entrenched behaviors and cultures kill the innovative spirit of your people.

In the new age of enlightenment, I believe that there is a better way. We’ve explored many other dimensions of what it means to be an Enlightened Leader: Being open-minded, empathic, High EQ (emotional intelligence) intuitive, actively listening and observing, having a sense of purpose, a willingness to act thoughtfully, and so on. Another important dimension of being an Enlightened Leader is “Being Bold.”

Be bold because innovation requires taking risks. Nurture, support, and cultivate an organizational culture that makes space for innovative insights. To create the business of tomorrow, you must break-down the inhibitors of change today.

While always considering the risks involved (bolstered with contingency plans) Enlightened Leaders are Napoleonic in their fearlessness, relentlessly fearless in the face of overwhelming odds, in the pursuit of their dreams. “Cogito ergo zoom!” (I think, therefore I go fast!) Create a pluralistic culture of bold, free-thinking, decision-makers who deliver decisive actions and results for the good of all.

Understand the idea here is not to replicate Napoleonic leaders through-out your organization. The point is to take one of Napoleon’s most brilliant strengths: a willingness to act boldly and decisively when perceiving the opportunity to do so.

To quote Napoleon: “Ability is nothing without opportunity.” Those opportunities come from the organizational culture that you’re willing to create. In essence, you can create your own opportunities.

In sharp contrast, King Louis XVI (incapable of decisive action, preferring personal interests to the interests of the people) was executed during the French Revolution, just as Napoleon was rising to power.

Yet, the genius of being bold has been abandoned by most so-called “modern business leaders and organizations.” Why? Closed organizational cultures are oppressive and suppressive, causing people to fear political and career retaliation for speaking-up. Remember, silence foreshadows failure.

Ask yourself these questions: Do you have the audacity to challenge yourself and the systemic leadership behaviors within your organization? Are employees at all levels overwhelmed by your leadership’s short-sightedness? Can you survey the whole battlefield? Can you see your strategic advantages by looking at your organizational weaknesses?

Believe in something or you stand for nothing. Anything less is to live without true commitment or conviction.

Here’s a simple way to assess the state of your organizational culture. When you arrive at the next “important internal meeting” look around the room. What do you see? Is the meeting room alive with energy and ideas, or do you see a roomful of the living dead, zombies everywhere you look? Enlightenment can be frightening!

{This section is mostly intended for historical interest and reference points: As polarizing as any discussion about Napoleon can be, his bold vision and brilliant strategies are inarguable. Napoleon was hated by his enemies but respected by them at the same time. The Duke of Wellington, Sir Arthur Wellesley, when asked who he thought was the greatest general who ever lived, answered “In this age, in past ages, in any age, Napoleon.”

Born Napoleone di Buonaparte on the island of Corsica, only one year after Corsica was transferred to France by the Republic of Genoa, he later adopted the more French-sounding Napoleon Bonaparte.

Introducing a plethora of innovative strategies, Napoleon’s victories were more decisive than anyone had experienced before. Exporting revolution to the rest of Europe, the movements of national unification and the rise of the nation state, Napoleon’s religious policy emancipated Protestants to an equal status with Catholics. The Concordant of 1801 contained principles that served France for the next 100 years.

The Napoleonic Code was a “revolutionary project” embraced by much of Europe, instituting several lasting reforms, including: centralized administration of the departments, higher education, a tax system, a central bank, civil and criminal law codes, road/bridge/sewer systems, breaking the back of feudalism, and remained in force long after Napoleon’s defeat. Credit Napoleon for reorganizing the Holy Roman Empire, streamlining a thousand entities into 40 nation states. In mathematics, Napoleon’s Theorem is still used today.

Many in the international community still admire the many accomplishments of the self-made emperor, and celebrate his legacy. Moreover, many probably wish Napoleon had achieved his unrealized goal: To make it a law that only those lawyers and attorneys who win their cases should receive fees. How much litigation could have been prevented by such a measure! This is a brilliant idea, wouldn’t you agree?}

Now that you know about the “Genius of Being Bold” do you have what it takes to start your own innovation revolution?

Get the framework and the tools to move beyond current impasses
Be prepared to get uncomfortable for awhile
Time to remove the handcuffs, the shackles, and the blinders
Get out of the state of denial
Confess the Machiavellian truths about “business as usual”
Challenge the complacency of day-to-day routines
Implode the cannons defending the status quo
Set yourself (and your organization) free
Deliver the core message of change as revolutionary, thoughtful, and resilient
Ignite the thinking revolution
Order a call to arms throughout your organization
Renounce the tranquility of repetition
Everyone is an innovator / Everyone is a change agent
Be prepared to look at yourself as you look objectively at your culture
Time to create the future you want for your business
Empower people to think critically, question relentlessly, act boldly
Move your business from complacent to competitive!

In partnering with our Vitalia Consulting clients, our consulting methodology is purposely designed to identify the challenges and discover the possible solutions together:

We Listen and Assess. Where is the organizational culture relative to the business?
We Partner and Facilitate: Strategic Vision and Strategy Process
We Partner and Facilitate: Overcoming obstacles on the road to victory
We Lead and Facilitate: Leadership Coaching Sessions (Group and Individual)
We Lead and Facilitate: Leadership Learning Sessions
We Partner and Facilitate: Individual and Organizational Behavioral Shifts
We Partner and Facilitate: Creating an “immersive” sense of place, of home for everyone within your organization
We Partner and Advise: Sustaining the Vision over time.

By the way, this is not done by simply having an annual PowerPoint Presentation!

Be a bold, enlightened leader. This is a better way of building organizational capability. As the speed of organizational behavioral change accelerates, critical thinking, questioning, inventing, and exploring become business priorities.

The future of high growth business belongs to those (leaders and organizations) who can adapt and grow, who lead with boldness. You’ll need the tools to move beyond your current impasses.

Understand the boldness of these assertions because without revolution nothing changes. Remember, powerful words backed by powerful actions is a catalyst for true change. Strategically placed Enlightened Leaders are vital to your organization and to your business. After all, there’s a little Napoleon in every one of us. Liberte! Egalite! Fraternite!

Marc Ortiz de Candia, Executive Partner, Vitalia Consulting

To learn more about how we can work together, go to the partnering page at vitaliaconsulting.com and complete the contact form. Let us know how we can help you, or someone you know. Every relationship begins with a conversation.