The ROI Question… What should you expect as a return on your investment in THE SENSEI LEADER program


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The age of command and control is over.

People are no longer bound to work in the nearest factory. In fact, in this ever-accelerating age of technology and global connectivity, people are moving around the planet to pursue better opportunities for themselves and their families.

People are going to where their talents and skills are most marketable, and most appreciated. They’re going to organizations and leaders who care…

Human-centric leaders.

The mission of THE SENSEI LEADER Movement is to support and develop human-centric leaders. Leaders who Inspire, Empower and Guide others to their very best. Leaders who care about the people they serve. Leaders at all levels––from the front lines to the C-suite.

I understand completely that when you invest in any training, you want to see a tangible return…

I am also acutely aware that only 34% of organization leaders worldwide are satisfied with the results produced by their leadership development programs. This is because most “leadership development” programs emphasize technical “management” skills and pay little or no attention to human-centric leadership skills. (Read more here: Stop doing "leadership development" and start developing LEADERS!)

Those programs that do pay attention to the human factors too often make one of two mistakes. They deliver the principles of humanistic leadership in the form of lectures and checklists and stop there, and they fail to identify reasonable, actionable steps that can be readily embedded in an organization’s culture and in the daily lives and practices of individual leaders.

THE SENSEI LEADER program focuses on exactly these steps. We do not displace current training––we make sure you get the most out of your investment in all of your leadership development.

Technical management training is meaningless unless your leaders can inspire, empower and guide your people to their very best levels of performance. My sole focus is on the most essential human-centric aspects of leadership, particularly emotional intelligence, self-awareness and interpersonal skills. These form the foundation of effective leadership––and they are the keystones of THE SENSEI LEADER Movement.

Another problem is accountability. It is difficult to measure the direct results produced by human-centric leaders over their less human centered counterparts. Measurement is often clouded because lousy leaders sometime produce tangible results while long-term and expensive damages are often ignored. For example, an organization might over-value the short term production of an authoritarian or unethical manager while ignoring the offsetting costs of employee churn, retraining, or even legal expenses associated with this manager’s behavior.

Fortunately, research is readily available today that confirms the value of human-centric leadership. Daniel Goleman coined the term “emotional intelligence” and his work serves as the gold standard for contemporary leadership development. In his book Primal Leadership he writes:

“We went one step further to look at how the climate that resulted from various leadership styles affected various financial results, such as return on sales, revenue growth, efficiency and profitability. Results showed that all other things being equal, leaders who used styles with the positive emotional impact saw decidedly better financial returns than those who did not. Perhaps most important, leaders with the best results didn’t practice just one style.”

That last statement points directly at our very first STRATEGY for EFFECTIVE LEADERS:

“Never limit yourself to one leadership style.”

I should point out that while I am very grateful for the validation from contemporary researchers and academics, most of the principles I share in THE SENSEI LEADER program are thousands of years old. They address fundamental human needs, desires and ambitions––and we all know what they are.

We all know that people work harder, solve more problems, come up with better ideas and stay longer with an organization when they know their leaders sincerely care about them. We don’t need another study to confirm the obvious––yet the studies continue.

The problem is how to make it work! And that’s where so many leadership development programs fall short.

I cannot responsibly predict how much of an impact THE SENSEI LEADER program will have on the productivity and profitability of your organization. I would never make any guarantees––there are too many factors beyond my control.

I can make certain guarantees about what you will receive in your SENSEI LEADER program.

I can guarantee I will share everything I know about human-centric leadership given the time allotted to your specific program.

I can guarantee that we will have a deep and meaningful conversation about the specific leadership needs, goals and interests of your organization and its leaders.

I can guarantee that participants will leave with strategies and tactics they can put to work immediately to help them grow and develop as human-centric leaders.

If you commit to a workshop or ongoing training program, I can guarantee participants will identify and develop strategies specific to their needs, goals and interests and will develop actionable “DISCIPLINES” that give you the best assurance that this work will produce results––today and long into the future.

Your actual return is dependent on three factors:

#1 What program you select. (Click here for package details…)

#2 Your commitment to understanding, implementing and embedding key strategies and principles in your culture.

#3 Your commitment to the ongoing support and development of human-centric leaders in your organization.

Keynote or single session…

We call this our “Inspiration Phase” for a reason––that’s what you can expect from my keynote presentation. In 45 to 90 minutes, I’ll introduce people to the concepts of human-centric leadership and the key strategies of THE SENSEI LEADER Movement. I will do my best to inspire them to incorporate these strategies in their daily leadership practice.

Workshop…

This is the “Engagement Phase.” In a workshop I facilitate a meaningful dialog to identify the strategies that best fit needs, goals and interests for the leaders in the room and for the organization as a whole. We then produce actionable DISCIPLINES and assess them to make sure they can and will be implemented and supported.

Ongoing Training…

And this is the “Accountability Phase” where I can work with your organization to provide continued support, to measure and analyze the effectiveness of the program and to make adjustments as needed so you do get the highest possible return on your investment.

But as I said, there are factors well beyond my control.…

Will you commit to the support and development of human-centric leaders within your organization?

Are you willing to confront authoritarian, destructive or unethical managers even when they’re seemingly top producers?

Will you commit to embedding human-centric leadership practices in your organization––not just put up posters or consider the event itself to be the end of the mission?

The other side of the ROI coin is: What happens if you DON’T invest in human-centric leadership.

Fred Kiel asks a very important question in his seminal book, Return on Character:

“Do we really care how forgiving or compassionate—or even honest—our business leaders are, as long as they continue to deliver the goods?”

Before you read another word, ask yourself that question.

The fact is that managers who lack essential human-centric skills and positive leadership attributes are not delivering the goods! They are costing their organizations and our societies billions of dollars every year. These costs are often masked or hidden until its too late.

Worse, they are squandering and even suppressing human enterprise by stifling innovation and creativity, destroying engagement and by encouraging outright theft and fraud.

Sound ominous? It is!

For proof you only need to look at a few high-profile cases. Take the Wells-Fargo account pumping scandal, the Volkswagen diesel emissions fraud or the Wall Street derivative debacle.

How did these terrible abuses happen?

In each of these cases we find a complete breakdown in leadership. Instead of leaders focused on sustainable productivity and success, we see “managers” whose sole mission is short-term gain. They forgot about people––the people they serve internally, their customers and ultimately the society that supports them. In the wreckage jobs were destroyed, years of true progress erased and in the case of the mortgage crises, personal fortunes wiped out and the entire world economy held hostage.

That’s what happens when we lose the humanity in leadership.

The sole mission of THE SENSEI LEADER Movement is to cultivate and support human-centric leaders. Our focus is on leadership through Compassion, Courage and Wisdom. Our job is to cultivate effective, authentic leaders at all levels, from the front-lines to the C-suite.

The immediate return on your investment are these:

#1 Proven strategies, tactics and disciplines that support and develop human-centric leaders.

#2 Programs customized to your specific needs, goals and interests.

#3 Continued, ongoing support for as long as you see value.

The long-term return on your investment can be exponential:

What is the value of increasing employee engagement by even a small margin?

How much can you recover in training costs and experiential capital by keeping managers and employees longer?

What is the future value of retaining your most innovative and creative people?

I can guarantee a quality program designed to your specific needs and goals––that builds on the strengths of your organization and its leaders and addresses areas for improvement.

Your actual return depends solely on how you support the leaders who emerge from this program, and how you implement and commit to the strategies and principles of human-centric leadership––the strategies and principles of THE SENSEI LEADER Movement.

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