Not finance, not strategy, not technology — it is teamwork that remains the ultimate competitive advantage (1)
Yet, building a high-performing team remains as tough as ever (2)
(1) Patrick Lencioni, “The Five Dysfunctions of a Team” (Jossey-Bass, San Francisco, CA., 2002)
(2) Scott Keller & Mary Meaney: “Leading Organizations: Ten Timeless Truths” (Bloomsbury Publishing, London, UK: 2017)
Teams with highly engaged employees are 21% more profitable (3)
Yet, 85% of employees worldwide are not engaged in the workplace (4)
(3) According to Gallup’s “Q12® Meta-Analysis”
(4) According to Gallup’s report: “State of the Global Workplace”
The quality of managers is the single biggest factor in the organization’s long-term success (5)
Yet, 82% of managers never develop a high level of talent for leading others, in their lifetime (6)
(5) Jim Clifton & Jim Harter, “It’s the Manager: Gallup’s largest global study of the future of work” (Gallup Press, New York, NY: 2019).
(6) Gallup’s “State of the Manager,” a report based on over four decades of research and including 2.5 million manager-led teams in 195 countries.
I have personally trained and coached over 10,000 managers—and although they had already attended several leadership development seminars—more than 90 percent of them didn't know how to build high-performance teams, sustainably!
>>> IF you knew there is a simple and sustainable way to build high performance teams — would you try it?
Welcome to ...
"FROM BOSS TO WORLD CLASS LEADER"
Results-Oriented Leadership Strategy for the Managerial Role
- Commit your direct reports to you
- Generate trust and psychological safety
- Engage your direct reports with their work
- Turn team conflict into a positive force for change
- Align team members and get them to row in the same direction
- Increase team cohesion, employee morale, and talent retention
- Create a 100% open communication environment within the team you lead
- Optimize team decision-making and the execution effectiveness of such decisions
- Etc.
This is NOT about theory or memorizing — but about practicing, and getting results.
This leadership development strategy includes:
- Group Consultations
- Immediate actionable advice
- Double Built-In Accountability
- Change management consulting
- 12 Weeks of Step-by-Step Guidance
- Team Leadership Development Training
- Live Face-To-Face Personalized Support
- Asynchronous Online Leadership Development
- 1:1 Leadership Coaching with the Change Owner
- A safe space to ask as many questions as you like
Who this is for —and who this is NOT for …
It doesn't matter if you live in the Philippines, Canada, Botswana, Germany, or Argentina.
What MATTERS is this ...
1. IF results are THE most important for you
2. IF you value HUMILITY, INTEGRITY, and RESPECT
3. And IF you are open to listening to your direct reports' FEEDBACK
THEN ... this leadership strategy is for you.
This strategy is built from the ground up
on the UP-USER™ model
(UP-USER = Unbreakable, Permanent, Universal, Sustainable, Ethical, Resilient)
Unbreakable: This strategy triggers performance that is difficult to debilitate
Permanent: Outlasts any future changes because our basic human needs remain the same
Universal: Works across different cultures because it prioritizes results
Sustainable: Generates high performance without burnout
Ethical: It is based on three universal values: Humility, Integrity, and Respect
Resilient: Allows your team to withstand difficult conditions and recover quickly
I represent this leadership strategy as a pyramid
What EXACTLY is it?
You get 31 leadership competencies inside 12 Modules.
Each competency comes with:
1. Video
2. A detailed description about how to apply your competency in the real world
3. An action guide with a built-in accountability mechanism
4. And a worksheet to improve your behavior in a measurable way — on a weekly basis
HERE IS AN OUTLINE OF THESE 12 MODULES
1º MODULE: Your Bedrock
Since your behavior is the main ingredient in the culture of the team you lead, this module is about you.
Here you will learn a very simple way to increase your emotional intelligence (EQ). I will also show you the values—translated into specific behavioral language—that build the rock solid foundation from which you will erect sustainable high performance.
2º MODULE: Build your Tribe
You want your direct reports to be engaged with their work, you want them to be committed to you, and you want them to work as a team.
Here you will learn exactly what to do to support them in the most effective way, so that you begin to create the conditions for them to want to bring about their discretionary effort.
3º MODULE: Trust from the Ground Up
Communication is paramount: I will show you three common and HUGE communication mistakes most managers make, how to avoid them, how to extinguish misunderstandings, how to build commitment during performance conversations, and a very simple exercise to help your team become more cohesive.
4º MODULE: Multi-directional Feedback
Feedback is one of the most effective leadership tools to increase performance—unfortunately—few managers use it, and when they use it, they use it wrong, creating unintended consequences.
Here you will learn a powerful feedback tool not seen anywhere else—together with how to build a fun culture of multi-directional feedback within the team you lead.
5º MODULE: Performance Booster
Fact: “Results” are THE most important—everything is about results—and performance is the vehicle that makes them possible.
With a quick and effective team exercise, you will purposefully increase the performance of the team you lead. Plus, you will learn a principle that will allow you to assess both: how well your team members know each other, and how open the communication environment is within the team you lead.
6º MODULE: From Team Conflict to a Positive Force
Conflict can potentially destroy your team—but here you will learn not only how to use it as fuel for creativity and innovation, but also how to use it to help you make the best possible team decisions, and to build commitment towards such decisions.
7º MODULE: Accountability Building
If you have diligently followed this system up to this point, you are now ready to establish a team culture of mutual accountability—to help you increase your team’s performance even more—so that you are not yourself the primary source of accountability.
8º MODULE: Culture as a Leadership Tool
Most managers wrongly believe that culture is a soft concept floating on the air, difficult to measure, and almost impossible to improve. But the fact is, culture is a powerful leadership tool IF you know how to use it. Here you will learn how to design the culture of the team you lead, in order to increase your team’s performance.
9º MODULE: Commitment in Goal Setting
Three steps: First, how to identify the most strategic and comprehensive goals. Second, how to wordsmith them in a way that they are unequivocally crystal-clear. And third, what it is you need to do to persuade your direct reports to genuinely commit to their individual goals.
10º MODULE: Leading Performance
Most managers I’ve worked with believe that managing their direct reports’ performance is a complicated task.
But here I teach you how to monitor, keep on track, and optimize individual performance—in three simple steps.
11º MODULE: Employee Development
If your direct reports aren’t growing, they might become complacent.
Here I show you what to do to help your direct reports develop, personally and/or professionally. And if your company uses performance appraisals, I give you fundamental, encompassing, and critical guidelines that—according to my experience—most managers ignore.
12º MODULE: Passion
How to go further—without working harder
Employees don’t only want a paycheck—they also want meaning and direction.
This is where the mission and the vision of your team come into play.
You will learn how to craft a mission in order to build passion among your team members for the work they do. You will also learn how to create a vision to help you align your team, and to promote change in the direction you want.
PLUS—YOU GET 9 FANTASTIC BONUSES!
1º BONUS: Objectivity is KEY in Performance Management
Here I show you a very simple way that will allow you to accomplish three things: 1) To keep information that will help you make unbiased assessments about your direct reports’ past performance. 2) To keep data that will help you make strategic performance forecasts and set future individual goals based on facts. And 3) To keep relevant details to help you make important decisions – and to take care of anything else related to your direct reports (both personally and professionally).
2º BONUS: The Soft Skills are the Hard Skills
Most managers don’t know how to evaluate—let alone improve—the soft skills of their direct reports (which strictly speaking are, “competencies”).
I show you a very simple process to help you pinpoint, discern, and take apart any soft competency, no matter how “soft” it is.
With this process in hand, you will be able to accomplish three outcomes: 1) You will be in a position to design jobs and write job descriptions in an objective way. 2) You will identify exactly what behaviors you need when looking for a new employee, allowing you to hire the best of the right candidate. 3) You will be able to help your direct reports improve performance and to develop professionally by telling them exactly what behaviors they need to change and/or acquire.
3º BONUS: Are your Meetings draining you?
Statistically speaking, team meetings are time wasters!
When you follow these seven team-meeting guidelines, you will design and facilitate quick and productive meetings.
4º BONUS: The power of “Consequences”
Most managers incorrectly believe that “antecedents” (training, delegating, giving orders, etc.) sustain and increase performance – they ignore that “consequences” play a key role in sustaining and increasing performance; and I tell you exactly what specific consequences are the most powerful on the job.
5º BONUS: Mentoring vs. Coaching
Maybe because mentoring and coaching are concerned with the growth of others, most managers talk interchangeably between mentoring and coaching as if they were the same thing, when in fact, they are two totally different practices.
Here you will learn what exactly is one and the other, and when to mentor and when to coach your direct reports.
6º BONUS: The Law
Litigation regarding the management of employees is very high.
Although I am not a lawyer and this is not legal advice, here I give you nine very simple guidelines to help you protect yourself—and your company—from legal action.
7º BONUS: Job Design
Due to time constrains and deadlines, most managers never take the time to consciously design the jobs of their direct reports.
A well-designed job increases performance, whereas a bad-designed job decreases it.
Here I show you 16 detailed guidelines—in the form of a checklist—to increase engagement and desired behavior.
Fun fact: When you finish this “From Boss, to World-Class Leader” system, you will have already placed a checkmark on all 16 guidelines.
8º BONUS: Manager vs. Leader
When asked about the difference between a manager and a leader, most managers don’t have a clear-cut, crystal-clear answer.
Here you will see the exact difference, what they do, their essence, and the nature of the results that each one of them creates.
9º BONUS: Team Leadership Principles, Formulas & Competencies
This bonus is a summary of all the 9 principles, the 4 formulas, and the 31 team leadership competencies implicit and explicit in this “From Boss, to World-Class Leader” system.
I created this bonus to help you see the big picture and understand this entire structured strategy in a snapshot.
WHAT SUPPORT DO I GET?
The SHORT answer:
More than you will ever need.
The LONG answer:
This is NOT a "Do It Yourself" program
- This is a "Done With You" strategy
This is NOT a training program
- Leadership develoment is not an event—but a journey
This high-touch experience includes:
- Change Management
- 1:1 Leadership Coaching with the Change Owner
- Group Consulting
- Team Leadership Development Training
- Double built-in accountability, and feedback
You learn by actually doing!
My 2-part guarantee
1. I guarantee that if you follow the program, you’ll build high performance teams, in a sustainable way
2. If you do all the work, follow the instructions, and don’t build high performance teams, I will work with you personally, until you do
I can’t think of a more fair and reasonable offer than this.
You have nothing to lose — except low performance.
Develop your managers into world class leaders!
All major credit cards accepted
One payment
Twenty (20) Users
$10,000 USD
Best Value in the Industry
Live face-to-face personalized support with asynchronous online leadership development:
Change Management
Leaderhsip Coaching
Training Facilitation
Consulting
Or pay in easy installments
2 payments 45 days apart
Twenty (20) Participants
$5,000 USD
For a total of $10,000
Live face-to-face personalized support with asynchronous online leadership development:
Change Management
Leaderhsip Coaching
Training Facilitation
Consulting
3 monthly payments
Twenty (20) Participants
$3,334 USD
For a total of $10,002
Live face-to-face personalized support with asynchronous online leadership development:
Change Management
Leaderhsip Coaching
Training Facilitation
Consulting
Frequently Asked Questions
HOW LONG WILL IT BE BEFORE I START SEEING SOME RESULTS?
If you do everything I teach you, you will start noticing tangible results in the first couple of weeks (building trust and a more open communication environment)
I DEFINITELY NEED THIS, BUT I AM ALWAYS BUSY; HOW LONG TIME DO I NEED TO INVEST IN THIS COURSE EVERY WEEK?
On average, only 1 hour 30 minutes every week: Some weeks one hour (no less), and some weeks two hours (no more)
HOW LONG WILL IT TAKE US TO GO THROUGH THIS LEADERSHIP DEVELOPMENT STRATEGY?
If you follow the system, and do all the work in each module every week, you will finish it in 12 weeks
I AM A FIRST TIME SUPERVISOR: THIS IS THE FIRST TIME I HAVE DIRECT REPORTS. WILL THIS WORK FOR ME?
Absolutely! In many ways, it might be easier for you because you have not developed bad habits leading employees yet
SOME OF MY DIRECT REPORTS HAVE BEEN WITH THE COMPANY FOR A VERY LONG TIME, AND THEY DON’T WANT TO CHANGE THEIR OLD WAYS OF DOING THINGS. WILL THIS SYSTEM WORK FOR US?
I designed and built this system for you. So the answer to your question is a resounding, “yes!” This system will work for you indeed!
If after following this strategy and doing everything I tell you, one of your direct reports still doesn’t want to perform according to your team’s performance agreements, I tell you exactly how to proceed (within the frame of your company’s HR policies): You have to do what you have to do, and then move on
You—and your direct reports—are here to deliver results, and I show you how to build win-win relationships with them, based on trust, candor and genuine care. But you are not here to pamper them and to spoil them, to tolerate unacceptable performance
YOU SAY THAT ONE OF THE PREREQUISITES TO GO THROUGH THIS COURSE IS TO BE OPEN TO LISTEN TO MY DIRECT REPORTS’ FEEDBACK. WHAT EXACTLY DO YOU MEAN BY THAT?
Some of the people who are closest to you and who observe your behavior every day are your direct reports. Your direct reports can be a very rich source of feedback IF you know how to use it to improve your performance
I designed specific questions that make up one of the built-in accountability mechanisms in this system
By asking your direct reports these specific questions, you will be able to accomplish both:
1. To be as objective as possible while assessing your real progress
2. To find out about what it is you need to do to improve your behavior
I designed this accountability mechanism based on two facts:
1. Fact 1: It is very likely that not everything your direct reports say is totally “right” or totally “wrong”
2. Fact 2: You will learn from your direct reports’ perceptions using these specific questions, as long as you follow this system
I USE MY CELLPHONE MORE THAN I USE MY LAPTOP, CAN I ACCESS THIS COURSE ON MY PHONE?
Yes! This course is 100% compatible with all devices (cellphones, tablets and computers)
HOW MUCH PERSONAL SUPPORT DO I GET?
As much as you need:
I will meet with you—the Change Owner—at least seven times during this 12-week period.
But if you want more support than that, I am here for you.
I will also meet with all your participants as a group, at least three times.
Here again, if your participants would like to meet with me more often than that, I will gladly do so.
I’M VERY INTERESTED, BUT DUE TO WORK PRIORITIES, I WON’T HAVE TIME TO GO THROUGH THIS PROGRAM RIGHT NOW. SHOULD I PURCHASE NOW OR WAIT UNTIL I’M READY TO START THIS TRAINING?
I recommend that you go ahead and purchase it now, and here is why:
- You have lifetime access to all the materials
- This will also give you time to go through all the materials and get everything ready so you can easily start implementing when you are ready
ALL THIS SOUNDS GOOD AND I’M TEMPTED, BUT CAN MY COMPANY REALLY AFFORD IT?
Think about it …
How much is it worth to you the following?
- To have direct reports—at any level—be committed to the decisions made by their teams?
- To enable your managers to turn team conflict into a positive force for change?
- To optimze your managers' team decision-making process and the execution effectiveness of such decisions?
- To have direct reports—at any level—be rowing in the same direction and aligned?
- Etc., etc., etc.
For leaders like you, it’s priceless
I know you can’t afford to take a risk on anything. Unpredictable results aren’t exactly cheap!
That’s why I offer a double guarantee!
IS THERE A WAY TO KNOW—LIKE REALLY, GENUINELY KNOW—IF THIS LEADERSHIP DEVELOPMENT STRATEGY WILL WORK FOR US?
Sure there is …
- Just come in
- See it
- And experience it
Try it out, and live it to its full extent, safe in the knowledge you’ve got an escape hatch if things don’t work out according to your expectations
You don’t have anything to lose, except low performance
If you have more questions ... I will be more than happy to speak with you!
FROM BOSS TO WORLD CLASS LEADER
Results-Oriented Leadership Strategy for the Managerial Role
