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

  • Generate trust and psychological safety
  • Create a 100% open communication environment
  • Turn team conflict into a positive force for change
  • Make the best possible team decisions — consistently
  • Optimize the execution effectiveness of such decisions
  • Align your team members and get them rowing in the same direction
  • Engage them with their work, and commit them to you
  • Build agility within the fabric of your team
  • Increase team cohesion, employee morale, and retain your talent
  • Etc.

This is NOT about theory or memorizing — but about practicing, and getting results:

  • 12 weeks of step-by-step guidance
  • A safe space to ask questions
  • Immediate actionable advice
  • Built-in accountability
  • Self-paced program
  • Personal coaching
  • Lifetime support
  • Lifetime access
  • Login 24/7

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.

PLUSYOU 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" program

This is NOT a training program

  • This is an implementation program

This high-touch experience includes:

  • Learning by actually doing, accountability & feedback
  • Group coaching once a month—on your schedule and at your convenience

If you have questions, no matter how small your questions might be, just ask away.

  • My job—and my passion—is to help you to get results

My 3-part guarantee

1. I guarantee that if you follow the program, you’ll build a high performing team, in a sustainable way

2. If you do all the work, follow the instructions, and don’t build a high performing team, I will work with you personally, until you do

3. If that doesn’t work, I’ll refund your entire cost

I can’t think of a more fair and reasonable offer than this.

You have nothing to lose — except low performance.

Build Organizational HIGH Performance—in a Sustainable way!

All major credit cards & PayPal accepted

Best Price in the Industry

One (1) User

$597 USD

Most Accessible

Instant access to everything

Immediate actionable advice

Unlimited support

Most Popular

Twenty (20) Users

$5,997 USD

Best Value

Instant access to everything

Immediate actionable advice

Unlimited support

Or pay in easy installments

3 monthly payments of

$233

For a total of $699

One (1) User

2 monthly payments of

$3,049

Best Value

Twenty (20) Users

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 ME TO GO THROUGH THE PROGRAM?

If you follow the system and do all the work in each module every week, you will finish it in 12 weeks


But if it takes you longer than that, no problem. This is a self-paced program and I strongly recommend you go at your own rhythm

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 ME?

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 system 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 the built-in accountability mechanism 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)

CAN I DOWNLOAD THE MATERIAL?

Right after you purchase today, you will have access to EVERYTHING: You can watch ALL the videos, listen to ALL the audio, read ALL the action guides, write on ALL the worksheets, save your notes online, print them for future reference, etc.


In order to take FULL advantage—100 per cent—of this leadership strategy, you don't need to download anything


But if you insist, you will be able to download everything after the 30-day guarantee period

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 I REALLY AFFORD IT?

Think about it …

  • What would you give to establish trust and a 100% open communication environment within the team you lead?
  • What would you give to turn team conflict into a positive force for change?
  • What would you give to be able to make the best possible team decisions consistently?
  • What would you give to have your direct reports committed to the decisions made by your team?
  • What would you give to execute such decisions reliably?
  • What would you give to engage your direct reports with their work, commit them to you, and build a high performance team?
  • Etc., etc., etc.

For leaders like you, it’s priceless


I know you can’t afford to take a risk on anything right about now—unpredictable results aren’t exactly cheap!


That’s why I offer a zero risk, 100% Money Back Guarantee

IS THERE A WAY TO KNOW—LIKE REALLY, GENUINELY KNOW—IF THIS STRATEGY WILL WORK FOR ME?

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

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