Driven Leadership

Leadership development programs are deemed as a powerful force for developing superlative managerial and leadership skills that serve as the foundation for a successful organization. It means creating leaders who can take on challenges of any kind without feeling intimidated, connect better with their teams, believe in effective decision making, and be a role model. However, most leadership training programs resemble learning environments at school where a trainer lectures on a particular topic while the attendees half-attentively jot down notes. Lacking an interactive edge, these training programs often fail to catch the attendee’s interest, resulting in unresponsive and impact-less sessions that neither help business leaders build solid leadership skills nor inspire them to drive employee engagement. But Washington-based Driven Leadership is on a mission to change this status quo.

“We work in cohorts with business leaders to provide an assortment of profoundly immersive corporate training programs that enable them to bring behavioral change across an organization faster, and improve their bottom line,” says Eric McGrath, Chief Excellence Officer of Driven Leadership. With highly skilled trainers backed by years of experience in working with business leaders, Driven Leadership takes company executives through a series of hands-on, compelling training experiences. The programs require the leaders to self-assess their strengths and weaknesses, get involved in collaborative tasks and uncover their true team dynamics and communication proficiency. This helps them enrich their ability to lead people and teams and thereby boost business growth.

Driven Leadership adopts a top-down methodology to leadership development training, demarcating its programs into four steps. The company’s primary focus is on enhancing the all-round capabilities of the organization’s top-tier members in a way that creates room for other talented employees to step up and fill the gap. It is followed by the development of mid-management and high-performing employees, which creates a vacuum for low-performing employees to up their ante and perform better. Subsequently, the objective of the third stage is to get the combined effect of leadership and team development training to raise the bar of operational efficiency across the client’s organization.

Lastly, in the concluding stage, Driven Leadership emphasizes the need to sustain the mindset of top-down growth and managementdevelopment to ensure their client’s business is always up and running at its fullest potential.

A success story further exemplifies how organizations are leveraging Driven Leadership’s cutting-edge training programs. Despite high turnover, one of their esteemed clients faced serious employee disengagement issues. The detachment between the management and the employees reached a level that the management group not only held the subordinates but also each other accountable for non-performance. From employees showing up late for conferences to not being able to meet project deadlines to leaving clients dissatisfied, the disengagement started taking a toll on the business. This was when Driven Leadership came to the rescue.

The company immediately deployed a complete evaluation process called ‘Organizational 360.’ It involved a series of assessments and surveys that Driven Leadership conducted in order to pinpoint specific areas of improvement. Subsequently, they first focused on training the leadership team in terms of behavioral changes, management tactics, cooperative capabilities, accountability, and conflict handling before moving on to all the other teams. Based on these training sessions, they identified gaps in the company’s team building skills, talent management, and employee retention tactics and guided the leadership team to analyze these key areas of improvement to accordingly formulate a strategy for each of them. Within a year, the client started reaping the dividends of Driven Leadership’s programs, recording massive improvement in their bottom line due to transparent and efficient communication between teams—leading to 53 percent business growth, with unfaltering employee engagement.

Gearing up for the coming days, the company is planning to diversify its client base after targeting service-oriented businesses all this while. “As more and more organizations keep reaching out to us, we will continue serving them with the same agility and dexterity to not only provide a variety of interesting training programs but facilitate them by lending ears to all their challenges,” concludes McGrath.