"The Jackson Consulting Group's leadership training program was a perfect fit for our organization because, rather than applying a one-size-fits-all program, they made a significant effort to learn about our organization prior to designing and conducting the training. I was extremely impressed not solely by the insightful and engaging facilitator, but by the resulting impact upon our staff and organization."

"I first utilized the coaching services of the Jackson Consulting Group to help me understand my 360 review. I appreciated Karen Jackson's professionalism and her genuine interest in helping me seek ways to improve my personal performance and leadership and to see myself from a different perspective. The accuracy of Karen Jackson's assessment of a subsequent follow-up situation was entirely on the mark. I would highly recommend Karen Jackson for any personal coaching services required by other leaders in their organizations."

 

"fundamentals of leadership":

builds leadership capability

strengthens engagement

motivates

improves retention

attracts potential employees

strengthens brand

improves performance

Our first-rate practical, client-focused leadership and management training will form a crucial part of your talent management strategy.

"fundamentals of leadership" complements, and in some cases, kick-starts our clients' leadership development strategies.

"fundamentals of leadership" is a modular program that creates real learning and personal development. Participants are presented with relevant theories and guidance followed by exercises to practice new skills on their own and in groups.

"fundamentals of leadership" is an entirely flexible and customizable modular training process. Our clients choose the modules that best suit their leadership development needs, culture and strategic direction. Optional tests and certification accompany each module.

coaching

We provide one-on-one practical coaching to enable your leaders to become highly successful at work.  We take the following approach:

1. establish rapport with the individual; set out his/her expectations; define the coaching objectives.
   
   
2. gather feedback from key stakeholders either through a 360° assessment or stakeholder interviews.
   
   
3. the coach and the employee decide upon one or two developmental areas and define them in observable behaviours so that they can be easily discussed and measured.  An action plan is created.
   
   
4. the coach and individual meet monthly to discuss progress and difficulties, using real work incidents as coaching opportunities and the Action Plan as a framework for discussion.  Typically the coaching assignment lasts 6 months.
   
   
5. at the end of the coaching assignment, the Coach gathers feedback from the original stakeholders as to degree of change/improvement the individual has made on the defined behaviours.
   
   
6. finally the coach guides the individual as to how he/she can continue to grow and develop as a leader without the aid of the coach.

development resource guides

Many organizations offer their people 360-degree feedback or self-assessment tools but fall short when it comes to providing development guidance.

Leaders constantly tell us that, by and large, they developed their leadership skills on-the-job. Research confirms that approximately 70% of leadership development takes place on-the-job. Yet when designing leadership development, organizations still tend to think in terms of off-site courses and programs.

Our resource guides are packed with essential on-the-job, practical developmental activities to help our clients develop the strategically aligned competencies required to make their organizations successful. In addition, our resource guides suggest applicable reading and viewing material; internal and external educational and training suggestions to help individuals and managers create effective, personalized action-based development plans.