Models for Management (MFM) is a management and leadership development process consisting of six modules with flexible delivery methods. 

MFM provides an integrated process of awareness, measurement, learning, and change processes, all designed to accomplish one thing – to help managers become High Achieving Leaders. 

Using a process of learning and self-discovery, MFM teaches the managerial behaviors of High Achieving Leaders, measures the gaps that currently exist in each participant’s managerial behaviors, and gives them a new benchmark for leadership to model.

The Achieving Leader Research

MFM is based on over 30 years of cumulative research in the area of effective managerial and leadership behaviors. Using a database of thousands of  leaders across many industries, our research is based on solid behavioral science, not armchair anecdotes or selective case studies. The research creates a model of the common philosophies, beliefs, practices, and
managerial behaviors employed by High Achieving Leaders.
 

Pre- and Post-Assessment Processes

We've all heard it before: "you can't manage it unless you measure it." Each module of MFM includes a comprehensive behavioral 360° assessment process to benchmark participants against our database of leaders and compare their own self-perception with the perception of others.

Participants will gain perspective and self-awareness at a whole new level. This awareness, coupled with targeted learning modules, will lead to new levels of insight and, consequently, more effective behaviors; closing the gap between average performance and high achieving results.

Note:  Assessment process can be modified to meet any client’s needs.

Awareness Perspectives:
Self-assessment
Feedback from others (Optional)
Comparison of self-assessment with feedback from others (Optional)
Comparison with thousands of other leaders taking the same surveys
Comparison with High Achieving Leader benchmark
 

Behavior Change

Development is a process, not an event.

All the awareness and theory in the world is useless unless acted upon.  Models for Management has been improving leadership behaviors for over 30 years. Our experiential learning modules, combined with a powerful facilitation process, are specifically designed to close the gap between one's current state and the ideal benchmark of High Achievers. No “fluff,” just serious training and development for those who are serious about improvement.

How?
Through a proven process of modeling effective behaviors used by High Achieving Leaders.
 

Modeling effective behaviors remains one of the best ways we can make positive changes in our leadership style.  So what model should you use?

Hopefully, a well researched and proven one.

 MFM employs a proven behavioral change process that allows participants the opportunity to observe, experience, learn, model and practice the effective behaviors of High Achieving Leaders. The model of the High Achieving Leader becomes the benchmark for personal and organizational development.
 

Research-based Validity

 From a training standpoint our philosophy has always been as follows:

“If we are to ask participants to consider a more effective way of doing things, we better be able to back that up with solid evidence that it will work.”

Today’s executives demand no less.

We pride ourselves in presenting participants with only the most validated research that has stood the test of time. No fly-by-night theories, no quotes from the latest book, no self-proclaimed management gurus.

In addition to our own validated data-based research, MFM utilizes over 60 years of research in the field of social and organizational behavior by some of the most prolific and noted researchers of our time, which we have contextualized, synthesized and made accessible to others.

Maybe that’s why our materials are used so extensively by America’s most prestigious MBA programs.

Measurable Results
Performance = Potential – Interference

Managers become High Achieving
Leaders who:

·         Are developers of people,

·         Have more positive belief in people and their potential,

·         Collaborate more,

·         Communicates more effectively,

·         Focus on what really motivates others,

·         Use power more productively,

·         Become more effective decision makers, and

·         Interfere less with the potential of others.

These leaders capitalize on the untapped potential of others and increase workforce performance by practicing more effective behaviors.

In other words, they reduce the interference that gets in the way of employee performance. They improve workforce performance by increasing:

·         Satisfaction

·         Morale

·         Commitment

·         Trust

·         Creativity

·         Productivity

·         Decision Quality

·         While decreasing:

·         Turnover

·         Frustration

·         Conflict

·         Miscommunication

·         Apathy 

Module 5 - Empowerment

Delivery Methods
Value  •  Flexibility  •  Results

Contact us for more detailed information

Leadership Resources P.O. Box 12425 Overland Park, KS  66282-2425
Phone: 913.599.4511
Fax: 913.239-0683