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Utilize Assessments for Hiring, Development, Leadership, and Job Fit

• Increase performance and bottom line results

 Optimize key leader’s leadership and influence

• Build effective, high-performing teams
• Experience success with new leader integration
• Initiate organizational culture change
• Increase job satisfaction, decrease undesired turnover
• Reduce the cost of conflict in the workplace

​Sometimes clients can simply benefit from an external perspective with executive coaching professional regarding the leadership development challenges they’re facing in their organization. Typically strategic success is, in large measure, a function of having strong leadership.

Consider contacting us or answering a few questions to get a free consultation.

​​​As Trusted Leadership Advisors, we understand business challenges and organizational culture, and the dynamics of human behavior.
Since our inception, we have helped executives and high potentials recognize and build on their strengths, identify and operate from their values, increase their effectiveness, and learn how to better meet leadership challenges while having a positive impact on their work environment. We specialize in customized assessments.  For coaching we use the Hogan Psychological Battery and the Leadership Versatility Index.     For selection, we use the PXT Select, which centers on the use of role specific data to help increase understanding of job fit which in turn helps people understand where they need to focus when hiring or coaching for promotion.  We also utilize this assessment for strategic planning and career planning and focusing on retention and  keeping quality employees engaged.  

About Exelligence

Specializing in professional coaching, leadership solutions & assessment services for executives, teams and organizations. ​

Executive coaching in today's climate

The demand for immediate results to do more with less and the importance of addressing people issues has never been greater. As organizations continue to stay lean and competitive, and as the numbers of people in place to do the work and deliver results shrink, how people connect, collaborate, and commit within their network—ultimately, how work gets done—become critical.

The reality of the impact of COVID 19 and ongoing change has made the management task much larger, creating a widening gap between the manager of results and those on the line. This shift is taking place within a traditional model, which is less concerned with communication flow and more concerned with the movement of power. It follows that the perceptions, structures, and practices that constitute and emanate from this traditional model may become over time less and less connected to the actual marketplace.  

This management model also runs the risk of compromising the environment of trust that is essential to maximizing a firm's social capital and its output.  In the face of the current adversity the smart companies will invest in their most important resource.

As leadership assumes a followership and centers on outcomes – what leaders bring about, as a collective process, in how one sets direction, achieves alignment, and gains commitment – it increasingly differentiates the leader from the manager.  Given the current fiscal climate, the stakes are greater than ever and will likely be for the extended near term.