Welcome to LeaderWise!

Do you see your organization facing some difficult challenges right now:

Your world is changing rapidly in increasingly complex ways?
You need a core group of powerfully capable leaders to lead at all levels - and you don't have enough of them?
What you are doing now to develop leaders isn't enough - and you know it?

If you see your organization in those bullet points you will be interested in our LeaderWise program. We develop core groups of powerfully capable leaders who lead their organizations to sustainable success.

Interested? Click here to find out more about the LeaderWise program.

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email us:

info@leader-wise.com

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What we Do

The LeaderWise program is a nine-month immersion in leading. It results in a strong core group of powerfully capable leaders for your organization.

The immersion in leading is achieved by interweaving three elements:

Nine full-day workshops on leading and being a leader.

Each of the nine workshop sessions focuses on specific competencies of leading. Every session builds upon the previous sessions. Participants' learning is both individualized and group focused, as applied to and practiced in the individual coaching and Peer Councils which fall between workshops.

The workshops include:

Four formal assessments
Modeling and demonstration of effective leading and communication
Processes for creating a culture of leading in any work group
Specific skill building in one-on-one and group relationships
Selected readings with reflective questions to evoke from each member of the group their own understandings

The LeaderWise program challenges participants to move from their current understanding of leadership into the desired state of leading. Leading is a craft that requires immersion in the knowledge, experiences, and practices from which we can claim our own eligibility to lead. To successfully accomplish this the program workshops take the participants through three phases:

Foundation, Transition, Mastery. For more on these phases, please dive in.

One-on-one coaching for individual development.

The nine one-on-one coaching sessions are essential to each participant's success in the program. Each session focuses on the participant's specific work challenges along with their efforts to apply what they are learning in the LeaderWise program. The basic structure of each coaching sessions is to define the existing condition, flesh out the desired condition and then put a plan of action into place to move from the existing to the desired. The process is designed to promote the participant's clarity, responsibility and commitment to actions, and to support them in advancing their ability to lead.

Peer councils to actively practice leading.

Peer Councils allow the participants to further practice their ways of leading within the group. Participants test their own abilities in aligning their strengths with those of the group, and in influencing the Peer Council to successfully meet the opportunities and challenges in leading the complex workforce.

There are six Peer Councils where participants have three goals:

Model new ways of leading with their fellow participants
Apply what they are learning to their work
Collaborate on what is working and what is not working

Peer councils are the place for them to dialogue as a group, practice their newly expanded competencies, and create and explore further ways of leading in service to the organization.

Stakeholder Integration

The LeaderWise Team will work with the appropriate stakeholders to ensure the best possible outcomes for the participants and the company. How this will be done according to the client’s needs, but could include an orientation session, coaching between the participant and his or her manager, and/or phone meetings with individual managers.

What's different about this program is how we lead our participants from the conceptual understanding of leadership to the power of leading. To learn more, click here.

Sean Evans Moore

Sean Moore is a principal and acting President of LeaderWise, Inc., as well as a Principal of the AthenA Group, LLC. Each company offers unique formats for organizations needing leadership development, executive coaching, or culture strategies.

Known as the "assessment guy," Sean is certified in a wide range of leadership tools specializing in the Myers-Briggs, Emergenetics, iLoveFeedback, and Best Year Yet. Since 2007, he has been a member of Mountain States Employers Council's guest faculty and successfully provided workshops and executive coaching for CSG Systems, Dalbey Education Institute, Women in Cable and Telecommunications, ViaWest and Prologis.

Licensed as a Financial Advisor in 2005, Sean has assisted companies and individuals with investment and insurance strategies for sustaining financial goals and business performance through AIM Investments and A.G. Edwards.

An accomplished Video Specialist and Senior Editor, Sean has 15 years experience in communications, the art of persuasion, and documentaries. A former Avid editor, he has worked in multicultural environments along the Pacific Rim, managed $500k post-production budgets, and successfully delivered products for global distribution via satellite broadcasts and cable. He was honored to work with the SYDA Foundation, Jones Educational Media, Comcast, and the Royal Shakespeare Company. Sean holds a BA in Mass Communications from the University of Denver.

As an active contributor to his community, Sean has served on the boards of the Level One Society and Stand Up for Kids. He has also volunteered his time to Women's Vision Foundation, Swedish Hospital, and the SYDA Foundation serving in a variety of capacities from development to ethics committees.

His personal crowning achievement to date was to be recognized as a lead climber during the 1995 Colorado Expedition to summit Masherbrum, a 26,598 ft. peak in Pakistan. However, nothing beats being a proud father and husband.

Steffie Allen

Stephanie Allen is a principal in LeaderWise and the President of The Athena Group, LLC, a consulting firm specializing in organizational culture change, multidimensional leadership and workforce excellence. She has 40 years experience in leadership, leadership development, and program development. Her work as a workshop facilitator and speaker has taken her into corporations, professional firms and associations throughout the US, including Andersen Consulting (now Accenture), John Hancock, Hewlett Packard, US Army, Jones Inter Cable and Telstra, Australia's second largest corporation.

Steffie served as CEO of Management Support Technology, a software development company that she took public, and as Senior Vice-President of Performance Training Corporation, where she trained corporate executives in communication skills. She continues her work in the civic arena as founder and President of the Women'sVision Foundation, a 4000-member organization that is dedicated to the advancement of women corporate leaders and provides leadership development programs, events and networking resources to its members.

Steffie has held board positions in over 20 organizations, and served as the president of four substantive women's organization. She retired from the board of HealthONE, a major hospital system, where she served as founder and Chair of the Ethics Committee. She has raised over $50 million for educational organizations. She founded Explo: The Career Education Fair, which served over 150,000 school children in Metropolitan Denver, and Spree: The Colorado Celebration of the Arts

She received the US Small Business Administration's Regional Women in Business Advocate of the Year award in 1996, the University of Denver Dan Ritchie Colorado Ethics in Business award in 1999 and the Colorado Women's Leadership Coalition's Colorado Women's Leadership Award in 2004. With her sister, Carolyn Allen Zeiger, she is co-author of Doing It All Isn't Everything.

LeaderWise Philosophy of Developing Leaders

The LeaderWise program's basic philosophy is that powerfully effective leading depends on:

Utilizing one's strengths
Aligning these strengths with those of a core group, and
Telling the leaders' and the company's story well in order to achieve success and inspire confidence in the mutually beneficial endeavor.

What's different about this program is how we lead our participants from the conceptual understanding of leadership to the power of leading. To accomplish this, we've created specific venues for the participant to engage in the methods of observation and reflection, participation, and actually leading. All three methods are incorporated into each specific venue: workshops on knowledge and skills, individualized coaching, and peer councils that leave the participants with sound practices in leading.

To learn more, dive in.

Observation.

The first means to developing a practice is to study and observe it.

Critical thinking and self-awareness are essential to the learning process. In a workshop setting foundational knowledge is provided to support the reasons for building a practice in leading. We require our participants to incorporate the information and tools, but more importantly to test them against their current understanding, experience, and work environments.

We can't provide the answers nor is there a silver bullet for leading. Each participant will be challenged to articulate their desired outcomes, the challenges they face in doing so, and how the course materials and tools are or are not helping them in addressing these challenges. The workshop format is designed to bring the best thinking and behaviors from both the facilitators and the participants to intentionally model the practice of leading from day one.

One-on-One coaching and Peer Councils provide additional environments in which to observe the act of leading. The workshops are held monthly to focus on the participants' effectiveness in building strong relationships to align their eligibility in influencing issues critical to the organization's success.

Participation.

The second means to developing a practice is to engage with those people in the practice of leading.

The LeaderWise program approaches this from both the individual and group levels. Participants will engage in leading as an individual through separate coaching sessions to focus them on their individual form of leading to successfully reach their desired outcomes. On a group basis the participant will further participate in leading through the Peer Councils. There are six Peer Councils where participants have three goals:

Model new ways in co-creating the craft of leading with their fellow participants
Apply what they are learning to their work
Collaborate on what is working and what is not working

Peer councils are the place for them to dialogue as a group, practice their newly expanded competencies, then create and explore further ways of leading in service to the organization.

Practice.

Rarely do observation and participation alone create a successful practice in leading. The final means to leading is to develop it into a practice, simply by doing it.

Participants are put into environments that encourage effective and engaged leading. The workshop setting supports observing the act, and acquiring knowledge to improve one's practice. The coaching sessions will assist the participants in claiming their desired outcomes, identifying their eligibility gaps in achieving these outcomes, and applying the concepts and models of the workshop into actionable items to achieve their desired results.

The Peer Councils allow the participants to further practice their ways of leading within the group, testing their own abilities to align their strengths with those of the group, and influencing the Peer Council to successfully meet the organization's opportunities and challenges in leading the complex work force.

"When you come to a fork in the road, take it."

-Yogi Berra

Welcome to LeaderWise!

What we Do

Sean Evans Moore

Steffie Allen

LeaderWise Philosophy of Developing Leaders

Dive In, Learn More