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Legacy Frontiers Inc.
- Leadership Coaching -

"Leadership is engaging people through courageous actions and inspiring them to do things they cannot see themselves doing" Jake Gibbs founder

Organizational Lifecycles and their predictable stages

Leadership Programs

Emotional Intelligence Assessments

Management Development Programs

Coaching Seminars

Employee Engagement programs

Custom employee surveys

Organizational/culture diagnostic assessments

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Specialized on site resources

One-on-one Leader counseling

Executive coaching

Business owner coaching/counseling services

Custom Management Seminars

Leadership and Organizational Development

If you were to hand select your top performing ten percent best employees and create a company that competed against your current company, who would you take? Would you know what to look for? Legacy Frontiers helps provide a proven blueprint that will help you develop, leverage, and retain the employees you cannot afford to lose to your competition.

This twelve-month personal leadership coaching process is designed for your current and up-and-coming leaders who your company can't afford to lose. This five phase powerful process helps your leaders dig deep to bridge the gap between their leadership philosophy and actions. Leadership is personal and at the same time very public.

The research tell us that there must be proper balance between one's leadership style and leadership approach. Leadership style is one's personal style and natural tendencies of connecting and leading others which rarely changes over time. It is our essence as a leader. Similarly, as humans go through predictable stages in their lives so do organizations go through predictable lifecycles or stages. We help leaders effectively understand their unique inherent style and gift of leading and at the same time understand the proper approach needed to insure a sustained healthy culture and corporate success. As one's essence rarely changes, one's leadership approach is fluid and dynamic and changes. The five phases are tailored to meet individual and organizational needs and are as follows:

Individual Leadership Coaching Architecture

Phase 1: Work Personal Inquiry and select personality and abilities assessments- Who am I? Where did I come from? What is my natural style and inherent natural abilities?

Phase 2: Leadership and management competency 360 degree feedback and select skill building- What are my perceived leadership and management strengths and what skills are critical to my leadership? How am I perceived by others?

Phase 3: Organizational Life Cycle™ assessment- An educational and diagnostic tool providing leaders a detailed analysis as to the health of the organization. We provide you insights into specific weaknesses and strengths to be aware of as your business goes through conscious and hidden changes in its organizational life cycle and provide you .

Phase 4: Developing a powerful self-referencing powerful Leadership Map- clarifying beliefs, core philosophies and developing personal and organizational alignment goals. (See below)

Phase 5: Key employee leveraging and coaching- helping you select, develop and retain a healthy and productive workforce utilizing the latest job profiling technology, selection tools and coaching methods.

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Group Leadership Mapping:

A powerful Individual or Group Coaching Leadership Program

What is it:		Leadership Mapping is a coaching process that helps participants stop, take stock and rediscover their leadership Beliefs, Purpose, Values, Talents, Vision and Goals. The program provides a powerful Leader’s Map to continually self- reference leadership capabilities.
Who this is designed for:		Leadership Mapping is designed for anyone who sets an example for someone else, especially for people seeking: Insight regarding their leadership philosophy. Clarification about their “essence”-purpose, vision and values as a leader. The capacity to answer the questions that come from within.
Why leaders "need" this program:		The ultimate leadership challenge is “self-leadership.” The common wisdom of recent decades regarding work and work styles is undergoing uncommon change. Leaders need to re-discover their roles as socio- economic factors continue to evolve and impact the workplace. Leadership Mapping provides the capacity for “self-referencing” - the power to see ourselves-and strategies for sharing the discoveries with employees or those being served. Leading From Within gives leaders the time and the tools to think things through on their own and with others. While most workshops focus on the practice of leadership, Leadership Mapping focuses on who participants are as leaders and on developing the capacity for leadership within each individual.
Coaching Architecture		Leadership Mapping focuses on four areas to develop a participant's sense of uniqueness and leverage in the organization. Leading With Courage. Key issues such as personal purpose, vision, values and working with integrity and courage will be explored. Creating a Context for Growth. Participants use tools to develop an inside-out strategy for change and complete a leadership profile to assess their leadership philosophy in action. The Power of Purpose. Participants discover the importance of purpose-driven leadership which sets in motion the factors and forces to enhance effectiveness. Leadership Mapping. Participants create their Leader’s Map, a tool that visualizes and applies the key outcomes of the workshop and creates a profile that captures the core of their own leadership philosophy and their answers to key leadership questions.
Deliverables:		Leadership Mapping enables participants to: Discover leadership from the context of courage and essence. Declare leadership purpose, values and vision. Develop a game plan for leadership integrity throughout the year.

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The Organizational Diagnostic Questionnaire™ Assessment

The Organizational Diagnostic Questionnaire™ (ODQ) is an objective tool to diagnose the current situation and overall health of your organization. It is a powerful way to quickly and extensively examine your organization, assess its strengths and weaknesses, and identify what needs to be done internally to improve the overall health, productivity and profitability. The output will help managers at all levels prepare for planning activities and implement meaningful, positive changes. Developed by Faust Management Corporation (FMC), the ODQ is the most comprehensive of FMC’s organizational assessment tools and is backed by over 18 years of research, testing and successful use in several hundred organizations around the world.

The questionnaire assesses critical areas of strategic management including organizational culture, leadership and direction, planning, structure, accountability, information, incentive and follow-up systems. The key subsystems of your business such as client interface, operations, human resources and finance, as well as the results the organization is currently producing, are also evaluated. There are five major areas of analysis:

1. The Life Cycle Analysis identifies the present developmental stage of the company and the direction in which it is moving. Organizations have different and distinctive patterns of behavior at different stages in their development that provide a basis for understanding normal and abnormal problems in a company. This analysis also enables an organization to predict the problems it will face as it progresses.

2. Future Success Predictors Analysis provides an indication of the organization's culture and indicates where energy should be applied to assist the organization in its improvement drive. The factors measured include:

• Focus and Direction • Control and Flexibility

• Alignment • Growth and Profit Orientation

• Future Orientation • Individual and Organizational Needs

• Readiness to Change • Stretch and Stress

3. The Key Problems and Major Strengths Analysis provide a listing of the organization's strengths and weaknesses that are then categorized and sorted into patterns and cause/effect relationships. These patterns allow you to pinpoint problem areas, identify their causes and set priorities for action.

4. Item Analysis is included to provide a summary of the group responses to individual items.

5. An Interpretation, Diagnostic Summary and Prescription are prepared for each company by one of our strategic management experts. This work includes an in-depth analysis of the data that interweaves all the major themes and dynamics, a presentation of the key challenges the organization is facing, and specific suggestions on the major activities to be completed to remove organizational barriers, resolve critical problems and make positive changes within the organization.

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Emotional Intelligence

0BEmotional Quotient-Inventory (EQ-i®)

Description

The Emotional Quotient Inventory (EQ-i®) is the first scientifically validated and most widely used Emotional Intelligence assessment in the world. Based on more than 20 years of research worldwide, the EQ-i examines an individual’s social and emotional strengths and weaknesses. Legacy Frontiers Inc. is a trained Licensee who provides counsel, expertise and insight on emotional intelligence.

Respondents self-report on their life and workplace performance in 15 key areas of emotional skill that have been proven to contribute to proficiency in complex business activities such as conflict resolution and planning. By identifying the areas that need improvement, the client can immediately begin developing those areas. At the same time, areas where the client excels can be leveraged to their full potential to maximize effectiveness in daily tasks.

Areas assessed:

• Intrapersonal Scales

Emotional Self-Awareness

Assertiveness

Self-Regard

Self-Actualization

Independence

• Interpersonal Scales

Interpersonal Relationship

Social Responsibility

Empathy

• Adaptability Scales

Problem Solving

Reality Testing

Flexibility

• Stress Management Scales

Stress Tolerance

Impulse Control

• General Mood

Happiness

Optimism

Readability analyses conducted

Applying EQ-i

Human skill and ingenuity provide the essential building blocks of business success. Yet the effective management of assets so complex can prove elusive. The most commonly considered performance predictors—intelligence, education, experience, and personality—are, quite simply, not enough. How often do judgements formed on the basis of a candidate’s academic achievement, formal qualifications, and employment record prove flawed? The key predictor missing from this list used to be regarded as an intangible something but has now been identified by a large and growing body of international social scientific research as Emotional Intelligence.

Emotionally intelligent people communicate effectively, form strong relationships and create powerful coping strategies; emotionally unintelligent people don’t—no matter how high their IQs. Emotional Intelligence can be measured—more reliably and less controversially than IQ—and, unlike IQ, it can be substantially strengthened and developed.

The following is a brief introduction to the many workplace applications of Emotional Intelligence:

Selection and Succession
Used in conjunction with existing evaluation criteria (experience, qualifications, interview results), properly interpreted Emotional Intelligence test scores provide unprecedented predictability. You will better know whom to hire and whom to promote, have better success aligning the right people with the right jobs, and achieve greater clarity in planning for the succession of senior leadership.

Development
Emotional Intelligence is elastic. Those who lack it can acquire it; those who have it can enhance it. MHS Emotional Intelligence tests identify areas of strength and weakness that training and coaching can be designed around. People at every level of the organization, from new hires to senior managers, can develop their Emotional Intelligence skills and see their job performance improve significantly.

Leadership
As most experienced leaders are acutely aware, social and emotional competencies are critical to managerial success. Our tools, along with specialized offerings like the EQ-i Leadership Report, have helped organizations formulate clear profiles and development plans for up-and-coming leaders.

Team and Organization Building
The Emotional Intelligence tools offered by MHS go beyond the success of the individual. Tools are also available for assessing the Emotional Intelligence of teams, departments, and the organization as a whole. With the implementation of appropriate programs, entire organizational cultures can be re-engineered to deliver higher productivity and better bottom-line results.

Global Versatility
Ethical test use in a variety of cultures and languages is a top priority for MHS. Used in over 80 countries, MHS assessment tools have worldwide application. They don’t discriminate on the basis of race, gender, or age, meaning that results can be used without fear of bias. Results for each test are compared to a large normative sample that carefully represents the population’s demographics. With offerings in over 30 languages and dialects, our translation service makes MHS products available—and comprehensible—to users everywhere.

Credibility and Social Responsibility
Standing behind every MHS Emotional Intelligence assessment tool is a company that has been an innovator in test development and statistical analyses for a quarter of a century. Led by highly qualified scientists and professionals, who collaborate with academic researchers worldwide, MHS is committed to the publication of carefully designed and independently validated assessment tools. Emotional Intelligence tests can always be developed. Whether they can be scientifically and independently validated is quite another matter. While the standards are high, MHS tools have met them all. This allows you to integrate MHS Emotional Intelligence tools into your business initiatives without worrying about the reliability of the results they generate.

EQ-I Available Reports

We offer results from our assessments in a number of different report types. These detailed reports highlight and frame information differently depending on their type. The following report options are available for the EQ-i®.

Business Report
The EQ-i Business Report is a new report for human capital development in organizational settings. Robust in its content, the Business Report contains business-specific strategies and action plans that are more compatible and meaningful in the workplace. Content on all 15 EQ-i subscales allows you to work with the respondent to focus on emotional and social skills that are consistent with job performance metrics. Separate sections containing results, development strategies, and action planning exercises make feedback sessions more streamlined. The administrator receives reports with numeric and non-numeric interpretive guidelines:

· EQ-i Business Report

· EQ-i Business Report with Coach’s Section

HUView Sample ReportU

Leadership Report
This report helps you identify and groom the best leaders. It can be used to help with leadership assessment, leadership placement, training of leadership skills, and understanding potential derailers. Results on the 15 EQ-i subscales reveal the respondents' strengths and weaknesses inpeople-, process-, and organization-oriented leadership styles, and on four pillars of leadership behavior. Leadership Reports are available online; however, you can administer the EQ-i with paper materials and then fax in your response sheets for scoring. You then log into our secure website to score and download the results.

When you score a Leadership Report, you will also receive an EQ-i Resource Report at no additional cost. You are also given the option to print the report by section or in full. The administrator receives reports with numeric and non-numeric interpretive guidelines:

· EQ-i Leadership (complete report)

· EQ-i Leadership – Coach’s Section only

· EQ-i Leadership – Development Section only

· EQ-i Leadership – Executive Section only

· EQ-i Resource Report

· EQ-i Resource Report w/ Counselors section

HUView Sample ReportUH

Individual Summary Report
This report option provides the overall EQ score, scores for each of the 15 areas measured, and scores for the validity indices. This report is best for users with in-depth knowledge of the EQ-i, or when used as the basis for creating customized feedback reports and coaching. It is not recommended for the client.

HUView Sample ReportU

Development Report
Ideal for counseling and life coaching, this report includes information available in the Individual Summary Report, as well as an in-depth explanation of the meaning of each score, descriptions of individual strengths and weaknesses, and guidelines for improving three of the client’s weakest areas. Intended to be shared with the client, this report omits numerical scores in the graphical portion and uses terminology such as “Area for Enrichment,” “Effective Functioning,” and “Enhanced Skills.” The administrator receives reports with numeric and non-numeric interpretive guidelines:

· EQ-i Development Report

· EQ-i Development Report with Counselor’s Section

HUView Sample ReportUH

Resource Report
Appropriate for human resource development in organizations, this report presents EQ-i scores in a graphical format conducive to feedback and coaching. Intended to be shared with the client, this report omits numerical scores in the graphical portion and uses terminology such as “Area for Enrichment,” “Effective Functioning,” and “Enhanced Skills.” The administrator receives reports with numeric and non-numeric interpretive guidelines:

· EQ-i Resource Report

· EQ-i Resource Report with Counselor’s Section

HUView Sample ReportUH

Group Summary Report
This report provides a summary of results for a group of clients. It is ideal for measuring the functioning of a team as a single unit. To generate a Group Report, you must first score each individual's EQ-i using one of the above report options.

HUView Sample ReportU

Individual Across Administrations Report
Ideal for measuring a person's development progress over time, this report compares the EQ-i results of two to four administrations on the same respondent. To generate this report, you must first score each administration using one of the individual report options.

HUView Sample ReportUH

Individual to Group Report
Illustrating a respondent's emotional and social functioning in relation to his or her workgroup, team, or level can have a profound impact in teambuilding and development. This report compares the EQ-i results of an individual to those of the larger group. To generate this report, you must first score a Group Summary Report and a report for the individual.

HUView Sample ReportUH

Group to Group Report
Ideal for program analysis or building awareness between workgroups, this report compares the EQ-i results of two groups. To generate this report, you must first score two Group Summary Reports.

HUView Sample ReportUH

Group Across Administrations Report
Measure the effectiveness of your development program with this powerful tool. This report compares the EQ-i results for two to four administrations on the same group, giving you qualitative data to support your business case and build ROI on program initiatives. To generate this report, you must first score two to four Group Summary Reports using the same group of respondents.

HUView Sample ReportU