Leadership
Development Programs


In the realm of adaptive challenges, challenges for which there are no known answers and where there are conflicting or ambiguous expectations from a multitude of stakeholders, leaders need a synthesis of sophisticated skills and competencies. Building or enhancing these capacities starts with a deep understanding of the material a leader has to work with, namely, him or herself, and extends to using themselves effectively in multiple contexts.

Leaders work in different domains, from the inside out


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For more information about design and facilitation of leadership development programs, contact  Nancy Winship →


More about Building Capacity for Complexity

"The dangers of exercising leadership derive from the nature of the problems for which leadership is necessary… To lead is to live dangerously because when leadership counts, when you lead people through difficult change, you challenge what people hold dear -- their daily habits, tools, loyalties, and ways of thinking -- with nothing more to offer perhaps than a possibility."

Ron Heifetz and Marty Linsky, Leadership on the Line: Staying Alive Through the Dangers of Leading

The essential leadership practices of communicating an inspiring vision, empowering others, aggressively pursuing innovation, and leading by example are the price of entry into organizational leadership – these practices are critical but not sufficient.

Nancy Winship Consulting programs provide a framework and advanced tools for executives who need more in order to lead potentially disruptive initiatives in environments that have high and sustained levels of complexity, ambiguity, uncertainty, and unpredictability. 

Custom-designed programs

Programs integrate classroom learning events,  coaching, and application focused on executives’ real and current business challenges. The programs draw heavily on the interactive engagement of the participants. Small groups of executives use structured processes to help each other identify and understand the complexities of their business challenges, and learn from one another through actions and experiments.

Key features typically include:

  •  Introductory sequence. Individual and group meetings with sponsors and participants to outline process and approach, identify group goals and simply get the process right-sized and relevant.

  • Individual diagnostic assessment. The Leadership Circle Profile is a highly-regarded and validated 360° instrument that connects well-researched leadership competencies with underlying motivations. It reveals the relationship between patterns of action and internal assumptions that drive behavior, allowing the leader to identify not only strengths and opportunities for growth, but giving insight into the mindsets that need to shift to make change stick.

  • Group learning labs. The primary learning vehicle and developmental home base.  The group meets once a month for six months. Members come together to learn new concepts and skills, review progress, and integrate learning. This is also a forum for exploring larger strategic business concerns that affect all members.

  • Workplace application. On-the-job assignments and experiments between meetings provide a practice field for trying out new behaviors and emphasizes learning by doing. Exercises and homework are provided as part of the structure. In addition, shared business and organizational challenges will be fodder for group dialogue and learning opportunities.

  • Learning partners. The communal approach builds a stronger team. Peers provide support, challenge, and accountability, focusing on experiments and learning on the job. Members will be asked to meet routinely with one another specifically to support one another’s progress.

  • Executive coaching. 1:1 professional coaching at the start of the program, and once a month for the duration.