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Executive Coaching: Unit Leaders Building Champion Performers and a Profitable Organization

A Four Step Leadership Development & Performance Management Process


Step One – Dr. Mulligan Meets with Executive in a One-On-One Performance Analysis Session and Sets Growth/Business Objectives  
(CEO, President, Chief Level Officer, Senior Vice President, Director or Manager)         


Dr. Mulligan will meet with the client and analyze the performance of his/her unit/organization, the performance of each person on his/her team and his/her performance. We will follow our performance analysis process, review performance data gathered by the organization and use assessments to obtain information for establishing future performance objectives and plans. Several assessment tools will include:


  • The Company or Team Unit Score Board- Meeting Past Business Objectives

  • Customer and Employee Satisfaction Survey Results

  • Strategic Leadership Development- Personal LEA 360 degree results

  • Mulligan Leadership Personality Survey- Reviewing eight personality traits

  • Leadership and Management Competency Survey- Reviewing 60 tasks

  • Interpersonal Communication Assessment- Determining your functioning level

  • Assessing Your Performance Management and Leadership Development System



Step Two – Review and Execute the Strategic Leadership Program-Identify Leadership Roles Needed to Meet Business Objectives, Measure Present Leadership Behavior and Develop Growth Plans


Strategic Leadership Development (SLD) is a multi-component process designed by the Management Research Group to help facilitate leadership development at both the organization and individual level.  The leadership practices an organization needs in it’s leaders depend upon the organization’s strategic objectives and the demands of the individual roles. The research by MRG has shown there is no “one right way” to lead.  Leadership behavior that is vital in one function or level may be less important in another.


Each of the Strategic Leadership Direction components is based on the Leadership Effectiveness Analysis Model (LEA). The LEA measures 22 behavioral leadership practices, grouped under the following six core functions:


  • Creating a Vision

  • Developing Followership

  • Implementing the Vision

  • Following Through

  • Achieving Results

  • Team Playing                                                                                                                 


Components of Strategic Leadership Direction include:


  • Defining the Leadership Requirements for Your Organization

  • Strategic Direction

  • Role Expectations

  • Assessing Current Practices-Present Culture

  • The Strategic Directions Audit

  • The Best Practices Report

  • Developing Strategic Leadership Practices


The client and his/her management team fills out questionnaires below, reviews the results and defines needed leadership behaviors, roles and culture to meet the business objectives.


  • The Leadership Effective Analysis (LEA) Strategic Directions Questionnaire

  • The Leadership Effectiveness Analysis (LEA) Role Expectation Questionnaire

  • The Leadership Effectiveness Analysis (LEA) Leadership Culture Questionnaire

  • The Leadership Effectiveness Analysis (LEA) -Self and Observer Surveys                                           


The data from the Strategic Directions Questionnaire will:


  • Tie leadership behaviors to business objectives

  • Identify critical leadership practices needed

  • Clarify developmental priorities for the organization’s leaders

  • Identify action steps for senior team to create supporting conditions in organization


The data from the Role Expectation Questionnaire will:


  • Create clear expectations for a new position aiding in the selection and development process of the individual

  • Clarify and resolve difference of expectations between direct report and boss

  • Create greater consistency when multiple leaders are in the same role.                                                             

The data from the Leadership Culture Questionnaire will:


  • Assess the variety of leadership cultures that exist within a large organization

  • Determine the gap between the current culture and desired one.


The data form the Leadership Effectiveness Analysis will help one view his/her own leadership behaviors and learn how others view him/her. You can then develop an action program to emulate the leadership behaviors that will help meet business objectives.



Step Three – Dr. Mulligan Meets One-On-One with Each Direct Report in a Performance Analysis Meeting and Develops Growth Objectives with that Individual


We will use our performance analysis process, review performance data gathered by the organization and use assessments to obtain information for establishing improvement objectives and plans. We will review the results of the 360 degree surveys. Improvement objectives and a growth plan will be set up and monitored. Executives will go through 360 degree leadership assessments again in the future to measure change.



Step Four – Review and Execute the Triangle Team Leadership Model: Becoming the Best in Our Field with Client/Direct Reports


Dr. Mulligan will review and execute the five phases with the client/executive.      


Phase One – Reviewing the Triangle Team Leadership Model: Becoming the Best in Our Field. The primary goal is to build champion performers and championship/profitable teams and advance careers and the organization.

Phase Two – Dr. Mulligan will assess the client/executive and set personal champion building objectives with him/her and develop an action plan.

Phase Three – Dr. Mulligan will meet with client/executive to set championship building objectives for unit/organization and develop a plan.

Phase Four – Dr. Mulligan will assess direct reports and go over their results with them. The unit leader will meet with each direct report and develop personal champion building objectives and review the unit’s championship objectives. Action plans are developed to meet personal and unit objectives.

Phase Five – Dr. Mulligan will meet with unit leader to finalize all objectives. A Performance Evaluation Committee will be established to monitor individual and the unit’s success. Dr. Mulligan will conduct the Team Engagement Achievement Motivation Program to start and move the process forward.


The books used to execute the Model include The Triangle Team leadership Model: Becoming the Best in Our Field and Sharpening My One-On-One Performance Facilitation and Helping Communication Skills




Major Benefits of Working with Dr. Mulligan


  • Each client will have the opportunity to analyze the performance of his/her organization, direct reports and himself/herself with Dr. Mike Mulligan who served as a counselor and business coach to over 2,500 executives.  Dr. Mulligan can help the client understand his/her present situation, visualize where he/she needs to take the organization/unit and determine how he/she is going to do it.


  • The client and his/her direct reports can participate in the Strategic Leadership Development Program. They can discuss and identify the leadership behaviors they all need to emulate to meet the future business objectives. They then can be evaluated through a 360 degree Leadership Effectiveness Analysis Questionnaire. Leaders will learn how others view them and can improve those leadership behaviors that are important in helping the organization meet set and achieve it’s business objectives.


  • Each of the direct reports will participate in One-On-One sessions with Dr. Mike Mulligan to review their 360 degree results from the Strategic Leadership Development Program plus results from other leadership assessments. An improvement plan can be set in motion and monitored.


  • The client/executive will evaluate their present performance management system with Dr. Mulligan and learn about the Triangle Team Leadership Model: Becoming the Best in Our Field. Dr. Mulligan will work with the client to execute the Model with his/her direct reports. 


  • Clients can use over 16 assessments to select and put people in the right leadership roles and help them become a champion/top performer.


  • Dr. Mulligan can conduct a Leadership Management Development workshop for potential or present managers. One part of the program is training individuals on how to be an effective One-On-One Manager.                                                                                         


  • We can help the client/organization find talented people who can fill important positions and fit into the organization’s culture.            

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