Leadership is not merely a set of skills to be honed but a necessity for business success. It is the foundation upon which innovation thrives, teamwork flourishes, and sustainable growth is achieved. This article explores the multifaceted approach to leadership development.
At the core of your leadership is the transformation from individual pursuits to collective achievements. This metamorphosis necessitates a shift in your perspective, from personal goals to the broader aspirations of your team and your company. It's about recognizing that the triumph of the group surpasses that of the individual.
The way you lead is deeply influenced by your behavioral tendencies, including assertiveness, sociability, pace, and structure. These traits shape your leadership style, impacting how you communicate, make decisions, and manage your team. Whether you're proactive or reactive, relational or consultative, quick-paced or methodical, understanding these aspects of your behavior can enhance your leadership effectiveness.
For an emerging leader, this self-awareness is invaluable. It allows you to lean into your strengths and mitigate your challenges. By knowing your style, it can help you approach situations and team members differently. Embracing your tendencies and learning to lead with self-awareness and adaptability, you can inspire your team and drive success.
Assuming a leadership role comes with a set of responsibilities that often require a shift in mindset and behavior. Vision and strategy are the beacons that guide the team, providing a clear direction and purpose. For an emerging leader, this means being able to articulate a compelling vision and develop a strategic plan that outlines how to achieve it.
As an emerging leader, nurturing the talents and skills within your team is crucial. Embrace this responsibility, as it is a key aspect of effective leadership. It's about identifying the potential in each team member and providing them with the opportunities and resources to grow. Decision-making is another critical responsibility, requiring confidence and the ability to weigh options and make informed choices.
As an emerging leader, mastering the art of entrusting tasks to your team is crucial. It maximizes their strengths and efficiency, empowering them to contribute effectively. Delegation allows you to focus on strategic priorities and develop a culture of accountability within your team. As you navigate this aspect of leadership, learning to delegate effectively involves understanding each team member's capabilities and providing them with the necessary support and resources to succeed.
Moreover, delegation is not just about assigning tasks; it's about fostering growth and cultivating leadership potential within your team. By delegating responsibilities thoughtfully, you create opportunities for team members to learn and expand their skills, preparing them for future challenges and potential leadership roles. Embracing delegation as a core leadership practice enables you to build a resilient team that thrives on collaboration and achieves collective goals effectively.
Communication is not just about the words that are said but the manner in which they are conveyed. Effective communication involves active listening, empathy, clarity, and the mastery of nonverbal cues. Active listening requires giving your full attention, asking insightful questions, and showing sincere interest in what others have to say. Empathy is about understanding and acknowledging others' emotions without judgment, reflecting their feelings, and following up. Being clear and concise ensures your message is understood, while nonverbal cues like eye contact and body language play a significant role in how your message is received.
Leaders should adjust their communication style to the individual because not everyone wants a ticker-tape parade on Main Street because they did something great. However, everyone wants to know they are doing a great job, so understanding who wants what is key.
Emerging leaders often find themselves navigating a labyrinth of problems that require not just solutions, but swift and efficient ones. This journey begins with the fundamental step of defining the problem. It's about being proactive and flexible, understanding that the labyrinth of problems is ever-changing and requires constant vigilance.
Celebrating successes as a cohesive unit is pivotal for emerging leaders, as it fortifies the team's collective sense of achievement and solidarity. Acknowledging the diligence and dedication of each team member in an authentic manner is instrumental in cultivating a nurturing environment where individuals feel genuinely appreciated and inspired to strive for excellence. When recognition is heartfelt and specific, it not only elevates team spirit but also instills a collective pride in the team's accomplishments, solidifying their dedication to common objectives.
Integrating several key practices when giving kudos can ensure your praise comes across as genuine. Firstly, take the time to understand each employee’s strengths, challenges, and preferences, enabling you to tailor recognition to each person. Being observant of their contributions allows you to notice and appreciate both the big and small achievements. Additionally, delivering recognition promptly after an achievement is important. By adopting these practices, emerging leaders can create a positive and productive work environment where every team member feels valued and motivated.
In conclusion, leadership is a journey of continuous growth and adaptation. It's about balancing managerial and leadership skills, proactive problem-solving, tailored solutions, and understanding individual behaviors. Remember, leadership is not just about managing people; it's about guiding them towards a shared vision of success.
For those seeking to explore these topics further, register for our webinar on this topic by clicking here. To connect with us and learn more about Omnia Leadership Development reports, call 800.525.7117.
Leadership is a profound responsibility, but with the right tools and insights, it can be a fulfilling journey that benefits not only the leader but also the entire team and organization.
This article is a repost from July 2022 with updated content reflecting current examples.
For the month of July, our Omnia team typically spotlights attention on the traits of leadership in honor of the celebration of the birth of our American nation. The first blog in July of 2022 covered the personality traits of our founding father’s and cast our eyes on current times and what revolutionary leadership looks like in today’s context.
This was a bit of a tough topic today in a world that seems more divided than ever, where leaders are shouting over each other and appear more focused on alienating ideals instead of pursuing common ground to address the core problems at hand. As I sit here refreshing this in 2024, our media outlets, and social media feeds are still filled with these poor examples. But there are still good ones to point to.
Revolutionary is defined as involving or causing a complete or dramatic change. When we think about revolutionary leadership, the first thing that comes to mind besides our founding fathers are the high profile leaders we see in the daily news headlines or being lauded (or condemned) across social media. Today’s revolutionary context conjures up images of courageousness, boldness, a lot of publicity and — let’s face it — sometimes the loudest voice.
When I asked my network to weigh in on this, the most popular response was Volodymyr Zelenskyy. No matter your political views, I don’t think anyone can argue that he has been the most visible demonstration of courage, fortitude and commitment to his people and cause. I admire his boldness, steadfastness, brave leadership and commitment to the people of Ukraine. He’s still fighting boldly today.
In 2024, a leader I continue to admire is Malala Yousafzai. As a Nobel Peace Prize laureate, Malala has become a global symbol of resilience and activism. Her courageous stand against the Taliban's ban on girls' education in Pakistan, despite surviving a brutal assassination attempt, has inspired millions worldwide. And as we look back again on women’s history in the US, it’s exciting to see Malala’s investment in bringing the story of the women’s suffragette movement to life in music and sound with the premier of SUFFS. As a Broadway super fan, she went up even more notches in my view. I can’t wait to see this musical.
Other high-profile people who come to mind are those who have been personally impacted and are fighting a system that did them wrong with a focus on helping the next generation. I still admire Aly Raisman who was willing to share her grueling and personal story of abuse and manipulation to change the tide for future women athletes. Not to mention her continued work with fellow victims to take on a behemoth like the FBI. And Billie Jean King and Megan Rapinoe who fought the battles for salary transparency and against a culture of systemic bias that led to unequal pay.
These are all high-profile revolutions happening in today’s time. But what about revolution at the ground level? What does it take to be a revolutionary leader wherever you are, with whatever cause that means something personally to you? The good news is we can all be revolutionary in our own right if we embrace the unique and common traits of a revolutionary leader.
First let’s start with basic personality traits of all leaders and the way we define it at Omnia with science. The Omnia Leadership Profile is derived from a short yet powerful assessment instrument that allows people to freely describe their personality traits. We use an 8-column bar graph to visually show an individual’s personality traits in 4 areas – Assertiveness, Sociability, Pace, and Structure. The odd-numbered columns represent active traits, while the even-numbered columns represent passive traits. All of these combinations contribute to Omnia’s 17 personality groups, a few of which are most common among leaders.
Some of the most common traits of leaders are:
All of these traits can be found in the examples of our founding fathers and in leaders we see in the headlines today. One can also argue that there can be a downside to some of these traits. When we are so assertive, so hard charging and driven to win our cause or our argument, we can create an unintended consequence of turning people away. No leader has ever achieved a revolution by themselves. Every leader in our history — good or bad — has done so with a group of people who helped create the change. The best leaders bring people together and find common ground — they don’t break them down.
Revolutionary leadership doesn’t have to be headline making either. I believe some of the most impactful and dramatic changes being made today are happening at the ground level and often out of the news. One of the best examples I can think of is in my own community by my friend Mindi Vaughn. Mindi has overcome her own personal battle with addiction and is now a community leader supporting initiatives to fight addiction, help formerly incarcerated persons find gainful employment, and end homelessness. You can learn more about Mindi’s story here. https://www.youtube.com/watch?v=PqREQO3do_g She’s come a long way even since this was filmed in 2018 and is now the manager of The Portico Café. To me, that’s revolutionary.
In 2023, Mindi’s story was featured in an award-winning documentary, Second Chances, written by Tamara Nemirovsky. Mindi just graduated with her associate degree and is now pursuing her bachelor’s degree. She’s a proud owner of her own home, serves on Tampa Bay community boards, and shares her story publicly on multiple stages and platforms. And I’m still proud to call Mindi a good friend.
Mindi Vaughn with Keather Snyder at a workday for Mindi’s house currently under construction by Habitat for Humanity. The Omnia Group is a proud financial supporter of Habitat and our team volunteers at local builds.
So I’m going to take a bold step here and make an appeal to all leaders reading this article. Let’s use our traits for good. Let’s get involved at the ground level volunteering and actively supporting causes we care deeply about. Let’s bring people together and work together to solve problems. Let’s listen to and engage the people whose column heights are opposite of ours. We need everyone to solve the big problems. Nobody can do it alone.
It begins with understanding ourselves and where we need support. I’d suggest you begin with taking stock of your own leadership traits. You can do so by completing The Omnia Assessment, and we will provide you with a complimentary report.
You hire each employee to fulfill a specific role within your organization. And, with rare exceptions, most of your team members want to meet or exceed your expectations. But they also want more. Your employees yearn to feel a deep passion for their work and to be inspired by your company’s mission. They long to make a positive impact on the world around them.
As their leader, you should desire these things for your team. By unleashing their passion, you’ll help your staff feel empowered, fulfilled, and happy. Passion starts with employee engagement.
According to Gallup, “…engaged employees produce better business outcomes than other employees -- across industry, company size, and nationality, and in good economic times and bad.” The numbers bear this out; the behaviors of highly engaged business units result in a 23% difference in profitability. If that’s not incentive enough to focus on engagement, Gallup also reported, “Not engaged or actively disengaged employees account for approximately $1.9 trillion in lost productivity nationally.”
When your employees have this deep connection to their jobs, your company will reap numerous benefits. Engagement will go up. Turnover will go down. And your team will become an innovative, problem-solving force that fosters productive relationships and pursues continuous learning -- all in the name of moving your enterprise forward.
So how do you encourage, tap into, and nurture your employees’ passions? You:
Your organization has to facilitate passion through engagement. And your company culture must reflect that desire to support the differing needs of each team member.
Shaping a culture that fosters passion begins with leadership -- old-school, rigid micromanaging and narrow-focused supervision is out. Collaborative, flexible, trusting, and visionary leadership is in.
Your employees need to know that it’s okay to fail if a calculated risk doesn’t pay off. They also need to know that you’re not after perfection -- you’re after results. And, while today’s performance is important, tomorrow’s growth and evolution are even more so.
This organizational stance has to be championed from the top down. As a leader, you need to model the behavior you want to see in your employees. Let your own passion show before you can expect your team to reveal theirs.
To be genuinely invested in and truly passionate about their work, your employees need to see that what they do matters. To help them recognize this, show them how their effort impacts their department, organization, and community. When each employee can trace their output to a larger outcome, they’ll take ownership of it and strive to improve.
Here are a few ways you can show your employees their real impact:
According to Omnia’s 2024 Talent Trends report, “The value of a company aligning with the ambitions of employees is clear. 77% of job applicants research company culture before applying for a job. 92% say that the company culture impacts their decision to stay longer.”
When you invest in an employee’s development, you tell them that you care about them and their career. With an enhanced skill set, they’ll feel more confident navigating uncertain times. They’ll also feel more loyal to your organization.
This development can also uncover and nurture your employees’ passions. As they learn by creating and doing, they’ll realize their potential and find new ways to help your organization achieve its goals. It’s a real win-win.
For best results, provide each employee with various developmental experiences tailored to their emerging skills and interests. Let them interact with other passionate team members across the organization to spread enthusiasm and innovation. And most importantly, give them ample space to experiment and implement what they learn.
It’s exciting to watch your team’s passion develop and deepen, benefiting each member and the business as a whole. What if you could get a sneak peek into your employees’ strengths, tendencies, and work preferences? That insight would help you position them for success both now and in the future and determine optimal developmental opportunities.
Good news! You absolutely can get that insight anytime you want it. A behavioral assessment provides all of those details and more, helping you lead, motivate, and communicate effectively with your team. You can learn more about Omnia’s behavioral assessments here.
Remember, effective communication leads to more productive employees and a more profitable workplace.
According to Dan Schawbel, managing partner at Workplace Intelligence (as reported by The Workforce Institute at UKG), “Feeling heard drives a sense of purpose and belonging. By implementing employee feedback, people leaders can create an organizational culture of psychological safety and trust that thrives when its people thrive.”
Behavioral insights can provide leadership with ideas on how to communicate with each team member efficiently and thoughtfully, to ensure that they each feel heard.
Omnia offers a variety of reports using behavioral assessment data. For example, the Team Dynamics Report provides an in-depth custom analysis of an existing or potential team. On the other hand, our Professional Development Report is an automated self-awareness report written directly to existing employees.
Passionate employees can achieve great feats for your organization. But, they must be empowered to create, innovate, and take risks. When they are, you’ll retain valuable human capital, and your company will take giant leaps forward -- both necessities in today’s ever-competitive business world.
This article is a repost from August 2020 with updated information and statistics.
Effective leaders excel at inspiring and guiding their team to achieve common goals that ultimately create successful and sustaining businesses. The best leaders capture the hearts and minds of their people, building a culture of engaged and thriving performers. This is the magic of great leadership.
Celebrating our 39th anniversary this month, The Omnia Group has been helping organizations select and develop leaders through the power of our behavioral assessment since our inception. Successful leadership begins with self-awareness, particularly understanding one's own personality traits and the unique traits of everyone on the team. Here’s how we do it.
Effective leadership begins with understanding who you are and how you are wired. Self-awareness forms the foundation of effective leadership. By understanding your personality traits, you gain insights into your unique leadership strengths, weaknesses, preferences, and tendencies. This self-awareness enables you to make informed decisions about how to lead and interact with others.
The Omnia Assessment takes just 10 minutes to complete. It’s packed with valuable insights into your distinctive traits. It helps you understand what may or may not be effective for you in your leadership role, gives valuable information on what motivates or demotivates you, and actionable take aways to help you develop, leverage, and execute your primary strengths.
Successful leaders must be able to manage and motivate diverse teams. Unfortunately, the odds are stacked against us when it comes to engaging our teams. Our annual 2024 Omnia Talent Survey Trends Report sighted that employee engagement is at an all-time low.
Understanding your personality traits and those of your team members allows you to tailor your leadership approach accordingly. Recognizing and appreciating different personality types, and adapting your style to match the preferences of the individuals on your team creates a more inclusive and harmonious work environment that leads to improved engagement.
Once you’ve gained insight into your own traits and strengths, you can use Omnia development reports for all of your team members, and take advantage of a custom and comprehensive Team Dynamics report to understand where common strengths, synergies and dissimilarities exist. The most successful teams have a healthy distribution of varied personality traits and respect these differences. With Omnia insights, you gain valuable perspective and actional information to leverage every team member’s strength.
Effective communication is essential for building trust and fostering collaboration within teams. I’m a big fan of the Edelman Trust Barometer data that comes from their annual report, even though unfortunately, their data points to a declining rate of trust across the globe when it comes to employee trust in their leaders.
Your personality traits influence how you communicate and interact with others. Consistent interactions and adapting your communications to individual preferences helps improve trust over time. For instance, if you're more assertive, but you have people on your team who are more cautious or risk averse, then you know you need to consciously strive to listen more and be sure to engage team members in different ways. Some prefer more frequent 1x1meetings while others crave team settings and brainstorming.
The key is to be sure everyone's voice is heard. If you have people on your team who prefer to process information independently, it’s best to seek out their feedback in written form or in individual meetings, rather than putting them on the spot in front of their peers. Knowing this about yourself and adapting your communications to the individual preferences of your team will go a long way in improving communications and building trust over time.
Leaders are often tasked with making critical decisions under pressure. Your personality traits shape how you process information and approach decision-making. Knowing your tendencies can help you make more balanced and objective decisions by considering various perspectives and data points.
The Omnia assessment not only uncovers behavioral traits, it also helps determine the quality of an individual’s behavior (what we call Perspective). This gets to the heart of decision making. For example, are you appropriately assertive and competitive? Or more reckless or confrontational? Are you measured and methodical, or might you be stubborn? Knowing your blind spots helps you identify where you need to shore up your own approach and when to ask for help.
I can speak firsthand to this one – as I struggle with a higher perspective which means I tend to over think decisions. Colleagues over the years have rightly chided me and my foot-dragging or reluctance to land the plane, especially when the decision involves a major budget investment, strategic change or impacts an employee’s compensation. Everyone on my team has permission to push me along and help me make tough decisions. And that helps a lot!
Often when I’m speaking in front of a group, I like to start with asking them how many of them have recently dealt with a conflict at work. Invariably everyone in the room raises their hands. Conflict is a natural part of any team dynamic. However, how you handle conflicts can make or break team morale and productivity. Understanding your personality traits enables you to navigate conflicts more effectively by recognizing your own triggers and biases. It also allows you to approach conflicts with empathy and diplomacy, facilitating constructive resolution.
Personality traits can influence how individuals respond to conflict emotionally. Some people may have a high tolerance for stress and remain composed under pressure, while others may become easily overwhelmed or defensive. By understanding these differences, you can approach conflict situations with greater empathy and awareness, helping to de-escalate emotions, promote constructive dialogue and ultimately resolve the conflict, while maintaining the health of the team.
In today's fast-paced and constantly evolving work environment, adaptability is key to leadership success. Your personality traits influence how you respond to change and uncertainty. By knowing your tendencies, you can proactively develop strategies for adapting your leadership approach to address evolving circumstances and challenges. You can be even more effective adapting your style when you know your team’s traits, workstyles, preferred problem solving and communication preferences.
Knowing your personality traits is not just a self-discovery exercise; it's a fundamental aspect of effective leadership. By leveraging your strengths and understanding your communication style, you can navigate team dynamics and manage conflicts more effectively, and ultimately unlock your full potential as a leader.
Embrace self-awareness, and you’ll be on the path to lead with authenticity, empathy, and impact. If you haven’t identified your unique leadership traits yet, get started today by taking advantage of our complimentary assessment. Our experts are available to debrief your unique leadership traits and help set you on the path to effective leadership.
Finding and hiring talented leaders is critical to the success of a company. A strong and visionary leader provides direction, inspires innovation, and fosters a sense of purpose among team members. Effective leadership promotes a positive organizational culture, encourages collaboration, and helps navigate challenges by making informed decisions.
Leaders set the tone for the work environment, influencing employee morale, motivation, and productivity. Additionally, they play a crucial role in aligning the organization's goals with the individual aspirations of its members. Through effective communication and strategic decision-making, leaders can guide the organization toward its objectives, adapt to changing circumstances, and cultivate a resilient and adaptable workforce.
At the Omnia Group, we’ve identified two core behavioral traits that are essential to successful leadership: Assertiveness and Independence.
Assertiveness can be expanded to include ambition, personal drive, a willingness to handle conflict, and comfort with some amount of risk.
Independence includes decisiveness, an ability to take action without guidelines, resilience to setbacks, big-picture orientation, a desire to innovate, and resilience to setbacks and criticism.
Effective leaders also have some critical soft skills, such as an ability to communicate effectively, sound judgment in words and actions, empathy for the people they lead and their customers, and a strong work ethic.
Finding someone who is all that (and more) can be tricky. In your recruitment efforts, you’ll need to look at previous successes, interview carefully, and listen for glowing references. Behavioral assessments, like the Omnia Custom and Target assessments, can help immensely in identifying someone with the drive and self-sufficiency you need. The Omnia Assessment also measures candidates’ stress, which can give you a heads up about potential shaky judgment.
Before looking outside your organization for your next leader, you may want to look a little closer to home.
Sometimes, the best place to find potential leaders is your current workforce. After all, who knows the ins and outs of your company better? Where else could you see the kind of traits you need in action?
Fortunately for you, finding them should be simple! Employees with an innate leadership drive are hard to keep in the background.
These future leaders show the behavioral traits and soft skills you need in their everyday actions.
They take initiative in their current roles and make suggestions for improvement but do not overstep boundaries. Leaders are not content with the status quo and are ready to make changes and eager to make things happen.
They work autonomously and think outside the box while respecting essential guidelines. Potential leaders do not need much day-to-day guidance and want to be free to try new things.
They make decisions without needing to confer with their managers or carefully review guidelines. While natural leaders are not reckless, they can handle the consequences if a decision does not work out right.
They build solid professional relationships. They might be outgoing and expressive or more serious and informative, but they know how to connect with people to get the job done. Future leaders are often respected and consulted by others on their team.
They consistently show good judgment in what they say and do on the job. These people make wise decisions, choose their words carefully, and maintain necessary confidentiality. A good manager does not overthink matters but is not impulsive or careless either.
Ask around, watch, and listen. You may not have to go far to find a leader who can help bring your organization to the next level.
Even if you don’t have any current plans to expand leadership, it’s a good idea to be on the look-out for innovators, risk-takers, and go-getters that are already in your ranks. You may not even have to look very hard; it’s likely they’ll seek you out! Consider reaching out to us to have your top performers take a Professional Development assessment to help identify and leverage strengths and mitigate challenge areas to guide them to success.
An exceptional leader embodies a combination of assertiveness, independence, effective communication skills, sound judgment, a robust work ethic, and genuine empathy. Recognizing a performer with this potential within your company not only saves recruiting effort and benefits the employee, but it’s also a strategic move that can significantly contribute to the organization's success. By identifying individuals with these qualities and providing them with the necessary opportunities and support, you can cultivate a dynamic leadership team that propels the company towards innovation and sustained growth.
Succession planning — the process of identifying and developing internal talent to take on future leadership roles within an organization — is often looked at as a lengthy, time-consuming exercise that is only necessary for big corporations and C-suite executives. However, succession planning can be a tremendous benefit for all levels of leadership and for all types of businesses, no matter the size.
Some important reasons for implementing a succession planning process within your company are:
If you want your company to flourish in the future, you need to prepare in the present. Merely hoping that you will have well-equipped people to take the reins is a big risk that could potentially put the future of your company in jeopardy. Taking the time now to uncover employees with potential and setting them on a course to prepare them for eventual leadership responsibilities can help you feel confident about the success of your organization down the line.
Leaders leave companies for a variety of reasons — retirement, change in life circumstances, and taking a new role at a different company just to name a few. If you don’t have people with the right skills and experience to take their place, you risk significant disruptions to your daily business operations. Having a succession plan in place helps ensure that you have qualified employees to fill those important positions at the right time, which can keep your organization running smoothly.
When leaders leave a business, they often take years’ worth of institutional knowledge with them. Having a succession plan allows those tenured managers to capture and pass along that vital information to your organization’s up-and-coming class of leaders.
Omnia can attest to the benefits of succession planning based on our own experience. Years ago, a manager at Omnia identified strong players on her team and the functions that they were well suited for taking on within the department. Over time, this leader gave those employees opportunities to learn and manage different responsibilities, growing their skillset and experience. The manager eventually took a position at another organization, and while we were sad to see her go, Omnia did not experience a difficult or lengthy transition after her departure. Because of the preparation done ahead of time in planning for the future of the department, new leaders arose within the team, and the former manager’s responsibilities were smoothly reassigned to the employees who were identified and developed years ago. Projects that were in progress remained on schedule, the workflow moved along without any hiccups, and our customers did not feel any disruption to our service. Now that’s SUCCESSion planning!
So now that you’re convinced of the importance of succession planning, you may be asking, “How do I get started?” Here are 4 steps to help you jumpstart the process.
Determine the roles that are essential for the future growth of your company and the knowledge, skills, and experience that are necessary to perform these roles well.
Identify employees that either already possess or show strong potential to develop the necessary qualities for taking on those key positions within your business. Some ways you can do this are through performance evaluations, 360-degree feedback, and skills assessments. Behavioral assessments also offer valuable insights into a person’s intrinsic traits, strengths, and motivators — all of which can help you determine if someone is the right fit for leadership.
Invest in the employees in your acceleration pool by providing leadership courses, coaching and mentoring, on-the-job training, and other opportunities. Consider allowing them to cross-train with others within the organization and to rotate through various positions to give potential future leaders a well-rounded understanding of the business. Use the information you gain from their performance feedback and behavioral assessments to tailor development plans based on their individual strengths and challenge areas.
Document your succession plan; delineate your process for identifying high-potential employees, creating development and training plans, and the timelines for leadership transitions. Communicate this process to your employees, and emphasize your commitment to growing internal talent for the future of your company.
You know the old adage: If you fail to plan, you’re planning to fail. Don’t leave the future of your company and your valued employees to chance. Omnia can help! Our Leadership Style Report gives you and your employees powerful insights into their innate leadership traits — both the characteristics to build upon and the challenges to work on. Contact us today, and let us be your partner in growing your next generation of leaders.
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