leadership development that maximizes your leaders ...leaders ought to know™ is a comprehensive...

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Leadership Development That Maximizes Your Leaders’ Performance So You Can Achieve Your Organization’s Goals

Initiative Overview

Succession planning and

focused leadership development

are critical steps in maintaining

a competitive advantage and

ensuring sustained

organizational success.

Leaders Ought To Know™

is the comprehensive initiative

that maximizes your leaders’

performance so you can achieve

your organization’s goals.

+1-312-554-5685 • www.LeadersOughtToKnow.com

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Leaders Ought To Know™ is a comprehensive leadership development initiative designed around three

specific learning components:

• Comprehensive Video Content Delivered through Online Learning System

• Weekly Integrated Learning Activities for Consistent Reinforcement

• Ongoing Engagement and Interaction via Online Learning Communities and

Face-to-Face Best Practices Workshops

This multi-faceted approach has been carefully designed to introduce, explain, implement and reinforce

proven leadership concepts. The overall approach is supported by the following learning activities, listed

by frequency:

Yearly – Full year, concentrated focus on

specific topical areas aligned with the overall

development of personal leadership excellence.

Yearly – One to two days set aside for face-to-

face program participant interaction, instruction

and evaluation.

Monthly – High impact video leadership development components delivered

electronically.

Weekly – Learner engagement reinforced via learning activities (e.g., read-

ings, exercises, interactive assignments) designed to highlight and support

the practical application of the specific leadership components being taught.

Periodic – Ongoing contact with program participants to share timely

leadership information via books, articles, white papers, blogs, etc., to

enhance and reinforce the individuals overall leadership development

experience.

12, 24, 36 or 48 Month Topic Plans


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• One Day per Year Onsite Participant Instruction & Best Practices Workshop

• Periodic Program Management Updates via Conference Call

• Annual Topic Focus

- The Fundamentals of Leadership

- The Essence of Motivation

- Building Work Teams That Work

- Communication’s Impact on Leadership Effectiveness

• 12 Videos per Year

• 3 Customized Learning Activities per Month

• Journals for Program Participants

• Establishment of Inter-group Work Team Formats

• Establishment of Inter-group Mentoring Plan

• ½ Day Manager Orientation

• Additional Onsite Days Per Year with Program Participants and/or Managers

• Periodic Conference Calls with Program Participants

• Periodic Conference Calls with Managers

• Quarterly Teleconferences with Program Participants

• Onsite Organizational Assessments

• Training Audits

• Customized, Client-Specific Video Production Onsite or In Studio

• Logo Wear

• Embossed Journals

• Books

• Audio Packages

Standard Initiative Components

Optional Components

+1-312-554-5685 • www.LeadersOughtToKnow.com3


Leaders Ought To Know™ Learning System

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The Fundamentals of Leadership • Leaders Ought To Know™: An Introduction

• The Foundation of Leadership

• Keys to Leadership Transformation

• Knowing Your Followers

• Evolving Leadership Styles – Autocratic

• Evolving Leadership Styles – Democratic

• Leadership’s Critical Element: Honesty

• The Recipe for Earning Respect

• Building a Trust Relationship

• Commandments for Leaders

• Cardinal Sins of Leadership

• The Pursuit of Success

The Essence of Human Motivation • The Nature of Human Nature:

An Introduction

• 2 Motivational Truths

• Motivation and the “New Breed”

• The Art of Praise

• The Psychology of Motivation: 2 Types of Motivation

• The Psychology of Motivation: The Needs Theory

• The Psychology of Motivation: The Content Theory

• The Psychology of Motivation: The Process Theory

• The Nature of Human Nature: Preventative Leadership

• The Nature of Human Nature: The Cornerstone of Human Behavior

• The Nature of Human Nature: Results of Unsatisfied Needs

• The Nature of Human Nature: 3 Universal Needs

Library of Topics


Communication’s Impact on Leadership Effectiveness • We Need To Talk

• Building Trust Through Communication

• 3 Powerful Listening Techniques

• The Positive No

• 8 Presentation Objectives

• Leading Meetings Effectively

• The Power of Brainstorming

• The Art of the Debrief

• A Crash Course in Written Communication

• Elements of Good Documentation

• Earning the Right to be Heard Part 1

• Earning the Right to be Heard Part 2

Building Work Teams That Work • Recognizing the Differences

• Team Building Defined

• 3 Keys to Team Orientation

• 2 Types of Authority

• Power in Practice

• PERs: Predictable Emotional Responses

• Embracing Empowerment

• 6 Levels of Empowerment

• Addressing Conflict and Confrontation

• Keys to Managing Confrontation

• Addressing Cooperation and Collaboration

• Key Team Building Questions


Frequently Asked Questions


Q: What topics can we expect to cover in Leaders Ought To Know™?

A: Topics include foundational principles for leadership, motivation, communication, and team building

among many others.

Q: How was this content developed?

A: The practical, time-tested content in Leaders Ought To Know™ is the result of 60+ years of corporate work

experience and professional training development experience.

Q: Is there a “minimum level” of leadership experience required for this training?

A: No. The content provides a firm foundation for the beginning leader as well as targeted, in-depth training

for executive level leaders.

Q: How is the content delivered?

A: Through the Leaders Ought To Know™ Learning System. The Learning System is a sophisticated learning

environment accessed through an Internet browser.

Q: How will our leaders interact with the content?

A: In a variety of ways. Participants interact on a monthly basis with high quality videos streamed to their

computer. On a weekly basis they interact with learning activities that reinforce the monthly video concept.

Activities include threaded discussions, online quizzes, reading assignments, reflective journaling and

much more. These assignments take about 15 minutes to accomplish each week.

Q: Is the content reinforced in any other way?

A: Yes. Program participants regularly engage and interact within “learning communities” as well as

face-to-face workshops 1 to 2 times each year. Some clients have even chosen to reinforce the content

further through engagement with mentors.


Q: Can we track how our people are participating?

A: Yes. The Learning System has sophisticated tools for

monitoring user interaction. From this we can identify participants that are not fully engaged or that

appear to be falling behind.

Q: What kind of equipment is needed to participate?

A: A computer with an Internet connection and enough bandwidth to support video streaming.

Approximately 1 MBps of bandwidth is recommended.

Q: Is any special software required?

A: No. Any current browser, such as Internet Explorer, FireFox, Safari or Chrome will do. The browser does

need to support playing Flash, which most browsers do.

Q: Do users need to log onto the Learning System with a special password?

A: Yes. Each user is issued a user ID and a password. Passwords are delivered to participants at the initial

face-to-face workshop.

Q: Is any training provided for the Learning System?

A: Yes. We demonstrate the Learning System during the face-to-face workshop and answer any questions.

But the Learning System is very user friendly and most people find the Learning System to be very

intuitive to use.

Q: What if technical problems come up?

A: They probably won’t. But if they do, we have a support staff ready to assist you with access via e-mail

or phone.

Phillip Van Hooser, Founder & Concept Director

Since 1988, Phillip Van Hooser has spoken, written and consulted on leadership develop-

ment issues worldwide. Phil’s passion and mission is helping organizations “cultivate great

leaders who create competitive advantage.” In the process, he helps individuals realize and develop their potential

to be a great leader. As Founder and Concept Director for Leaders Ought To Know™, Phil is directly responsible for

the strategic and creative direction of the initiative.

From 1980 through 1988, Phil worked as a Human Resource professional in FORTUNE 500 organizations. He

was responsible for human resource activities in both union and non-union facilities for multi-plant operations

in heavy manufacturing and consumer products companies. He directly supervised training, safety and employee

relations functions while introducing quality-focused, team-driven employee participation programs. These en-

vironments afforded Phil the opportunity to test and prove the leadership development strategies he presents.

“I believe that leadership is not about position, title or rank. Leadership is the ability to offer service and the will-

ingness to take action. That’s something anyone at any organizational level can do!”

As an entrepreneur and business owner, Van Hooser understands the complexities of building and sustaining a

profitable enterprise. Since 1988, his training company has successfully developed and marketed keynote presen-

tations, in-depth training initiatives, professional consultations and learning tools on leadership development.

Phil’s popular books, “We Need to Talk: Building Trust When Communicating Gets Critical” and “Willie’s Way: 6 Secrets

for Wooing, Wowing and Winning Customers and Their Loyalty,” along with his management training system, “The

Leadership Journey,” have been used by corporations around the globe to cultivate great leaders. “Willie’s Way”

quickly reached #2 on the Barnes and Noble best-seller list and is a recurring top 25 pick in the customer service

category. “Willie’s Way” has also been released in Russian, Korean and Spanish markets.

The opportunities to work with executives, managers and front-line employees of 800-plus U.S. and international

corporations has afforded Phillip Van Hooser a diverse array of leadership case studies from which to evaluate

effective leadership development strategies. Among others, his domestic and international clients include P&G

Pharmaceuticals, BlueCross BlueShield, Lockheed Martin, KPMG, Verizon, Wells Fargo, the Singapore HR

Summit and El Nacional.

A Certified Speaking Professional and member of the Speaker Hall of Fame, Phil is past president of the National

Speakers Association. He holds a B.S. in Marketing from Murray State University and an MBA from Nova South-

eastern University. An avid pheasant hunter, Phil resides in Princeton, Kentucky.


Martin Ramsay, Chief Learning & Technology Architect

Martin Ramsay is the founder and managing director of CEATH Company. He is recognized

internationally for his firm’s work leveraging organizational effectiveness by combining

organizational process and human resource development with information technology. CEATH Company’s Fac-

tory on a Desk-Top™ experiential learning laboratory has gained international attention as a process redesign and

improvement tool. As Chief Learning and Technology Architect for Leaders Ought To Know™, Martin is directly

responsible for all learning support design and technological implementation and delivery.

FORTUNE magazine featured Martin as “an expert on the organizational impact of new information systems” who

impresses clients with his “preparedness and clarity.” The Center for Digital Education gave him their “In the Spot-

light” Award, calling him one of the “most innovative, hard-working, trend-setting IT leaders in the nation.” In 2008,

his Learning Asset Management Project won the Mellon Award for Technology Collaboration.

Martin has designed numerous experientially-based training programs and software applications in addition to

his work as a consultant to many internationally recognized clients in areas like business process improvement,

customer relationship management, Business Information Technology Deployment (a field pioneered by CEATH

Company), and enterprise resource planning. His expertise in working with cross-functional work teams to align

and implement action plans that support organizational strategies is frequently requested.

The results of Martin’s work have been published in Industrial Engineering, PC Magazine, ASTD’s Training and

Development Journal, Mechanical Engineering, APICS: The Performance Advantage, Computer Graphics World, In-

formation Center, among others. Martin has presented before international conferences of the American Production

and Inventory Control Society, the American Society for Training and Development, The Institute for Management

Research, the National Association for Industrial Technology, Educause and has been the featured teleconference

speaker for National Technological University.

Martin has spent the last 29 years honing his skills in the real-world laboratory of American and international

business, higher education and not-for-profit sectors. Recent projects have included international assignments in

Europe and South America as well as work for the U.S. Government.

Martin holds a bachelor’s degree in chemistry and education. He and his wife live in Berea, Kentucky in a home they

designed using CAD software.


+1-312-554-5685 [email protected]

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