IOAL's Home Page / One-on-One Leadership Development (Our 2 page 'brochure') / Everything you've ever wanted to know (and more) about One-on-One Leadership Development


* The sort of people who come to see us
The advantages of working one-on-one
The areas we are likely to cover
The time commitment required
Introducing the idea of doing one-on-one work to managers in your company
How your managers can earn a Diploma of Advanced Leadership from the Institute of Advanced Leadership, or specific Diplomas such as a Managing Director's Diploma
Where We Do The Work
Making An Investment In Your Manager's Future
Various Links which give even more information on One-on-One Leadership Development (e.g. a Case History)




I've written this "letter" to explain a little more about the One-on-One Leadership Development work we do, how we approach it, where and how we do it, and how it may be of benefit to you and other managers in your company. It is rather a lengthy description as I wanted to be able to answer virtually any question you may have about One-on-One Leadership Development.

I personally consider this to be the most exciting service that we provide. What make the One-on-One Leadership Development work different from other forms of leadership development is the depth and the impact that it has. As well as teaching the traditional skills of leadership, time management, communication, etc., we also deal with the underlying issues, attitudes, fears, habits, beliefs, blind spots and many even more subtle factors which are the primary reasons for managers' success or failure in their jobs and their relationships with staff and customers. Our work doesn't just give you techniques, it actually helps you to become the sort of person and the sort of leader every manager aspires to be.

As one of our clients, Peter Haig, then a Managing Director of an international computer company, told me:

Every area of my life has benefited from the work we did together. People find it a lot easier to deal with me at work and are significantly more empowered, innovative and willing to take personal responsibility. My improved time management and effectiveness is allowing me to double the size of my company. I enjoy work far more than before. I'm more productive, and I know that I'm now helping everyone in my company to excel, and to grow. And as well as all these benefits, I'm far healthier, my relationship with my wife is deeper, and more loving, and I'm a lot happier and more inwardly peaceful."

Although this might sound too good to be true, it actually is fairly representative of the sort of results people find they are getting from doing the one-on-one work. In fact when we started doing one-on-one work I expected the results to be very positive, but had no idea that it would result in such consistent and powerful benefits for everyone doing the work.


The sort of people who come and see us are normally senior managers who want to improve their management and leadership abilities. Most people already see themselves as very capable, but would like to improve even further.

(As CNN's founder, Ted Turner says "You're either green and growing or ripe and rotting". )

Some clients want to improve their time management. Others want to improve their communication and people management skills. They may want to improve their ability to deal with conflict - to be more assertive, or to lessen their own domineering style, while still getting all their work done.

A number of clients see us in order to improve their ability to facilitate change in the organisation. Others want to improve teamwork, or to increase their own and their staff's decision making and innovation capacities. And many companies also use us to train all their new managers so they can learn quickly and with a minimum of costly "learning experiences".

"Those who are willing to improve themselves will always leave behind those who try to pretend they're already perfect" (Two Beliefs which underlie Our Approach to One-on-One Leadership Development)

Australia's Trade Commissioner to China, Michael Adams, (who also worked with us in his former role as the Director of Trade & Economic Analysis for the Department of Foreign Affairs & Trade) doing One-on-One Leadership Development on-board our boat, "Black Pearl".


The advantage of working one-on-one is that we are able to develop a program that is perfect for you and your managers. (And is constantly redesigned so that the time spent in each session achieves the maximum result possible). It covers the areas managers want (or need) to cover without wasting time on areas that are irrelevant to them, or which they have no need to develop further (unlike an M.B.A. or any other pre-designed non-personalised programs). Any advice that is given is advice that relates specifically to their circumstances and personality, rather than generic viewpoints that don't apply to their situations, or which don't fit in with their style of management or way of doing things. And because we have dialogues together (and other interactive processes) we are able to detect and clarify any misinterpretations or subtle distinctions that need clarification.

The work we do with each of our clients is always totally different. Even if we're covering the same areas (like, say, conflict resolution) we approach that area in a different way, using different examples, emphasising different factors, and tailoring the content and style of teaching to the person we are working with.

The other advantage of One-on-One Leadership Development is that it deals with the personal factors which ultimately lead to the success or failure of managers in leading their people.

You've probably worked for managers or know of managers who demotivate their staff and unwittingly create environments which restrict their staff's creativity, commitment and motivation. At one stage these managers may have gone to a course and come back keen to try out the techniques they learnt. But if they hadn't changed who they were and their general attitudes to life, and to the staff who worked for them, the likely result of applying these (potentially very useful) techniques was that their staff felt their managers were trying to manipulate them, and realised that things hadn't really changed at all - that their manager were still the same, even though they may have been using new words and trying new actions.
Everyone has a number of personal issues that hold them back from being as effective a manager as they could be. Some people are so overpowering that their employees don't feel safe in opening up to them or in sharing their ideas; other managers aren't assertive enough. Some managers are ineffective and create resistance because of their arrogance, while others think too little of themselves. Some managers are so out of touch with their feelings that they subconsciously limit the depth of joy, love and happiness they feel (which is bad for them as well as their family and their staff), while others are too emotional. Some people have no drive, while others seem to be driven by an overpowering yet subconscious fear. And while some managers don't take enough responsibility, others take on board so much that they become overwhelmed and stressed.

Obviously it is important to work with someone at the level they are at, and dealing with the issues they have, instead of talking about motherhood statements or giving generic advice that is totally inappropriate to the needs of that specific person. And to help someone change the deeper elements of their life requires a great deal of skill in using a large range of specialised and powerful personal development approaches, processes and modalities, which can be tailored to the specific needs of that person at that particular time. When this is done, people find they really can change those areas of their life they had given up on, as well as changing areas that were holding them back, but which they hadn't yet recognised as being a problem.


Depending on the topics your managers would like to cover, we would focus on subjects such as communication, teamwork, leadership, decision making, time management, strategic planning, sales, finance, increasing influence, understanding people, facilitating change, presentation skills, as well as personal development and any other areas you would like to develop further.

In working on an area like, say, empowerment, managers would receive a profile to fill out on themselves, and if desired, we would send 5 profiles to their colleagues and staff to fill out with their perceptions of each manager, to be returned and confidentially summarised. (This might also be supplemented by individual interviewing of key personnel in order to provide additional feedback). We'd discuss empowerment, look at a very good video on it, and if they have the time and desire to read, I'd give them 1 or 2 books on it - for themselves as well as their staff. We'd look at how they can become more empowering managers, and how they can help create an empowered workplace that fully taps in to the potential not yet realised in many of the people working directly or indirectly for them.

We'd look at people these managers have worked for, so that they can learn from their mistakes and their successes. We'd look at when they need to give staff more freedom and when they should provide more control. We'd discuss how to deal with staff who don't want to be empowered. And would address any problems or considerations that relate to their specific circumstances. If appropriate we might look at how their management style may be subconsciously affected by the way they were raised or the unspoken beliefs of the managers and staff in their first couple of jobs.

If relevant we might also do some personal development work to counter any personal issues that get in the way of their being an empowering manager. For example, we might work on reducing an overly strong need for control, or an unwarranted lack of trust in people. And we would also help your managers to become more inspiring to their staff, more approachable and supportive, better listeners, and to be people who are naturally encouraging of their staff and able to help their staff tap in to their own potential.

Depending on the areas your managers choose to cover, they would normally find that after working with us for a while:

- They will have more time in their day to do the things they really want to do (without driving themselves into the ground or feeling restricted by a time management system);

- They'll have improved their communication skills and enhanced their influence, rapport, and understanding of everyone they deal with;

- They will be far more empowering leaders;

- Staff who report to them will be working together as an effective team;

- They'll find that they are inspiring their staff to aim for excellence (even if they never had thought of themselves as inspirational people);

- Their decision making will have improved;

- There will be less conflict and they will be able to deal with conflict more constructively;

- They will be able to implement change with less opposition;

- People will relate to them a lot better and feel more supported and more trusting of them;

- And they'll enjoy their job far more , leading to a greater commitment level than before.

If they wish we can also work on improving their presentation skills, and/or their sales, finance, customer relations and strategic planning and negotiating skills.


If we are working overseas (or anywhere besides Sydney) we would normally run weekend and/or week long programs. In Sydney we primarily see clients on a weekly basis, with occasional weekends when desired. However, we are very happy to work to whatever schedule works best with the manager's lifestyle and work requirements.

Typically, managers (in Sydney) will decide to see us for 6 - 12 sessions. Once they see the benefits they are getting, they normally decide to continue seeing us for further sessions (perhaps another 12 sessions and 1 or 2 weekends) in order to continue deepening their leadership and personal effectiveness to even greater levels.

Essentially, there are three options:

1/ Weekly sessions in the evening or during the day. These sessions range from 2 to 4 hours depending on our clients' wishes. (We are flexible in working around overseas trips, and periods of intense workloads.)


2/ One or more weekends to maximise and deepen their development, particularly where they are willing to address some of the more personal elements of who they are as a person (which of course directly affects how they perform as leaders);


3/ For those managers who have a very high commitment to excellence and are prepared to invest a week of their time in order to profoundly improve their leadership abilities, we run a 7 day intensive program. (Or a 9 day program {5 workdays and two weekends} which allows a manager's partner to be there for the final weekend so that s/he is able to share in much of their growth and understand the substantial changes they have gone through over the week. This also allows for some additional "wind-down" time for relaxation and pampering).

Shorter Programs are available if the full program is too long for you


We have found that a good way of getting a number of people involved in doing One-on-One Leadership Development is for us to run a group workshop over 2 mornings or afternoons (3 hrs each) and then do a couple of 90 minute sessions with each person.

The workshop is normally based on the Myers Briggs Type Indicator, a very useful personality profile which gives a great insight into ourselves and others. It helps us to appreciate our own strengths as well as appreciating others for who they are and what they add, even though they may see the world, relate to others, and make decisions in a totally different way than we do. Used well, the MBTI can appreciably enhance management and team relationships and effectiveness.

Running the initial sessions as a group allows people to get to know us in a non-threatening way, and is also useful in helping people understand their fellow employees better. Following up with individual sessions allows us to speak to each manager about their own style. (There are 16 styles - all equally beneficial, yet different from each other.) And the individual sessions give us a chance to look at any areas the manager might like to do further work on.


The purpose of this work isn't just to give out a piece of paper at the end. Its benefits go far deeper than other programs whose main focus is on imparting knowledge, rather than developing people into outstanding managers. Nevertheless, it is useful to have a formal recognition of how much you have learnt. And in recognition of the efficacy, depth and benefits of this style of learning, The Institute of Advanced Leadership will award a Diploma of Senior Management or a Diploma of Advanced Leadership to managers who have succesfully completed 100 hours* of One-on-One Leadership Development through the Institute.

Completion of a further 100 hours of a specifically designed curriculum entitles them to a second Diploma which certifies their competency either in their current role or for the next job they wish to be promoted to**. For example, a Finance Director might choose to be awarded a Managing Director's Diploma after doing the work required to ensure their success and certify their competency as a Managing Director.

* As an example, a nine day program is slightly over 100 hours.
This could also be done over 2 weekends, and 4 months of 3hr weekly sessions.

** To date, over 90% of all graduates who wished to be promoted,
were promoted within 6 months of completing their leadership development program.


Weekend or week long programs are normally run in a cabin in the country or on the water, or some other relaxing and invigorating location. This also allows for time to be spent bush-walking, canoeing or doing some other recreational activity. Normally the manager's spouse joins them (and sometimes their children too), so that they are able to enjoy the weekend together.

Weekly sessions are can be held at our premises in Northmead which have been specifically set up for this work, and which enable us to instantly access a very large range of resources including videos, audio materials, books, computer output, and a range of other very specific tools for various processes. It is also a very relaxing, peaceful, and private location.

If you live or work near Sydney Harbour, than another option is to do the work on our 42 foot houseboat that has been set up specifically for doing One-on-One Leadership Development. We can work anywhere on the harbour. e.g. For city clients, the easiest would be berthed at Darling Harbour. For North Shore clients, it may be easier to be picked up at a wharf such as Longueville (near Lane Cove).

The first few sessions can be held in the manager's office or home, but later it is useful to be in a location where there will be no interruptions, where the manager can express themselves fully and freely, and where they are able to psychologically remove themselves from their old habits and conditioning. And if Northmead or the boat is difficult for your manager to get to, then I can arrange an alternative venue which is more convenient for them.

Our Floating (City) Office, other offices, & our weekend retreat


The investment required to transform your manager's capabilities and results, is surprisingly low. For work performed in Australia, we charge $225/hr for the One-on-One work, and a reduced rate of $110/hr for any individualised preparation needed. (The average amount charged for personalised preparation is about 33% of the One-on-One investment.)

As an additional service, we generally provide managers with many thousands of dollars worth of resources such as books, tapes and videos - to borrow, or to keep if they prefer. These are also provided gratis, as one of the many ways we aim to add extra value to the services we provide.

Rates for One-on-One work performed outside Australia

Motorola calculates that every $1 it spends on training (of a total $120m p.a.) delivers $30 in productivity gains within three years (Fortune magazine, 22/3/93). And everyone who has done One-on-One Leadership Development with us feel they have gained even more benefit than this. The quantitative benefits for their company have been very clear, and the qualitative benefits felt by the managers, their staff, and their family, have also been extremely significant.

I hope this information has been useful to you, and I encourage you to call if you have any further questions, or to arrange the first session of what may well be the best investment your company has ever made.

Yours sincerely,

Tony Lenart
Executive Chairman, The Institute of Advanced Leadership Inc.

A Case History Of A Company Using One-on-One Leadership Development, outlining the work done and the results achieved
Two Beliefs which underlie Our Approach to One-on-One Leadership Development
Our two page "brochure" on One-on-One Leadership Development (The one you probably read prior to linking to this page)
1 Day Personal Breakthrough Programs
Weekend Management Mastery Programs
Our Floating (City) Office, other offices, & our weekend retreat
Our Trainers (including our Principal Trainer, Tony Lenart)
Contact Us
© Copyright 1999, The Institute of Advanced Leadership. ( All rights reserved. Last updated 29th June, 1999

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