Frequently Asked Questions

//Frequently Asked Questions

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Naples has the highest concentration of retired and senior executives in the entire United States. We believe this is America’s greatest untapped natural resource. High quality of talent can be tapped to help train leaders. Additionally, Naples is a wonderful location to attract Northerners seeking a respite from the winter cold.

We have worked in the profession of training both youth and senior executives. Nearly 50,000 people have attended Mr. Lynch’s programs in the past, and other of our faculty have had extensive experience that has shown us there are many areas where we can do a far better job than existing institution. Please see the Ten Key Factors for Success for more detail.

The problem is actually quite serious. Because its been happening over such a long time — a little bit more every year — we’ve become numb. But now there is a mass shooting seemingly every week. To understand how serious the problem really is, see our Strategic Alert on Distrust in America

The short answer is ‘yes.’ Real breakthroughs in understanding human behavior now allow us to know how to bring out the best (or worst) in people. One of the breakthroughs in was in Neuro-chemistry discovered by Professor Paul Lawrence and co-founder, Robert Porter Lynch. You can read about this breakthrough in Culture as a Forcefield. These, plus a multitude of other deep insights which can be found in Publications, will give you some inspiring ideas of the power of Collaborative Leadership.

This is the key question every business must ask. We expect to create very substantial levels of competitive advantage for all businesses that make a large investment in their employees. Typically this will range in the 25% range. (10 Advantages give us the leverage points for producing high impact results. If you are in an HR position, please read our Letter to HR Execs, which provides much more detail on why and how we are effective.

Collaborative Leadership is first distinguished from other forms of leadership — such as Adversarial, Authoritarian, Hierarchical, and Transactional. Collaborative Leadership engages people to perform at their highest levels of positive interaction. It’s important because the majority of work today happens in teams, alliances, and cross-boundary relationships.
There are a number of varieties of Collaborative Leadership, including servant leadership, facilitative leadership, synergistic leadership, participative leadership, transformational leadership, ethical leadership, spiritual leadership, visionary leadership, etc., each having its place and best situations for application. We use a 4-Dimensional Alignment framework to help leaders understand how to have the highest strategic, interpersonal, operational, and innovational impact possible. We like to think of Collaborative Leadership as being enlightening, enterprising, enthusing, engaging, and ever-adaptive.

Please take the Self Test — its 15 questions that will give you a good idea about your own capabilities and affinity.

Yes, definitely. There are people with “latent” anger all over the world, at every strata of society; there is always something to be angry and upset about. Anger can easily be triggered, accelerated, amplified, and multiplied by someone who triggers fear (or its associated emotions, such as insecurity, revenge, retribution, injustice, or unfairness) inside the angry person. Humans, for better or worse, are “dualistic” in ‘nature’ — part bad and beastly, part good and gracious — it’s how we are wired in our DNA. How that ‘nature’ reveals itself in the real world is more dependent upon ‘nuture’ — how you were raised, and even more respondent to ‘culture’ — how organizations and institutions mold your perceptions, beliefs, attitudes, thoughts, and behaviors. Most authorities attribute about 2/3rds (or more) of behavior is attributable to culture. And here’s the BIG POINT: Leadership is the #1 factor in determining culture (see Case Study). Thus, when we see more violence in the world, look to our culture (work, government, education, media) for molding those paradigms that become behaviors. Authoritarian and Adversarial leaders can (often purposefully) trigger people’s anger and fear by acting like “junkyard dogs,” always on the attack with criticism, making it okay to denegrate, polarize, and practice bigotry. (see Beware the Authoritarian Dark Triad) The Collaborative Leadership Institute stands firmly against such damaging attack-dog leadership because it actually triggers a regression to a dark age. We seek to build more trustworthy, more inspiring, enlightened, people-oriented leadership to make the difference that elevates culture and our future, not debasing it.

Yes, we will come to you. In fact, in many situations this presents an organization with the opportunity to immerse far more people into the leadership process, maximizing our impact.

We are very easy to deal with. Just give us a call. (See Contact Us)

We have created custom designed programs for decades. Actually custom design give us an opportunity to innovate and find better insights and find new ways to deliver value. Just give us a call. (See Contact Us)

Yes, in fact we like gathering diagnostic benchmarks at the commencement of one of our programs, and then comparing them with results later. We also have easy diagnostics that can be done over the Internet to keep costs down.

Not quite. Because we are an educational institution, we focus on learning experiences. We can accomplish a lot under the banner of our Action-Planning Workshop programs and our mentoring programs. At a later date, we may set up a Consulting subsidiary organization. In the mean time, we have several consulting relationships that augment our Programs.

The design of our Executive Faculty aims at pairing a Thought Leaders with a Senior Executive. If you are either, you will be considered, as long as the program fits under the umbrella of Collaborative Leadership. One of our strengths is our ability to present a fully integrated learning experience (see Our Advantage). We do ask that each new course that is proposed integrates the Four Drives of Human Behavior and connects to the Four Dimensional Leadership as a System. Those interesting in teaching at the Manager’s level should have a strong track record in Executive Education in the arenas of Collaborative Leadership. For those seeking to teach the Youth Development program will need to be certified by going through our 3-day certification program.

We are experienced alliance professionals and look forward to forming alliances that deliver real value to real customer. We are also seeking alliances that will help transform research into real application in the field. If you are seeking an alliance with the Institute, first thing about what the 1+1=3 Value Proposition might be. For us, we do not engage in “window-dressing” alliances; we look for a strategic relationship that will produce value and measurable results. If you have an idea, or want to talk to us about a possibility, just give us a call. (See Contact Us ) We recommend you browse through this website to see some of the things we are planning.

Our Advisory Council is a very important part of what we do. It is a way for us to be deeply connected into our stakeholder communities, to understand trends, and to be linked with champions, thought leaders, and partners. If you are sincerely interested, please review our Advisory Council Purpose and give us a call. (Contact Us).