About the Institute for Quality Leadership

The Institute is one of the pioneer organizations in the country in the field of leadership development. It was established by Professor Micah Popper, Giora Ayalon and Dr Reuven Gal in 1991 and has since provided leadership development consultation and facilitation services to numerous organizations.

The Institute’s facilitators specialize in empowering managers of different levels to realize and perfect the impact they have in their managing role within their organization. We assist organizations in strengthening their leaders, thus enabling them to lead their organizations into the future, while coping with the challenges that arise.

The Institute for Quality Leadership is one of the most prominent organizations in the field of leadership research and development. In the past decade, the Institute has led comprehensive research for the U.S. military, dealing with leaders’ assessment, development and empowerment.

We believe in creating programs that are tailored to organizations’ needs. We are vastly experienced in building tailor made programs for personal development, organizational development and applied research in the fields of leadership and influence in the organization.

The Institute’s uniqueness is based on a combination of international academic research studies, advanced assessment tools and ongoing personal contact with the participating managers.

During the various processes we lead, we create laboratory conditions for participants to investigate themselves, to practice their influence in a group environment, and to lead authentically.

The programs create an opportunity for participants to discover their desire to lead. They also provide organizations with the opportunity to build a group of managers who will make a strong and significant impact on the organization.

Our Staff

Methodology and Defining Principles

  1. Practical Learning: The participants will be presented with various situations that feature a wide range of leadership challenges, after which they will receive personal feedback regarding the kind of impact they have on others.
  2. Learning in a Group Platform: Leadership is a phenomenon that unfolds in a social setting. The participants, therefore, have an authentic opportunity to be evaluated in “real time” by a group of colleagues and receive feedback on the conscious and unconscious aspects of their leadership.
  3. Strengthening and Leveraging Personal Strengths: “Man is at his best when he acts from passion and authenticity” Benjamin Disraeli. With the latter quote in mind, the participants explore the source of their leadership power throughout the process, resulting in better efficacy in their abilities to lead.
  4. Developing Self-Awareness in the Field of Leadership: The participants will investigate the source of their influence and the essence of its expression in their daily lives.
  1. Consolidation of a Core Philosophy: During the course of the program the participants will have the opportunity to further develop their leadership qualities by “refining” their unique values and beliefs and their practical integration into the organizational culture.
  2. Knowledge and Skills in the Field of Leadership: Conceptualization and the opportunity to practice are crucial elements in the leadership learning process. Within the program’s framework, we expose the participants to new and innovative models in the field of leadership and influence. In addition, the participants will practice these essential skills and learn how to implement them into the organizational arena.
  3. Vicarious Learning: The participants have the opportunity to learn about leadership in an indirect manner. During the course of the program, the participants will meet with inspirational leaders and will be exposed to a variety of organizations. The latter creates opportunities for in depth discussions about leadership and organizational culture.
The Participating Manager The Organization
Increased passion for leading, an elevated belief in their own ability and authentic style of leadership. A robust infusion of energy and enthusiasm that can be felt cascading through numerous departments in parallel, resulting in a renewal of positive energy and rapid growth.
The discovery of a personal leadership style and the ability to influence and lead their followers and partners, one on one and on the team and on the organization. The visioning of a new model of the leadership within the organization that filters through the entire hierarchy, creating greater flexibility and readiness for coping with the diverse challenges that lay ahead whilst having a positive impact on the organizational climate.
An improvement of their ability to develop and motivate people in their working environment including superiors, colleagues, team members and clients. The managers are more proficient when presented with a complex and unpredictable environment in addition to the construction of models that enable the initiation of rapid changes for improvement within the organization.
The creation of a powerful and authentic connection with the other participants in program, resulting in mutual commitment, trust, synergy and momentum. The establishment of a strong group of colleagues that have self-belief and a superior working relationship thus improving the effectiveness of the organization.

Click To Discover The 5 Elements Of Leadership Development

Leadership is a Relationship

Leadership is the ability to navigate within the diverse nature of relationships.

The essence of leadership as an interpersonal phenomenon can be found in the relationships created between the leader, the team members, and the evolving culture and mission of the organization. Therefore, in order to develop as leaders, it is essential that the participants learn how to follow (the phenomenon of followership), and discover the spheres of influence that are most suitable to their working environment.

We enable participants to investigate the three main parameters: leadership, followership and their culture, and in light of this understanding, to maximize their influence within the organization.

אנו מאפשרים למשתתפים לחקור את שלושת הקדקודים (מנהיג, מונהגים והתרבות), ולאור הבנה זו לטייב את ההשפעה בארגון.

It is Possible to Develop Leadership

By virtue of a combination of potential, motivation and environment.

Leadership as a human social characteristic is a combination of three critical factors that together enable the emergence of leadership: the potential to lead, the motivation to lead and a suitable supportive environment.

We specialize in creating an environment that helps develop and empower managers who possess the potential to lead and the motivation to excel in leadership roles.

אנו מתמחים ביצירת סביבה מפתחת מתאימה ומעצימה למנהלים אשר הנם בעלי פוטנציאל מנהיגותי ומוטיבציה לתפקידי הובלה.

Leadership Development is a Continuous Lifelong Journey

Man is a reflection of the environment in which he was born and raised, and his leadership roots grow and mature throughout his life long journey.

We believe that the roots of leadership start to grow in childhood and continue to develop during the life course, primarily as a result of learning through experience. The source of leadership that emerges in the early stages of life and continues to develop throughout the years leaves a ‘personal stamp’ that influences each participant’s leadership style and the way they carryout different roles.

Authenticity Creates Strong Leadership

Leadership excels when it is authentic and unique, and connected to the leader's core values and the way in which the leader creates relationships with the community around him.

Leadership excels when it is authentic and unique, and connected to the leader’s core values and the way in which the leader creates relationships with the community around him.
Authentic Leadership is based on leaders’ ability to develop their own unique path while creating connections and significant relationships that are based on trust earned by the leader.
The more a person feels authentic in his leadership role and succeeds in bringing his own brand of uniqueness – the more passion and resilience he will feel towards leading through the wide-ranging challenges of his role.
We allow our participants to examine their unique style as influential people and to define the personal stamp they want to imprint on their organizational environment.

We allow our participants to examine their unique style as influential people and to define the personal stamp they want to imprint on their organizational environment.

Transformational Leadership is Effective Leadership

Transformational leadership leads to personal and organizational effectiveness.

Transformational leadership is a combination of the leader’s inspirational behavior and attitudes that lead individuals and teams to greater effectiveness.

Transformational leadership enhances organizational effectiveness by enhancing followers’ identification with the leader and the mission, and raising their motivation and expectations from themselves.

We enable participants to investigate and strengthen their expression of transformational leadership qualities in their daily function. This ability is developed through a group program that enables managers to receive feedback from their employees and learn from their colleagues about the way their leadership style has influences in real time.

אנו מאפשרים למשתתפים לחקור את סגנון מנהיגותם ולחזק את ביטויי המנהיגות המעצבת שלהם בתפקוד היומיומי. יכולת זו מפותחת באמצעות תכניות קבוצתיות המאפשרות למנהל לקבל משוב מהמונהגים בסביבת העבודה וללמוד מעמיתיו לתהליך על סגנון ההשפעה הלכה למעשה.

Products and Services

MOP
LCP
Effective Leadership
Full Range Model
Practical Leadership
Team Development
Lectures
MOP
lcp
LCP
effective
Effective
Leadership
model
Full
Range
Model
leadership
Practical
Leadership
staff
Team
Development
lectures
Lectures

Leaders are required to dare – to learn about themselves and to gain experience in new fields, to create collaborations, to lead complex systems and to lead change.

The Institute for Quality Leadership offers you an environment to grow in, a place where you will find the way to realize your potential and fulfill it to the maximum. We are offering you this unique opportunity to meet senior executives from leading organizations and expand your network of influence.

Who is the program aimed for?

This program was built and designed for senior executives with at least five years of experience in managing teams and managers, and who have the motivation to develop their leadership skills.

The program deals with different spheres of influence and management:

The influence on employees within the organization by creating meaningful relationships – direct and indirect influence on superiors, colleagues, team members and clients.

The influence on your management team: Leadership in a complex world requires leading a professional team that operates efficiently – an organization cannot be led by a solo performance.

The influence on the system as a whole: The director is an organization’s “cultural engineer” establishing a common ethos for the entire team and organization.

Contact us today to sign up! 0722310448

Over the years, generations of managers have participated in this program and are leading their organizations using the tools, skills and insights acquired during the program.

The program helps managers explore and develop their leadership skills. It creates an optimal, unique and challenging learning environment for the managers and focuses on three main perspectives: the personal, the team, and the organization. Throughout the program, an interactive connection is created between the three perspectives.

The program enables the participant to:

  1. Develop awareness of his personal leadership style, recognizing and understanding his potential as a leader.
  2. Consolidate a CORE PHILOSOPHY and an organizational philosophy based on core values.
  3. Develop the skills needed to be influential.
  4. Analyze and learn skills of influencing and developing team members, accompanied by constant feedback during the seminar.
  5. Be exposed to theoretical models, role models, and case studies of leadership success in organizations.

During the eight stages of the LCP program, participants discover their passion to lead and develop their ability to lead:

  1. Superior Managers Meetings -2 hours
  2. Personal Preparation – 1 hour with each participant
  3. Leaders as Human Beings – 3-4 days
  4. The Leadership Mirror – 1 day
  5. Leadership in Action – 2 days
  6. One on One – 1 hour with each participant
  7. Leading within the System – 1-2 days
  8. Setting Off – 2 days

An organization’s success is dependent on the leadership of managers throughout the organizational hierarchy. Organizations who want to effectively deal with present and future challenges need to grow and develop leaders from within their work force.

Mid-rank managers are a key to organizational success and their role is crucial:

  • They are the leadership pipeline
  • They are the frontline managers
  • They are indispensable connecting links, conveying information between senior management and employees in the field
  • They convey the day to day reality to the upper-levels of the organization
  • The Institute’s vast experience assisted us in creating The Effective Leadership Program which is specifically designed for mid-rank managers

The Effective Leadership Program enables mid-rank managers the unique opportunity to enhance their leadership abilities and improve themselves as leaders.

The program’s design provides participants the opportunity to analyze and strengthen their merits as leaders and to refine the various leadership skills that are necessary in order to succeed as leaders within the organization.

The program is based on four holistic levels: a comprehensive and accurate personal diagnosis, development of influencing skills and abilities, receiving precise feedback aimed to improve managerial effectiveness, and leading a personal project within the organization.

01:

Each participant goes through a computerized assessment and receives detailed feedback on his leadership and influence style. With the aid of this personal mapping, tailor made developmental targets are defined for each participant.

02:

Based on the leadership challenges that emerge from collecting personal profiles, we identify specific leadership skills for personal and group training.

03:

Each participant receives detailed feedback, and investigates and develops the relevant skills that will have a positive influence on his leadership challenges and improve his effectiveness   as a leader.

04:

Each participant is given an opportunity to develop his personal leadership skills by leading a project based on his leadership vision that will significantly benefit his organization. The project is based on the various skills and tools acquired during the program.

Working with the Full Range Leadership Model allows managers to receive an in-depth, personal and eye-opening review of their influence and personal leadership style. The feedback is based on collecting colleagues’ and team members’ answers. Alongside the participants’ personal testing, a full and clear picture immerges reflecting the leadership styles that characterize the specific rank of managers in the organization.

The Institute for Quality Leadership holds the exclusive rights to use the MLQ test developed by Binghamton University in New York.

For further information regarding the Full Range Leadership Model, click here.

In this unique workshop, the participants will lead their colleagues in a challenging mission, on which they will receive feedback regarding their leadership in action and their personal style of influence.

The workshop is based on 2 complementary stages:

Stage 1: Observation (self and on the group) – practical activities that focus on leadership simulations. The activities are developed based on various parameters taken from each participant’s personal leadership profile – MLQ (read more on the link to Personal Leadership Profile)

Stage 2: Processing (information and feedback) –the participants gather on the day following the outdoor activities. The processing enables each participant to further investigate his leadership style as well as the opportunity to reach personal conclusions in regard to the role he took on within the group setting.

Meeting directly with other participants’ feelings, thoughts and emotions in reaction to each manager’s leadership and style of influence, provides many significant insights that can be implemented, with the help of the experienced facilitators, into their roles within the organization.

Some of the insights and practical skills that the participants will acquire are:

  • How to influence and motivate a team or an individual to act through genuine desire and commitment.
  • How to communicate effectively, achieve cooperation and lead to significant change.
  • How to refine one’s unique leadership style as a manger.

The order of the day is planned according to the characteristics and needs of the group, enabling each manager to realize his personal and group skills, alongside the investigation and development of social, influence, management and leadership skills.

מטה2

In today’s competitive and stressful work environment, each manager needs to have the ability to motivate and develop his team, and to educate and provide feedback to his people weather they are part of an organic team or part of an organizational matrix.

Guiding and developing management teams highlights the shared managerial and leadership challenges in addition to strengthening interpersonal communication, organizational commitment, trust and cooperation.

The meetings are aimed at achieving shared understanding and building practical work plans for the various themes regarding the team’s life, and for its leading role in the organization.

The workshop is designed to fit managers of all ranks within the organization and its content is adjusted to the specific managerial level participating.

The goals of the Team Development workshop:

  1. Acquiring knowledge and necessary skills for team development within an organization.
  2. Working according to the transformational leadership model for synergetic team development.
  3. Leading strategic processes in the team.
  4. Practice and analysis including personal feedback from the workshop participants.
  5. Analyzing real life organizational events and role playing.

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Lectures by Gali Raz – Joint CEO and Professional Manager of the Institute for Quality Leadership:

“On Management and Leadership in Managerial Roles”

“Leadership & Engagement – Leadership and workers co-involvement”

“Leadership in an Uncertain World”

Lecture by Smadar Porat – Senior Facilitator and Head of the Research and Development Department in the Institute for Quality Leadership

“The Virtues of the Net – Leadership in Complex Environments”

 

Lecture by Golan Yairi, Colonel in the Israeli Air Force, Founding Member and the First Commander of the School for Combat Extraction and Rescue.

“Air Force Senior Leadership: How can we understand the gap between soldiers’ assessment of their commanders’ leadership in HQ and in the front line?”

Contact us to receive more information on each lecture.

Personal Leadership Profile assessment

The MLQ was developed by the Center for Leadership Studies at Binghamton University in New York.

The questionnaire is based on the Full Range Model that was developed by Bass and Avolio (1990), and is regarded as one of the central models in the world of leadership development. The questionnaire is based on years of research that examined the common leadership styles of managers in varied organizations around the world.

The computerized assessment examines a variety of leadership styles, starting with passive leadership through rewarding leadership to empowering leadership –that turns the followers into leaders themselves.

The results of the assessment (which are revealed only to the participant) give the participants a 360 degree view of the leadership style that characterizes them, as reflected through feedback received from colleagues and team members, and through contrasts between self-perception and that of their environment.

What is the Full Range Model?

The Full Range Model that was developed by Bass and Avolio (1990), is regarded as one of the central models in the world of leadership development. It was developed following many years of empirical research that examined many common leadership styles of managers in varied organizations around the world.

The underlying assumption of the model is that every manager can be rated on the degree of the activity and effectiveness of their leadership style. Many studies have found a direct correlation between managers’ leadership styles and the organizational achievements. The higher managers rank in transformational leadership the greater the success of their organization.

FULL RANGE MODEL
Category Characteristics
Laissez-Faire The leader does not take a stand on any issue, is indifferent to what is occurring in the life of the organization, and his presence is almost not felt. This style is included in the model to be used in comparison to the other leadership styles.
Management by Exception Passive:

The leader identifies mistakes and then intervenes. This pattern is based on the assumption that the employees act and react out of fear from the leader’s response to mistakes and problems that have arisen.

There is no attempt to prevent mistakes beforehand and therefore this style is defined as passive.

Active:

The leader puts an emphasis on keeping the status quo but is active in finding and solving potential problems in order to prevent them from occurring. The followers fear the leader’s reaction to their mistakes.

Contingent Rewards The leader continually analyzes the needs of the team members and uses rewards in order to motivate them to successfully carry out their missions. The relationship is based on an exchange between the leaders and the team members, where the leader encourages them to carry out a specific mission by using external motivation to improve their performance.
Transformational Leadership This leadership style includes four components that are all characterized as high level of pro-activity and attunement for personal and organizational development.

  • Individual consideration: The leader invests energy in order to create a personal relationship with each team member. This ingredient allows each employee to feel unique, appreciated and of significance to the leader. The leader is attentive to the growth and development needs of their team members and knows how to relate to the personal potential of each and every one of them.
  • Intellectual Stimulation: The leader stimulates the imagination of his team members and encourages them to question traditional perceptions and actions, which develops their learning abilities. The leader provides a creative, stimulating and educational environment that enables team members to cope with challenges both independently and creatively. Through this, they strengthen their feeling of control and capability.
  • Inspirational Motivation: The leader presents an exciting and cohesive vision of future development of the organization and creates considerable enthusiasm surrounding the shared fulfillment of this organizational vision, through engendering a feeling of optimism, creativity, shared destiny and a common culture among the members of the organization.
    Idealized Influence: The team members respect and are proud of their connection with their leader who is seen as a powerful, confident and capable personality. The leader leads by example and is regarded as a role model whose values and beliefs are eagerly adopted, and is seen as someone who is willing to sacrifice his own interests for the good of the organization.
Charismatic Behavior Leaders frequently speak of their beliefs and the moral implications of their decisions. This model points to the ability of the leader to strengthen the integrity and ethos of their team members.

Personal Profile Analysis of the Management Style:

Since the model maps the full range of leadership, each leader will show a variety of behaviors pertaining to different styles found throughout the sequence. The extent to which a leader will be associated with a specific style such as Transformational or Contingent Rewarding Leadership depends on the level of similarity between their behavior and the characteristics of that style.

The assessment is carried out through a computerized system which integrates the answers given by the leader, his colleagues and/ or his team members, and creates his personal leadership profile. The results enable the managers to improve their influence on their environment through a better understanding of their leadership profile and characteristics. The organization can use the diagnosis to create an environment in which managers can strengthen their impact and improve the organization’s capability.

Studies have found that leaders who are perceived as being transformational have high self-esteem, a strong sense of self efficacy, determination, a need to be influential, and a desire to help develop their team members.

The Power of Transformational Leadership:

Strengthening transformational behaviors that are adjusted to the managerial role and the organization, enables the participant to become a significant source of growth in the organization and helps improve its effectiveness.

Many research studies have found a direct correlation between managers’ leadership styles and organizational achievements. The higher managers rank in transformational leadership the greater the success of their organization.

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