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.
Methodology and Defining Principles
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
לחץ וגלה - מהם 5 האלמנטים לפיתוח מנהיגות!
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.
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.
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.
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.
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.
Products and Services
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.