Leadership Development

For many, traditional leadership promoted a division of labour, individualism; control “over” others; clear boundaries, information and responsibilities by levels and functions; and organizational goals, targets, rules, standards.

To be successful, today’s leaders must learn to how join, come together, connect, build relationship and develop community; control “with” others; create an absence of boundaries, with a sharing or information and  responsibility, promoting unity and wholeness; and developing a common ground of shared vision, values, norms, outcomes.

In other words they need to adhere to principles of fusion leadership. Drawing a metaphor from physics, fusion leadership seeks to bind employees together whereas traditional leadership methods was in many ways divisive and tended to drive them apart.

Leadership today includes being both a strategist and visionary; a commander and a storyteller; a change agent and a servant. Characteristics central to servant leadership include listening, empathy, potential for healing one’s self and others, awareness, persuasion, conceptualization, stewardship, commitment to growth of people and building community.

Becoming a leader is a path of continuous learning. Learn more about how McKinley can help you along that path.


McKinley sales programs examine the steps in the strategic sales process including prospecting, presenting, negotiating, closing, and servicing the sale. Participants learn what influences and affects buying behavior by examining, categorizing, and explaining consumer psychological factors, such as motivation and personality types. Selling to the Internet-informed consumer will also be discussed.

McKinley sales programs send the message to your employees that they are valued and their participation and education is important.

Sales are no longer about relationships. The top salespeople today are those that challenge their customers. A recent survey of salespeople found they fall into 5 categories and produced the following sales results: the hard worker (21%), the challenger (27%), the relationship builder (21%), the lone wolf (18%) and the reactive problem solver (14%).

Contact us to discuss how we can best suit your sales training needs.

Train the Trainer

Meeting the Train the Trainer (TTT) Challenge - Studies show that people remember less than 10% of information in a typical training session or presentation. Further, 80% of what they remember is lost within 30 days (if not reinforced). That translates into an average 2% retention rate after 30 days. This is a major challenge in Train-the Trainer Programs.

So how do we make TTT training more effective? Two things to consider are engagement and motivation. The question that comes to mind is “What makes training sticky? In other words, what influences and individual’s degree of motivation?

If we look at pre-training with respect to motivation, the organization must perform three tasks. It must clearly 1) communicate the training program’s outcomes; explain the probability of success and 3) demonstrate that effort will produce proximate benefits.

In the world of TTT, the pre-training communication is often a woefully underutilized tool. Some organizations enroll learners into a course without explaining the “why” behind the course. In addition, training initiatives don’t give much guidance to learners about what to do post-training.

McKinley will teach your trainers how to:

  • Understand how adults really learn – use participant-centered versus the instructor-centered to approach to learning and avoid traditional training techniques that tend to suffocate real learning
  • Learn about different learning styles and how to accommodate them -  incorporate the different needs of visual, auditory and kinesthetic (learn by doing) learners
  • Use engagement strategies for enhanced learning - use experiential learning activities to reinforce the learning
  • Combine media to make an impact - avoid "death by power point", se simple methods to create compelling visuals—learn what to include and what to leave out
  • Develop their listening and questioning skills – this is of particular importance to both the trainer and the trainees

Contact us to learn more about developing successful Train-the Trainer programs.