Approach
Understanding your challenges to help you grow as a leader
Approach
Integrative Leadership Development
Our ‘integrative’ approach to leadership development brings together a variety of learning experiences designed to support development. We address internal dimensions (focus, emotional balance, creativity) as well as more expressed leadership behaviors (planning, taking initiative).
Our ‘integrative’ approach to leadership development brings together a variety of learning experiences designed to support development.
Our Philosophy
Mission & Vision
At Peak Leadership Institute we are committed to creating positive change in ourselves, our organizations, and the world through profound learning and development.
We envision a world where leaders and organizations exhibit deep compassion and virtue and prioritize the well-being of the global community and the environment in the way they lead.
Core Values
Service
Serve the customer and the greater social good with humility, kindness, compassion.
Growth
Embrace curiosity, learning, feedback, and expansion of happiness.
Excellence
Take initiative, work together, and prioritize high quality execution and a high fidelity process to create value and achieve results.
Integrity
Do what is right, honest, respectful, equitable, and virtuous.
Systems Mindset
Balance
Establish and act from a state of centeredness to optimize clarity of mind, creativity, and life supporting action.
Service
Serve the customer with humility, kindness, compassion
Growth
Embrace curiosity, learning, feedback, and expansion of happiness
Excellence
Take initiative, work together, and prioritize high quality execution
Integrity
Do what is right, honest, respectful, equitable, and virtuous
Systems Mindset
Balance
Establish and act from a state of centeredness
The way we work
Our Method
Most of our programs follow our research-based 4-step process of insight, direction, change, and support.
Step 1: Insight
Identifying Development Areas
You will start by completing our Personality and Leadership Profile and then collecting colleague feedback using our Three Pillars of Leadership 360. These tools are used to identify high-impact leadership development goals.
Step 2: Direction
Goal Setting
Based on insights gained into your leadership style, you’ll create an action plan with 1-2 goals and associated action steps. Your leadership development is a living document used to guide the change process.
Step 3: Change
Engaging Stakeholders
The change process begins by enlisting colleagues to support your growth. This includes sharing your leadership development plan with them, getting their input, apologizing for past mistakes, and asking for their support going forward.
Step 4: Support
Understanding & Practice
You’ll track progress through brief informal check ins with stakeholders as well as mini surveys at the halfway and end points. We also provide situational coaching around goal areas from your action plan and leadership challenges that emerge during the program.
The way we work
Our Method
Most of our programs follow this research-based 4-step process:
Step 1: Insight
Identifying Development Areas
You will start by completing our Personality and Leadership Profile and then collecting colleague feedback using our Three Pillars of Leadership 360.
Step 2: Direction
Goal Setting
Based on insights gained into your leadership style, you’ll create an action plan with 1-2 goals and associated action steps.
Step 3: Change
Engaging Stakeholders
The change process begins by enlisting colleagues to support your growth, get their input, and share your plan with.
Step 4: Support
Understanding & Practice
You will track progress through brief informal check ins with stakeholders as well as mini surveys at the halfway and end points. We also provide situational coaching.
Supporting Data
The Benefit of Great Leadership
Leadership affects every measurable dimension of organizational performance. Optimizing leadership performance significantly enhances organizational success.
Compared to average leaders, the top 20% of leaders achieve:
Compared to average leaders, the top 20% of leaders achieve:
%
Reduction in Turnover
%
Increase in Employee Engagement
%
Increase in Customer Satisfaction
%
Increase in Profit
Zenger, John H., and Joe Folkman. The Extraordinary Leader: Turning Good Managers into Great Leaders. New York: McGraw-Hill, 2009.
GETTING STARTED
Working with us
For each program, we start by understanding your leadership and organizational challenges to guide a course of action. From there, we design and customize a program tailored to your individual and organizational needs
We customize our programs to suit your individual and organizational needs
1. Discovery
Discuss approaches to increasing your organization’s leadership and performance
2. Proposal
Get recommendations for up-leveling individual and team effectiveness
3. Refinement
Refine the program design with us to optimize impact
4. Launch
Start the program, including feedback instruments, workshops & coaching sessions
About
Authentic Leadership
Our Company
Laurent started Peak Leadership Institute when he kept meeting founders and teams who were looking to become better leaders and get more out of their work. Since then, we have worked with many executives interested in a more holistic approach to leadership and performance. Our work explores concepts of self-awareness, focus, and creativity as they relate to organizational success, and we emphasize development of inner leadership in parallel with more expressed leadership competencies.
Executive Team
Laurent Valosek
Laurent has 35 years of experience as an entrepreneur, educator, and researcher. He served as CEO of 3 tech start-up companies and led a strategy management consultancy. He is the CEO of Peak Leadership Institute and the Executive Director of the Center for Wellness and Achievement in Education, a 501c3 nonprofit that provides wellness programs to schools. Over the last 18 years, he has worked with over 15,000 leaders, educators, students, and managers.
Jeremy Blitz-Jones
Jeremy’s background is in organizational development, with a focus on leadership, strategy, and process optimization. For the past 15 years, he has been designing learning experiences for tech companies, schools, and non-profits, exploring innovation, education, management, and personal growth. He also collaborates with clients to rethink and redesign processes using a value stream approach. His work is informed by the idea that learning and development is a key strategy for organizational success.
Testimonials
From our Clients
Edward Aten Founder & CEO, Merchbar
Testimonials
From our Clients
Laurent and the team have had a major impact on our ability to build and grow a successful, high-performing company. Laurent and the Peak Performance team have helped us grow as individuals and as an organization through great coaching, useful frameworks and helping us implement systems that allow us to capture and implement faster than ever before. I’d recommend them to teams at any stage.