Transforming Government Contractors into Leaders of Innovation

Leverage SOAR's expertise to navigate expansion, enhance compliance, and lead effectively in a digital world.

Need help adapting to fast-paced growth, managing projects to completion within compliance, and leveling up skill sets for new leaders in a complex work environment?

Leadership Amplified eBook for Government Contractors

Compliance and Project Success

Standardized Team and Action Plan Design

Use insights from behavioral assessments to strategically form teams and design action plans that align with individuals’ natural strengths and behavioral tendencies. For government contracting companies like yours, this approach ensures optimal team performance and effective project execution by placing the right people in roles where they can excel naturally. Additionally, it enhances job satisfaction and retention by aligning job roles with individual behavioral profiles, leading to more engaged employees and a more harmonious workplace environment.

Empowering Rapid Expansion

Aligning Expectations through Performance Management

Aligning expectations through performance management is essential as it ensures that everyone from leadership to individual team members understands and is working toward the same strategic goals. This alignment ensures that your organization can meet contractual obligations and client expectations consistently. It also fosters a transparent and accountable workplace culture, which is critical in the highly regulated environment of government contracting, ultimately leading to improved project outcomes and client satisfaction.

 

 

Leadership in Digital Era

Leadership, Team Building, and Scaling Up

Focus on developing and refining leadership skills and team dynamics through personalized and group training sessions. This approach benefits your organization by enhancing leaders’ ability to manage and motivate teams effectively, driving increased productivity and fostering a cohesive work environment. As you scale, tailored coaching ensures that leadership and team capabilities evolve in tandem with business growth, enabling your organization to meet the complex and changing demands of government contracts efficiently.

Our rapidly growing consulting firm needed a flexible executive coaching program with a roster of certified coaches. We needed a program that provided a high-impact to our leaders and required minimal administrative oversight from our lean Learning and Development team. SOAR provide exactly what we needed for our first cohort of executive coaching.

Mali and Victor are some of the best in the business. Your relationship starts because they are true professionals, but it grows because of the people they are. It’s always the human connection that makes the difference to me, and Mali and Victor epitomize that reality.

Jennifer Farrell

Director, Learning and Development, Aptive Resources

The SOAR team put together a wonderful workshop for our Organization on a very short notice. It was amazing how it was tailored to the needs of our team and how useful it was for the personal and professional interactions among our personnel.

The way we all learned about the strengths of each other and the importance of the clear interactions between each other was key to keep having great results at work. Topics such as conflict resolution/ management, empathy, compassion, team types, etc. were addressed and learned on a very dynamic and interesting way. The whole team was very happy with the team-building activity, and we look forward to our next session. Fully recommend Mali for any team-building activity.

Frank Zavala

Project Manager, IOM

Featured Coaches

Our ICF certified coaches and seasoned advisors, equipped with C-level experience and successful business insights, provide invaluable guidance, enabling leaders to both envision and reach their full potential. This mentorship ensures that leaders are not only effective in their current roles but are also prepared to handle future challenges and opportunities, thus driving the organization’s long-term success. By leveraging their extensive expertise, our coaches and advisors help cultivate a leadership pipeline that is visionary, strategic, and well-equipped to propel the organization forward.

Jennifer Brown

Jennifer Brown

Executive Coach

Steve Orr

Steve Orr

Media Advisor

Edgar Ndjatou

Edgar Ndjatou

HR Advisor

Princess Cullum

Princess Cullum

Executive Coach

Craig Oldham

Craig Oldham

CMO Advisor

Marisol Gonzalez Nora

Marisol Gonzalez Nora

Branding Advisor

Tom Shoemaker

Tom Shoemaker

CEO Advisor

Maura Lightfoot

Maura Lightfoot

Executive Coach

Nancy Burger

Nancy Burger

Executive Coach

Sara Evans

Sara Evans

Executive Coach

LaTonya Jackson

LaTonya Jackson

COO Advisor

Dr. Javier Bisbal

Dr. Javier Bisbal

Executive Coach

Clay Parcells

Clay Parcells

Executive Coach

Lori Bruhns

Lori Bruhns

Executive Coach

Lucy Cora Nazario

Lucy Cora Nazario

Educational Programs Advisor

Featured SOAR Academy Workshops

Workshops are delivered to a cohort by a SOAR expert facilitator. Typical workshop sizes are up to 15 participants per cohort for 2.5 hours per session. Following each facilitated workshop, we suggest 3 facilitated cohort discussion sessions to reinforce learning and create accountability in order to transform your culture. We work with you to design a schedule and cohort size to meet your leadership development requirements.

Discover Your Team Type

Objectives

This workshop will help you discover: 

  • Your strengths – Use a common language to explore individual awareness and complementary strengths. Understand each of your individual strengths that you bring to the team. Spend time on 1:1 relationships that serve as the building blocks of the team. 
  • Your Team Type – Celebrate team strengths and examine potential blind spots that are challenging team collaboration. Receive deep insights rooted in science to help you navigate teamwork. 
  • Takeaways – Improve Dynamics – Identify simple actions to immediately address  opportunities. Focus on one challenge area the team is facing and identify some immediate actions that the team can implement to drive change. Leave with clear action planning to address opportunities  to work in harmony. 
Design for Strategic Action

Objectives

This workshop will help you discover: 

  • Team Objectives – Your targets – Use a common language to translate objectives into talent terms. Just like we used the work styles framework to discover your Team Type in Session 1, we can use this same framework to understand your team objectives. 
  • Team Type + Objective – Your stretch | Explore your Team Type through the lens of your  objectives. As we consider your Team Type, there are certain team  styles that you will be able to leverage as strengths to support successful execution of this Strategy Type. 
  • Takeaways – De-risk Execution – Your next steps | Identify actions to address opportunities and  
  • Move your work forward. We’ll choose a particularly interesting blind spot to drill down on how to avoid execution pitfalls. Designing for Strategic Action 
Culture, Values and Leadership Integration

Objectives

  • Define corporate culture 
  • Explain the importance of culture 
  • Identify the elements of culture 
  • Explain the link between culture, values, organizational behavior, and results 
  • Explain the link between leadership and the organizational culture 
  • Define “shared responsibility” in the context of corporate culture 
  • Define the consequences of not living the core values
Increasing Self-Awareness Using the Johari Window

Objectives

  • Explain the overall purpose of the Johari Window. 
  • Identify the four quadrants: Open, Blind, Hidden, Unknown. 
  • Explain the purpose of Quadrant 1: “Open Self” or “Free Area” and how to develop this area in oneself and others. 
  • Explain the purpose of Quadrant 2: “Blind Self” or “Blind Area” and how to reduce this area so that one’s blind spots diminish. 
  • Explain the purpose of Quadrant 3: “Hidden Self” or “Hidden Area” and how to safely move oneself or another from Quadrant 3 to Quadrant 1 by creating a safe environment.  
  • Explain the purpose of Quadrant 4: “Unknown Self” or “Unknown Area” and how to discover information or hidden talents about oneself or another to minimize this quadrant and move towards Quadrant 1.  
  • Activate the Johari Window in a leadership capacity and team environment to facilitate a culture of trust, transparency, growth, and communication.  
Cultivating Emotional Intelligence

Objectives

  • Explain WHY developing our emotional intelligence is important to our personal and professional lives. 
  • Define emotional intelligence and be able to relate it to the organization’s Core Values 
  • Describe the connection between emotional intelligence and being an effective leader and team member. 
  • Identify your strengths and development areas as it relates to emotional intelligence. 
  • Explain approaches for developing your emotional intelligence. 
Time and Energy Management

Objectives

  • Define what time and energy management is and assess their skill levels for both.  
  • Identify their strengths and development areas as it relates to time and energy management. 
  • Discover internal and external influences on our energy and how to manage them.  
  • Recognize their own energy rhythm and that of others.  
  • Learn how to maximize flow and minimize negative effects of energy vampires. 
  • Implement effective strategies, using mindset, self-care, and other tips and tools. 
Unconscious Bias

Objectives

  • Recognize the universality of biases 
  • Describe unconscious bias and why it exists 
  • Explain the criticality of reducing unconscious bias and the positive impacts 
  • Identify and implement approaches for mitigating unconscious bias
Effective Communication Strategies

Objectives

  • Discuss why effective communication is important. 
  • Identify the qualities of effective communication. 
  • Discuss the role active listening plays in communication.  
  • Explain the value of empathetic listening and responses. 
  • Identify strategies for handling difficult situations and people.
Giving and Receiving Feedback

Objectives

  • Recognize the role of the manager in the feedback process. 
  • Identify best practices for giving and receiving feedback. 
  • Learn the “Do’s and Don’ts” of constructive feedback. 
  • Understand the impact of rating bias and halo effect and other common pitfalls. 
  • Learn the value of the continuous feedback model and how to weave into your everyday leadership practices.
Managing a Virtual Workforce

Objectives

  • Explore some of the trends contributing to the rise of the virtual workforce 
  • Examine the major challenges related to remote team management 
  • Discuss the key principles that’ll help managers achieve success with virtual teams 

Use these workshops to design the perfect program

What We Can Help You With

Purpose Mapping

360 Evaluations

Employee Experience

Executive Coaching

Behavioral Insights

Group Coaching

Talent Optimization Tools

Staff Retreats

Articles & News

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Capital Access Unlocked: Empower Your CDFI Team

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Program Management Excellence through Team Empowerment

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Connect with us today!

Unlock the potential within your team and transform your organizational culture. Reach out to us to learn how we can help you design, build, and sustain a compassionate, cohesive, and collaborative workplace.