MENU
Our existing programs have been tailored to work internally with organizations.
Customized programs to yield high-performance amongst C-suite leaders across a portfolio of companies or global teams using the Vanguard exchange model. Learn more.
Generating high-performance and a better understanding of the next generation C-suite. Customized for enterprises using our tried and tested Next Generation C-suite modules. Learn more.
Accelerating the success of high-potential new employees in your enterprise. Cohorts of twelve to twenty high-potential new hires (in their first five years) join a 14-week curriculum to explore the nuances of leadership and how to achieve high-performance, productivity and success in the workplace. Learn more.
Add value and create even stronger relationships with clients and potential clients. Executives from your company engage with 10-25 clients and/or prospects in customized Vanguard sessions, working on leadership issues that matter most to them. Learn more.
CUSTOMIZED LEADERSHIP PROGRAMS
Members have access to Vanguard's content library. There you can find articles, podcasts, and videos that have other executives tackling the same leadership topics that you may be looking to introduce to teams or colleagues. We’d be delighted to put together some thought-provoking content from other leaders for you to use. Below is an example of customized content.
Vanguard Programming: Engaging Gen Z
-
3 modules featuring C-Level executives tackling leadership issues and thoughts relating to engaging Gen Z
-
Workbook and feedback sessions included
-
Optional 1-hour Vanguard-led leadership module with discussion and case study
Example Modules:
- 00:00 / 10:30
Should Leaders Mind the Generation Gap?
As the CEO of Nkarta Therapeutics, the Chairman of BIO and a strong supporter of OUTbio, the biotech industry's largest LGBTQ professionals group, Paul Hastings believes preaching and practicing inclusion and diversity starts at the top of every company.
Having spent more than 20 years steering pharmaceutical companies, he’s stunned when encountering leaders who, well, let's put it this way: Just. Don't. Get. It.
At a recent Vanguard dialogue, “OUTbio: Why It Matters,” Hastings recounted an exchange at a CEO conference that personified C-level cluelessness. "Some guy stood up and said, 'I don't know about the rest of you guys, but I don't know how to manage Generation Zers. I don't know how to manage millennials.'
"I looked at him, and I said, 'Then get the hell out. Because your company's full of generation Zers and millennials; if you don't want to deal with them, you should get out.' Old dogs need to learn new tricks. And the trick about Generation Z is they don't care whether they're LGBTQ or straight. They have pronouns and words for everything. And I think it's wonderful. That's what they want. And so we as leaders, if we want millennials, and we want Gen Z ers, guess what? We have to learn their language."
Hastings expects that language to grow. "I think the younger generation is very special," he said. "They're going to shape a lot of how we run our companies in the future. And they don't think traditionally, they don't live traditionally, they don't drive cars. There are a lot of nuances that we have to get used to. And I think that's helpful for people to have to learn. So I think it's a great learning experience."
CONTENT & HIGH-PERFORMANCE LEARNING MODULES FOR TEAMS
Vanguard has extensive experience as a sounding board and advisor to CEOs, C-suite executives, and Board members.
Starting with CEO Ken Banta, who has been a leader in 11 value-creating global transformations and advised on dozens of other situations, Vanguard knows that real change is not accomplished with PowerPoint slides and organograms. Whatever the situation, our philosophy is that success always starts with leadership.
The Vanguard Network accelerates excellence for leaders and organizations by catalyzing, supporting, and advising CEOs, General Counsels, and C-suite teams. We build versatile leadership and guide transformative strategies that create resilient, long-term success.
Ways we support our clients:
-
As a sounding board, advisor, and high-level coach with senior leaders as they navigate their roles and relationships, fine-tune or transform their teams, and anticipate future needs and actions
-
Aligning executive teams around shared goals and key behaviors
-
Building high-performance cultures and organizations
-
Executing value-creating mergers, acquisitions, and transformations
What distinguishes all of our work is a collaborative, dialogue-centered approach that builds from our advisory and network experiences with thousands of top leaders. This delivers sustained strength for individual executives, and long-term high performance for organizations.
Accelerating High Performance for Top Leaders, Teams, and Organizations
ADVISORY & LEADERSHIP COACHING
These are some of the companies we're working with.
Working with the CEO and executive team, Vanguard developed a strategy and implementation plan for transforming the working culture and behaviors from what was required for a highly successful entrepreneurial startup, to an operational company working collaboratively with regulators and deploying a significant field force.
A major focus was on feedback from the frontline employees, who knew the environment the best. As a result, a regulatory team half the typical size achieved an early first-pass FDA approval, field force ramp-up was extremely rapid, and talent retention during the transition was nearly 100%.
As advisor to the CEO and top team, we supported the critical leadership and culture dimensions of the successful turnaround of a deeply troubled global company.
The project included assessing the cultural stress points and conflicts within the multinational organization and working with the CEO, executive team, and other leaders to develop a compelling sense of purpose for the organization, which became the foundation for all other turnaround activity, including an action agenda for change and a set of high-performance behaviors expected of the CEO through to the frontlines.
The turnaround based on these foundations was extremely successful and transformed the company within three years from one of the worst-performing companies in its peer group to one of the best-performing.
With the arrival of a first-time CEO for a troubled global company, we took on the assignment of an advisory and sounding-board role.
This involved counsel and feedback on executive team dynamics, development of a strong first 300 days leadership and action plan, creation of a transformation strategy for the board, and wide-ranging internal and external leadership communications to build alignment and engagement around the transformation plan.
The result was a successful transformation from a downward performance spiral to an upward spiral, leading to acquisition at a very high premium.