Leadership Builder

Do you need to close performance gaps and enhance leadership accountability? Master how to hold others accountable using Leadership Builder™ tools and techniques.

Why Leadership Builder®?

Holding others accountable in a positive, principled way requires two things:

  1. Establishing expectations
  2. Managing unmet expectations.

Using common sense and experience-based learning, our leadership training program strengthens leaders’ ability to hold others accountable in a positive and principled way and to manage expectations.

In our training, master how to:

  • Create positive accountability
  • Establish expectations
  • Manage unmet expectations
  • Close performance gaps
  • Accelerate communication
  • Elevate employee morale

A Game-Changer for Organisational Leaders

The central framework in this training is the Accountability Sequence® model, which provides leaders with a proven process to establish expectations, increase leadership accountability and manage unmet expectations in a way that will turnaround performance and help others achieve results.


  • Identifying your Expectations Chain®
  • Accountability Styles® Assessment
  • Working with the Accountability Sequence®, Outer Ring®, and Inner Ring®
  • Increase team engagement with Alignment Dialogue® 

WHAT's the impact:

  • Hit goals and achieve targets faster, rather than grow targets faster
  • Boost performance – and your bottom line
  • Engage and retain your highest performers
  • Achieve game-changing results

What you get:

  • Copy of The New York Times bestselling book How Did That Happen®
  • Leadership Builder™ workbook and pocket card training guide
  • PILtools access
  • Pre-workshop assessment

Make the change

Ready to close performance gaps and enhance leadership accountability? Register your interest below and one of our experts will be in touch. 

Partner of door international

Complete the questions below to test your data maturity.

Over the next two years, which three of the 14 key performance indicators do you most want to improve on as a business?

Make a note of these before you carry on reading.

The key 14 performance indicator categories:


  • Asset & equipment efficiency
  • Inventory efficiency
  • Materials efficiency
  • Utilities efficiency
  • Workforce efficiency


  • Planning & scheduling effectiveness
  • Production flexibility
  • Workforce flexibility


  • Time to market
  • Time to delivery


  • Product quality
  • Process quality
  • Safety
  • Security

Now ask yourself – what is your current performance against these three KPIs? Can you tell me how you performed in the last hour, yesterday or last week?

If you can’t answer this question for all three because you aren’t measuring the data, then the next step is clear. Figure out what data you need to enable you to measure it, and decide how you are going to collect that data.

If you can answer it historically; last week or last month – ask yourself, is this retrospective view sufficient for me to really make improvements?

If you can answer it for all three up to the minute, then it is quite possible that shopfloor intelligence isn’t a number one priority for you. Look out for parts 2 and 3 of this blog series for some more insights into how you can make the data work for you.