Ontario – Ottawa – Nepean
Corporation
www.leapcorporation.com
Ontario
Ottawa
Nepean
Corporation
active
Leap! Corporation is a leadership and organizational development company.
We help leaders to engage their staff and stakeholders to build ideas they will believe in, commit to and execute.
When people can safely contribute their ideas, they become engaged. And when they and their organizations are mutually invested in being better, they become emotionally invested.
We help leaders to lead change inside their organizations. We help organizations to build leadership performance and organizational resilience throughout the course of change.
Our core practice areas are: Executive coaching
Facilitation
Conflict resolution
Leadership learning
The outcomes of our work are: Leaders who have greater capacity to work in ambiguity, and who are able to engage their staff in change.
Strategies that create value for stakeholders and customers.
Teams that are integrated within the entire organizational system, and that know how to work together to create enormous value.
Conflicts that are resolved by creating something new, not by bargaining.
Country of Ownership: Canada
Year Established: 1996
Exporting: Yes
Primary Industry (NAICS): 541611 - Administrative Management and General Management Consulting Services
Alternate Industries (NAICS): 611430 - Professional and Management Development Training
Primary Business Activity: Services
Total Sales ($CDN): $200,000 to $499,999
Services:
Facilitation, mediation, executive coaching, Leadership development - organizational development
Sector:
Distribution of Employees
2
Key / Major Clients: Defense - Security: Department of National Defense | General Dynamics Canada | Royal Canadian Mounted Police
Health: Aboriginal Nurses Association of Canada | Association of Faculties of Medicine | Canadian Association of Schools Of Nursing | Canadian Blood Services |Canadian Nurses Association | Health Canada: First Nations and Inuit Health Branch, HIV AIDS Division, Health Products and Food Branch, Human Resources Strategy Division, International Affairs Division, International Conference on Harmonization, Office of Consumer and Public Involvement, Pest Management Review Agency, Public Health Agency of Canada, Therapeutic Products Program, WHO Commission on Determinants of Health, Women€™s Bureau | Human Resources Development Canada: Home Care Sector, Homelessness Secretariat, Social Policy and Information | Indigenous Physicians Association of Canada | Ontario Occupational Health Nurses Association | Tamir Foundation | Voices for Children
Agriculture - Food: Agriculture Canada | Canadian Aerial Applicators Association | Canadian Council of Grocery Distributors | Canadian Association of Ice Industries | Canadian Egg Marketing Agency | Canadian Poultry and Egg Processors Council | Canadian Food Inspection Agency | Canadian Seed Institute | Food Beverage Canada | Golden Bean Corporation
Science - Technology: Canadian Institutes of Health Research | Natural Sciences and Engineering Research Council of Canada
Engagement - Communications: Department of Foreign Affairs And International Trade | General Dynamics Canada | Intersol Consulting | NAV Canada | Privy Council Office | Veteran€™s Affairs Canada | Centre for Addiction and Mental Health | Treasury Board of Canada
Process Development: General Dynamics Canada | Canada Revenue Agency | Canadian Food Inspection Agency | Transport Canada
Success Stories: What We Did For General Dynamics Canada
General Dynamics Canada engaged Leap! Corporation to develop a program that would result in leaders with more self awareness, more knowledge of how to lead performers of different preferences and outlooks, and the ability and confidence to step up to tackle critical business opportunities and problems. The program sought to create a community of leaders who would trust and rely upon each other across organizational boundaries.
We started by exploring, with groups of existing leaders in the company, the core competencies needed to lead within General Dynamics Canada. We created a leadership framework for the company and designed a 360º feedback tool based on that framework. The results of the 360 º tool and a behavioural tool, called DiSC™, launched each individual on his and her personal leadership journey, supported by professional coaches who we provided.
We designed three, three-day learning sessions that engaged participants in conversations that explored what leadership meant for each participant, what it meant to be a leader responsible for leading the performance of others, and what it meant to lead change within an organization. Through the last two elements of the course, teams of participants tackled issues of concern to the Executive Committee of the company and engaged with them to seek support for a way forward on those matters. The program offered a diverse learning experience that included individual reflection, conversation, research, instruction, and peer and professional coaching.
We only develop custom learning programs that are tailored to the requirements and cultures of our clients. Our programs are rooted in the experience of our clients. We prefer to work deeply with a few clients rather than on the surface with many, and we remain committed to them long after our formal engagements with them end. We believe we are successful when our clients no longer need us.
Our engagement with General Dynamics Canada has lasted several years. Approximately 300 leaders from three corporate locations have participated in the program.
Testimonial: Alan Sobel has provided wise counsel to me and my executive group at General Dynamics Canada since 2001. He was a partner in the design and delivery of our Leadership Development Program, which helped to propel the firm into the ranks of Canada€™s top 100 employers; and he has contributed strategic business, human resources and organizational development insight as a trusted consultant. We value having him with us.
– John Watts, President, General Dynamics Canada, December 2007
I have worked with Alan Sobel now for over four years in several different contexts. He has facilitated many sessions in which I was a participant, he has designed and delivered learning programs for my organization, and he has worked with me as a personal executive coach. However, the greatest value I have derived from my long term relationship with Alan comes from my work with him as a non-partisan adviser and counsellor in strategic planning and organizational alignment. Alan and I have worked together to design and implement strategic planning initiatives built around developing approaches that achieve organizational goals, but also provide significant personal and group development opportunities in the process of doing so. My work with Alan has been much more about developing a relationship with a trusted and respected counsel who can add long term value to my company through increasing intimacy with our way of being, than a mere peer to peer relationship with a consultant.
– David Ibbetson, Vice President, May 2006
Mr. Sobel served as lead facilitator of a food safety initiative between our industry and the Canadian Food Inspection Agency. Mr. Sobel's coordination and structure of our working schedule was only eclipsed by his ability to bring out the best of our group skills, and by his ability to translate the tangible findings that are sometimes so difficult to extract. I would credit our success and be so bold to state that we unanimously felt the project would have taken more of the team€™s resources without Mr. Sobel, if we would have been able to complete the project at all.
- Adam Koven, President, Canadian Association of Ice Industries, October, 2007
As the chair of a diverse group of players, including international pharmaceutical companies, Canadian farm producers, feed manufacturers and federal government inspection and enforcement agencies, I have worked closely with Alan Sobel as we jointly sought to achieve consensus on a series of long standing disputes.
Alan facilitated a number of multi-stakeholder sessions. He also mediated many internal sectoral differences which had complet
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