Leadership development as a process, not an event.
LMI is not a classic training company. We work in a process in which the organization's goals turn into concrete leader behaviors — and those into measurable business results.
Why we don't work like a classic training.
A classic training ends in the classroom — participants go back to work with notes and, at best, good intentions. The LMI process starts exactly at that moment. Between sessions, every participant implements concrete actions in their own team — and those actions are the subject of the next meetings. We don't teach about leadership. We help turn it into a habit.
Total Leader — from personal effectiveness to leading the organization.
Total Leader is the LMI model that organizes a leader's development from working on personal effectiveness, through personal and motivating leadership, up to leading the whole organization. It is not a single program, but a path of developing leadership competencies.
Personal leadership
Attitude, self-awareness, motivation and a leader's consistency.
Motivational leadership
Engagement, accountability and developing people in the team.
- 01
Personal productivity
Goals, priorities, time and everyday effectiveness.
- 02
Personal leadership
Attitude, self-awareness, motivation and a leader's consistency.
- 03
Motivational leadership
Engagement, accountability and developing people in the team.
- 04
Strategic leadership
Goals, strategy, structure and leading the organization.
What we develop at every level.
Each level of Total Leader means concrete behaviors and areas of work that leaders practice in the everyday reality of the organization.
Personal productivity
The foundation of every effective leadership role. Many leaders have the competencies but lack a clear direction. We work on:
- assessing your own attitude and introducing productive changes
- moving from crisis response to proactive planning
- consciously setting priorities
- communicating effectively and handling distractions
Personal leadership
The core of a leader's character. Motivation and self-image directly translate into how you act, react and lead others.
- awareness of your own leadership potential
- freeing yourself from patterns that block decisions
- a lasting change of attitudes, behaviors and habits
- consistency between what a leader says and does
Motivational leadership
The ability to lead and motivate others — a competency many leaders still lack. We build it in you and your team:
- understanding what creates employee engagement
- a clear vision the team wants to follow
- a culture of accountability instead of control
- developing people as a permanent part of a leader's work
Strategic leadership
Defining the organization's purpose and key strategies, matching the right people to the right roles, and overseeing processes. Work with boards and top management:
- clarity of the organization's purpose and direction
- a reliable diagnosis of where the company is today
- choosing strategies that genuinely move the business
- consistency in leading change
From the organization's goal to results.
We don't follow industry fashions. We start with a conversation about what you want to achieve — and your goals become the axis of a process built of four steps.
- 01Starting-point diagnosis
We start with the results you want to achieve. We measure where your people are today and identify the performance gap.
- 02Plan of action
Measurable goals and a concrete plan. A written Win-Win Agreement is created. Participants immediately apply new techniques at work.
- 03Behavior change
Spreading the process over several weeks leaves time for real implementation. New behaviors are applied to current business matters.
- 04Measuring results
We document the effects and ROI of the process. We point to the next areas for further development.
The anatomy of the process, step by step.
We deliver every LMI program using the same sequence, proven globally. Each step has a concrete purpose — and a concrete result that stays in the organization.
- 01Pre-program conference
A meeting with the Client before the start. A review of the organization's goals, expectations and desired results.
- 02Program launch
Presentation of the program and its principles. Participants' goals and first steps are defined together.
- 03Win-Win Agreement
A written agreement of accountability. Clear goals, metrics and rules of cooperation.
- 04Facilitated workshop cycle
Focused sessions on the program and its application in real work. Weekly goals and online feedback.
- 05Mid-term review
We compare the results achieved with the goals of the Win-Win Agreement and make corrections where needed.
- 06Second facilitation part
In-depth workshops and practical discussion. Participants keep reporting progress and reinforcing new habits.
- 07Completion and results presentation
Every participant presents concrete results and receives a certificate.
- 08Post-program review and ROI
Together with the board we evaluate the effects and return on investment. We plan the next areas of development.
A leader develops in six areas of life.
Total Person® is the foundation of the LMI methodology — a holistic view of the human being. A participant's Plan of Action starts with a self-assessment in six areas of life: career, family, mental, physical, social and spiritual. Without balance between them, professional success is not lasting.
- 01CareerBusiness, finances
- 02FamilyRelationships, home, time
- 03MentalKnowledge, curiosity
- 04PhysicalEnergy, health
- 05SocialCommunity, culture
- 06SpiritualValues, meaning
Tools that support behavior change.
Beyond the Total Person® model, the process is built on proven, proprietary LMI tools. They are not add-ons — they are the structure the whole process rests on.
My-Tyme Success Planner
A complete life-management system that moves a person from being task-driven to being goal-directed. It works across six areas of life at once.
Plan of Action
A written, concrete plan for every participant — what they implement, by when, and against which metrics. Development stops being an abstraction and becomes a sequence of actions.
Win-Win Agreement
A three-party accountability agreement (participant — supervisor — facilitator). It defines goals, metrics and support. Without it, we don't start the process.
Knowledge that becomes a habit.
Diagnosis → Plan → Habit → Result / ROI. Our goal is not a one-off project, but a long-term relationship in which people development translates into a real return on investment.
Want to see how the LMI process could look in your organization?
We will show you how to translate business goals into concrete leader behaviors, a working rhythm and measurable results.