For COMPANIES
Leadership Solutions for Companies
The Problem: Your organization’s greatest risk isn’t market conditions, it’s ineffective leaders and dysfunctional teams. The reality? People join great companies, but they leave because of bad leadership, unclear expectations, or a lack of development. High turnover and disengaged teams kill momentum and results.
Our Solution: We help you build a true leadership pipeline that transforms managers into strategic leaders and fractured teams into high‑performing units.
Three Solutons
A turnkey, multi‑phase leadership development platform delivered under your brand. We handle launch, integration and alignment with your unique culture so leadership becomes a daily operating system.
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Branded & Customized — Delivered under your company’s brand and tailored to your values and strategy.
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Integrated Implementation — Installed in partnership with your leadership and HR teams for seamless alignment.
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Multi‑Modal Learning — Live workshops, virtual masterclasses and on‑demand resources reinforce learning over time.
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Hands‑On Tools — Participants receive the Paratus Planner and tools for daily application and accountability.
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Sustained Support — Ongoing coaching and reinforcement ensure leadership practices stick for the long haul.
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Measurement & Reporting — Progress is tracked and tied to organizational goals with clear metrics.
Result: You don’t just check the box on training—you build a leadership operating system that powers results, boosts retention and creates a culture where people and performance thrive.
The Paratus™ Leadership Operating Model
Our academy is built on a clear, six‑pillar framework:
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Clarity of Purpose – Know why you lead and where you’re going.
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Setting Direction – Chart the path so your team always knows the next move.
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Consistent Execution – Deliver results through disciplined daily actions.
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Connection – Build trust and engagement across every level.
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Compliance – Lead with integrity and align with the rules that matter.
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Go Forward Development – Continually improve yourself and your team.
Short, high‑impact workshops that provide actionable leadership skills your teams can put to work right away. Each workshop is customized to match your culture, industry and goals.
Emerging Leader Program
Designed for first‑time managers who need to transition from individual contributor to leader.
Focus areas include clarity of purpose, setting direction, execution, connection, compliance and growth.
Participants will learn to:
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Navigate the switch to a management role
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Set clear expectations and goals
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Motivate and coach team members
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Delegate effectively and provide feedback
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Handle conflict and build trust
CONNECT for Teams
A process and platform for deeper engagement that aligns each team member’s role and career with company vision and team goals. Ideal for remote and in‑person teams, and for leaders seeking to accelerate team connection.
Core areas of focus:
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Mindfulness & Vision
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Boldness & Motivational Values
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Curiosity & Self‑Care
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Creativity & Goal Setting
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Focus & Discipline
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Empathy & Relationship Building
Leadership Operating Model Workshops
Strengthen leadership capabilities across the six core topics of our Leader Ops Model. Example modules include Communication Skills, Leading Under Pressure, Time Management, Conflict Resolution, Employee Engagement, Motivating & Influencing, Effective Feedback, Delegation and Adapting Leadership Styles.
Personalized coaching for senior leaders using proven frameworks to accelerate growth, sharpen impact and make leadership a competitive advantage. Coaching engagements are tailored to your leaders’ objectives and aligned with organizational goals.
Paratus™ Leadership Operating Model
A leadership system you can actually run. A practical system leaders can run every day to create clarity, consistency, and results. It centers on six pillars: Clarity of Purpose, knowing why you lead and what you’re building; Setting Direction, aligning your team around the path forward; Consistent Execution, turning priorities into disciplined action; Connection, earning trust and engagement across every level; Compliance & Integrity, modeling accountability and alignment with what matters most; and Go Forward Development, continuously improving yourself and your team to stay ready for what’s next.
Led by Robert Barber
Founder of Paratus™ Consulting, brings 26+ years of experience spanning executive HR, engineering, entrepreneurship and sales. He has led in Fortune 150 boardrooms and scaled strategy at multimillion‑dollar firms. Robert holds a B.S. in Electrical Engineering and an MBA, and is the best‑selling author of CEO for Life, The Leadership Secret No One Tells You, and The Most Dangerous Team in the Room. He specializes in high‑performance leadership, organizational strategy and human capital transformation across energy, manufacturing, finance, real estate and nonprofit sectors.
Ready to Elevate Your Leaders?
Tell us about your leadership development needs, and we’ll design a solution that fits your organization.
Tell Me More About Your Leadership Development Needs
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Leadership Development & Solutions — FAQs
1. Why is leadership development critical to business performance?
Your organization can’t outperform the quality of its leaders. Markets shift, technology evolves, but leadership capability determines how well teams adapt and execute. Without strong leaders, strategy dies on the whiteboard.
2. How does Paratus™ Consulting approach leadership development differently?
We don’t sell inspiration—we install systems.
Our Paratus™ Leadership Operating Model gives leaders a daily, weekly, and quarterly rhythm they can actually run. It transforms leadership from personality-driven chaos into process-driven clarity and results.
3. What problems do your programs solve inside organizations?
We tackle the root issues that stall growth: unclear direction, inconsistent execution, disengaged teams, and poor communication.
Our work replaces those dysfunctions with alignment, accountability, and leadership consistency across every level.
4. How do we know if we need leadership development?
If you’re seeing high turnover, stalled initiatives, or managers stuck in the weeds instead of leading, you’re overdue.
Strong businesses invest in leadership before it becomes a retention or performance crisis.
5. What are the best first steps to start a leadership development program?
Start by defining why it matters. Connect leadership development directly to your business goals—growth, culture, retention, innovation—whatever moves the needle.
Then assess your current leadership bench strength, identify gaps, and define measurable outcomes.
From there, design a structured learning path blending workshops, coaching, mentoring, and on-the-job experiences.
Finally, establish feedback loops so progress is tracked, not assumed.
6. How do we measure the ROI of leadership development initiatives?
Treat leadership development like any other investment—define metrics before you spend a dollar.
Track engagement, retention, promotions, productivity, and manager effectiveness scores.
Use frameworks like Kirkpatrick’s Model to evaluate reaction, learning, behavior, and results.
When possible, link those outcomes to financial performance to show a clear return on investment.
7. Which leadership skills should our training include?
Prioritize what drives real performance:
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Communication and decision-making
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Emotional intelligence and self-awareness
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Strategic thinking and adaptability
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Integrity and trust-building
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Delegation and coaching for growth
Every organization’s mix is different, but those core skills never go out of style.
8. What is leadership development and why does it matter?
Leadership development is the deliberate process of equipping people to influence others and deliver results.
It’s not a one-day seminar—it’s a sustained system that builds capability, confidence, and culture.
When done right, it improves performance, deepens engagement, strengthens retention, and creates organizational resilience.
9. What is the 70-20-10 leadership development model?
It’s a simple way to think about how leaders actually grow:
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70% from on-the-job challenges and stretch assignments
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20% from coaching, mentoring, and feedback
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10% from formal learning experiences
Use it as a guide, not a rulebook. The best programs blend all three intentionally.
10. How should we pair succession planning with development programs?
Succession planning without development is just a list of names.
Identify high-potential talent early, pair them with mentors, and give them cross-functional exposure.
Set up recurring talent reviews with clear readiness goals.
Document knowledge transfer and track development progress so leadership continuity isn’t left to chance.
11. What’s included in the Paratus™ Leadership Academy?
It’s a turnkey system that installs your internal leadership pipeline.
The Academy blends live workshops, masterclasses, leadership assessments, and strategic coaching around the six Paratus pillars. It’s built for real organizational transformation—not just classroom theory.
12. What types of organizations benefit most from your work?
We work across industries—manufacturing, finance, real estate, energy, healthcare, and public safety.
The common denominator isn’t size or sector; it’s ambition. Our clients want a leadership system that scales with growth and sustains culture.
13. How are your workshops different from typical training sessions?
Each workshop is a leadership activation, not a lecture.
Participants leave with practical frameworks, rhythm cards, and immediate next steps to embed learning into daily leadership behaviors.
14. What’s the focus of your executive coaching program?
We coach leaders to operate with focus, clarity, and presence.
Each engagement follows the Paratus™ Leadership Operating Model, combining strategic reflection, accountability systems, and measurable behavior change over time.
15. How does the Paratus™ Leadership Operating Model actually work?
It installs structure into how leaders lead.
Six pillars guide everything:
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Clarity of Purpose – knowing why you lead
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Setting Direction – aligning your team
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Consistent Execution – turning plans into habits
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Connection – building trust
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Compliance & Integrity – modeling accountability
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Go Forward Development – always learning and adapting
Together, they form a repeatable operating rhythm leaders can sustain long after training ends.
16. How does Paratus™ ensure leadership results last beyond training?
We anchor everything in systems and rhythm. Each program includes tools like the Paratus™ Leadership Planner and Rhythm Card, helping leaders operationalize habits daily, weekly, and quarterly—long after the workshop energy fades.
17. Who leads the Paratus™ programs?
All programs are led by Robert Barber, founder of Paratus™ Consulting.
With 26+ years of experience in executive HR, engineering, entrepreneurship, and sales, Robert has guided leadership transformations for organizations across energy, manufacturing, finance, real estate, and the nonprofit sector.
18. How can leadership development impact employee engagement and retention?
Employees don’t quit jobs—they quit poor leadership.
When leaders communicate clearly, coach effectively, and create psychological safety, engagement rises, performance improves, and turnover declines.
19. What makes Paratus™ Consulting the right partner for our organization?
We don’t deliver theory; we build operating systems.
Our approach combines executive experience, measurable outcomes, and hands-on activation to help leaders not just learn—but lead better every day.
20. How can we get started?
Schedule a discovery session. We’ll map your leadership challenges, identify development priorities, and design a program that fits your organization.
Whether it’s a Leadership Academy, focused workshop, or executive coaching engagement, we’ll build a system that drives clarity, accountability, and results.
