IRON SIGHTSCONSULTING
Iron Sights Leadership Systems & Programs

Know yourself.
Strengthen your team.

Clear leadership principles. Honest feedback. Practical development that connects how people lead with how work gets done.

Discuss your leadership challenge
Start with the challenge

Find what is getting
in the way.

Missed commitments, difficult working relationships, and stalled initiatives can have several causes. We look at leadership behavior alongside the processes, responsibilities, resources, and incentives shaping the work.

What your organization receivesA concise assessment of the situation, contributing causes, priorities, and recommended next steps. The scope is agreed before work begins.
  1. Listen and defineClarify the concern, desired outcome, and perspectives of the people involved.
  2. Examine the evidenceUse interviews, observation, relevant operating information, and selected assessments to test assumptions.
  3. Agree on actionIdentify what needs to change, who owns it, and how progress will be reviewed.
Understand yourself and your team

A clear view.
A practical starting point.

Compare how you see yourself with how others experience your leadership. Use the findings to identify strengths, examine blind spots, and choose specific behaviors to develop.

Explore the six leadership assessment areas

Character & Trust

Integrity, fairness, humility, moral courage, composure, and responsibility to the organization and its people.

Communication & Relationships

Listening, clarity, tact, empathy, feedback, and handling disagreement.

Direction & Judgment

Professional knowledge, strategic perspective, priorities, sound judgment, and timely decisions.

Delegation & People Development

Clear authority, appropriate supervision, coaching, staffing judgment, and developing others.

Execution & Accountability

Standards, initiative, dependability, follow-through, and sustained commitment to results.

Teamwork & Adaptability

Shared ownership, cooperation, constructive challenge, learning, and effectiveness through change and setbacks.

What participants receiveIndividual feedback, a clear summary of strengths and development priorities, and a focused action plan. Team findings become shared working commitments. Confidentiality and sponsor reporting are agreed at the outset.
Choose the right support

Three ways to work together.

Engagements focus on the challenge at hand, with clear responsibilities and deliverables.

01 / LEADERSHIP COACHING

Develop the individual leader.

For a new responsibility, a recurring leadership challenge, or a specific behavior that needs attention.

  • Agree on development goals and feedback needs.
  • Work through real situations in individual coaching sessions.
  • Practice new approaches and review their impact.

You receive: a written development plan, scheduled coaching, practical workplace actions, and progress reviews.

02 / EXECUTIVE & MANAGEMENT ADVISING

Work through the business problem.

A confidential sounding board and independent perspective for difficult decisions, organizational challenges, and change.

  • Examine the issue, evidence, options, and tradeoffs.
  • Facilitate planning and problem-solving discussions.
  • Connect decisions to operating realities and implementation.

You receive: findings, recommendations, an action plan with owners and milestones, and an agreed review schedule.

03 / TEAM & LEADER DEVELOPMENT

Build how the team works.

For emerging leaders and existing teams that need stronger alignment, communication, trust, and accountability.

  • Identify shared strengths and obstacles.
  • Use facilitated discussions and practical exercises.
  • Establish expectations and working agreements.

You receive: tailored development sessions, individual and team commitments, and practical ways to review follow-through.

Two-day leadership effectiveness program

Learn it.
Practice it.
Put it to work.

A focused seminar combining self-awareness, leadership skills, and a business challenge. Four teams work with limited resources, incomplete information, and changing priorities. Rotating responsibilities give each participant opportunities to lead and contribute.

Two days16 participantsFour teams of four
Participants leave withIndividual feedback, a personal leadership action plan, practical tools, and shared team commitments. A scheduled follow-up reviews application at work.
  1. Before the seminarA sponsor discussion defines priorities. Participants complete 360-degree feedback and a selected leadership or working-style profile. Private debriefs are scheduled separately from the two seminar days.
  2. Day 1 — Understand and practiceExplore personal tendencies and feedback. Practice communication, delegation, and accountability, then apply them in the first team challenge.
  3. Day 2 — Adjust and applyDebrief decisions and behavior, work through disagreement, and repeat the challenge with new constraints. Develop individual actions and team working agreements.
  4. After the seminarReview the commitments, what participants have applied, and what needs adjusting. Follow-up timing and sponsor reporting are agreed in the engagement.

“If you know the enemy and know yourself, you need not fear the result of a hundred battles.”

Sun Tzu, The Art of War · translated by Lionel Giles
The leadership foundation

Simple principles.
Deliberate practice.

James brings over 20 years of Marine Corps service, including combat advisory work with an Iraqi infantry brigade and command of an advisory detachment in Saudi Arabia. His experience advising senior leaders across cultures, combined with more than a decade in pharmaceutical and medical device supply chain operations, grounds the program in practical leadership and execution.

Explore James’s background ↗

Iron Sights Eleven Leadership Commandments

Marine Corps leadership principles, adapted for the workplace.

  1. Seek responsibility. Own your actions and your team’s.
  2. Know yourself and keep improving.
  3. Set the example.
  4. Develop your people and their sense of responsibility.
  5. Make the task clear. Supervise it through completion.
  6. Know your people and look after their welfare.
  7. Keep your people informed.
  8. Match goals to your team’s capabilities.
  9. Make sound, timely decisions.
  10. Know your job.
  11. Train and work as a team.
Read the Marine Corps principles ↗
Major Edwards in Marine Corps uniform in Al Anbar, outside Fallujah, Iraq
Major Edwards · Al Anbar, outside Fallujah, Iraq

Assessments provide perspective. Clear standards guide development. Exercises and workplace practice turn insight into action.

A practical next step

Tell us what is getting in the way.

Start with the problem you are trying to solve. We will help define a focused engagement and explain the work and deliverables.

Discuss your challenge