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Wrong Randy Slechta?

Randy Slechta

Chief Executive Officer

Leadership Management International Inc

HQ Phone:  (254) 776-7551

Email: r***@***.com

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I agree to the Terms of Service and Privacy Policy. I understand that I will receive a subscription to ZoomInfo Community Edition at no charge in exchange for downloading and installing the ZoomInfo Contact Contributor utility which, among other features, involves sharing my business contacts as well as headers and signature blocks from emails that I receive.

Leadership Management International Inc

4567 Lake Shore Drive

Waco, Texas,76710

United States

Company Description

LMI is a training and development company with over 40 years of international experience. Our reason for being in business is to develop leaders and organizations to their full potential. We have a proven system that makes a measurable impact on the performanc...more

Web References(60 Total References)


HRMAJ - REGISTER TODAY for HRMAJ's Conference26

hrmaj.org [cached]

Keynote Speaker - Randy Slechta, President, Leadership Management International USA; Co-author of "The 5 Pillars of Leadership". "Transformation...The Human connection".
Shattering barriers, becoming catalysts and forging interventions.


LMI Canada | LMI International President & CEO

www.lmicanada.ca [cached]

Randy Slechta
As President and CEO of Leadership Management International, Inc.®, Randy Slechta is a pioneer in the fields of leadership, management, and professional development. Beginning his career with degrees in Psychology and Business, he first achieved success as a High School Basketball and Golf Coach. He shattered every record and led his team to a state championship. Under his leadership, LMI has grown tremendously around the world. LMI now has representatives in over 80 countries and its programs are marketed in 24 different languages. Since becoming President, he has led LMI to 12 years of double digit sales growth - quadrupling the size of LMI! Committed to fulfilling LMI's purpose of "Developing Leaders and Organizations to Their Full Potential," he is continually breaking into untapped markets and cultivating leadership for the organization. His expertise is recognized throughout the world as he has personally given thousands of speeches to well over a million people in 50 different countries. Randy and Paul J. Meyer co-authored the book "The 5 Pillars of Leadership. Randy and Paul have also co-authored 3 best-selling courses - Effective Team Dynamics, Effective Motivational Leadership and Effective Strategic Leadership.


The LMI Leadership Development Process is Unique | LMI Canada

www.lmicanada.ca [cached]

The current President and CEO of LMI, Randy Slechta, is leading the company into an era of ultra-competitive markets where professional development remains a keystone of success.
Slechta and Meyer co-authored a book called The 5 Pillars of Leadership and have also produced three best selling professional development courses, so your leadership and personal development needs are in trusted hands with LMI.


LMA2, Author at LMA

leadershipmanagement.com.au [cached]

Source: LMA and Randy Slechta, President of Leadership Management International, Inc.


LMA news Archives | LMA

leadershipmanagement.com.au [cached]

Randy Slechta, CEO of Leadership Management International, said that while the benefits of investment in training, learning and development are not questioned, there is evidence the investment is often misdirected.
One disturbing statistic is that the level of senior management satisfaction with leadership development in their organisations has fallen steadily from 53 per cent in 2003 to only 19 per cent in 2014 - although one of the reasons appears to be that the issue now receives greater scrutiny than it used to. The survey also found that most (85%) funding goes to the learning experience itself - delivery of training and development - with only 10 per cent going to pre-work and goal setting, and a mere 5 per cent to follow-up, feedback and on-the-job application. Slechta recommended allocating 50 per cent to follow-up, feedback and application, and about 25 per cent each to the other two. Only about 30 per cent of what is learned from training and development is actually used on the job. Stages of learning and development Slechta said that leaders will be at one of the following four stages of performance, and training and development should aim to take them to the fourth stage: Unconscious incompetence - the starting point, which requires assessment and education. Conscious incompetence - they know or learn what is required but are not yet able to do it well. Training and opportunities to practise learning are required, but Slechta said many organisations do not progress beyond this stage. He added it is also the stage that MBAs will take students to and no further. Slechta suggested this is why Australian engagement surveys typically report that only about 25 per cent of employees are actively engaged at work and the majority (about 60 per cent) are only passively engaged.


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