We help organizations develop leaders employees actually want to work for.
Commitment gets better results than compliance.
Why most leaders struggle.
Research from CEB Global (now Gartner) shows that 60% of managers fail within their first two years. And it's not because of a lack of talent or caring.
It's because the skills that made them excellent as individual contributors are fundamentally different from the skills required to lead people effectively.
And the training rarely comes in time. Research by Jack Zenger found that most managers don't receive any leadership training until they've been leading for nearly ten years.
That's not a personal failure. It's a predictable knowledge gap in an unpredictable transition. But it is preventable.
What it looks like.
Think about what a promotion looks like in your organization.
One day someone is doing great work. The next they're responsible for other people doing it. There's no pause between those two realities.
Their title changes on a Friday, and by Monday morning, their team is watching to see who they are as a leader.
They're being judged on how they communicate, how they handle pressure, how they treat people, all before they had a chance to find their footing and understand what "great leadership" is supposed to look like.
Where most programs stop.
Meanwhile, more responsibility lands on them. Results aren't guaranteed. And the cost of that knowledge gap shows up in your engagement scores, your turnover numbers, and your bench strength.
When something goes sideways, which is inevitable, nobody is in a position to pull them aside with the right guidance at the right time.
That's not a people problem. It's not a hiring problem either. It's just what happens when talented people are promoted without a system to fully support that transition.
The frustrating reality is that most leadership programs stop short of fixing the problem. They just check the training box.
When something goes sideways, which is inevitable, nobody is in a position to pull them aside with the right guidance at the right time.
That's not a people problem. It's not a hiring problem either. It's just what happens when talented people are promoted without a system to fully support that transition.
The frustrating reality is that most leadership programs stop short of fixing the problem. They just check the training box.
I'm Aaron Keith Hawkins, founder of HLG.
I spent thirty years leading teams in environments where leadership wasn't theory. It often meant the difference between a good outcome and a tragic one. I created The Four Elements of Leadership™ to give leaders the research-backed foundation that I learned the hard way.
The work behind the framework.
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WHAT LEADERS SAY
Comments from first-hand experience with HLG.
Well planned. Well executed. Aaron simplified the concept of leadership, making it into four different elements - earth, air, fire, and water. One takeaway that I will never forget.
DANIEL HUANG, ØRSTED ASIA PACIFIC
Aaron speaks truth in a very accessible, clear and honest way that he's uniquely skilled at doing because he's been living this stuff for decades. He doesn't give you a checklist of things to tick the boxes on. He challenges you...
BRIAN FALCHUK, PRESIDENT & CEO, PROPERTY & LIABILITY RESOURCE BUREAU
He learned about our organization, which was evident throughout...he has a nice, easy going style and uses it effectively.
WILFREDO TORRES, U.S. PROBATION OFFICE
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