RECENT PROJECTS

Types of HR/Workplace Investigations

College/University:

College Security Officer - Disciplinary Investigation
Community College Electrician - Sabotaging Equipment
College Physiology Instructor - Threatening Behavior
Community College Title IX Investigator - Incompetence 
Community College Security Manager - Non-performance of duties
Community College Security Officer - Habitually Absent and DUI
Dean of Student Services - Unprofessional Management Practices
Dean of Student Services - Falsification of Information and Hiring Practices
Vice President of Student Services - Inequitable Hiring Practices
Vice President of Instruction - Grade Change Violations
Adjunct Instructor/Counselor - Title IX Violations
Leadership Analysis for College Dean and Management Practices


Workplace:
Performance Counseling and Improvement Plan
Title VII - Sexual Harassment
Supervisor Abilities Study
EEO Investigations
EEO Policy Review/writing
Ergonomics Assessments
Custom Designed Leadership/Supervisory Training

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"Discovering the Entwining of Leader and Follower Behaviors"

We were interested in knowing if leaders wanted the same behaviors in their followers that had been identified for great leaders.  So, we asked via an online, anonymous survey and got some surprising and not-so-surprising results.
The results were presented at the First Global Followership Conference at the University of Waterloo, in Canada on 7/27/2019.

Participants were presented with 86 behaviors of great leaders.  They were asked as either wanting the same, not wanting the same or unsure if they wanted the same behaviors in their followers and leaders.  A total of 3698 responses was recorded.

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2- Year study of Pre-Post Test Results of Leadership Competencies

How can increasing the leadership competence of your trainers, front-line supervisors, team leaders, and managers help your bottom line?

Would you like to see your organization's leaders' competence increase by 18% or more in just one week?

Not to mention the motivation, satisfaction and performance (otherwise known as morale or engagement) of your employees? We have proven results for the leadership competence level of our training for the last two years.

Study Results:

CMF Leadership has been measuring the results of the pre-instruction competency levels and the post-instruction competency levels for two years.  This process involved participants taking a pre-test, followed by one week of instruction, and then an identical post-test.  There were 10 classes tested with 150 participants.  Class size ranged from 10 participants to 27 participants, with an average class size of 15 participants.  The average pre-test percentage correct was 66.47%, while the average post-test percentage correct was 84.89%.  That was an average increase across all competencies of 18.42%.

The following leadership topics were tested for pre and post instruction knowledge:  Bases of Power, In-Group/Out-Group, Followership, Individual Differences, Generational Factors, Blame/Credit, Socialization, Cohesion, Equity, Motivation, Goal Setting, Team Structure, Team Decision Making, and Managing Team Conflict.

 

The largest increase observed was in the area of understanding Bases of Power with 64.26% increase in knowledge.  The smallest measured increase was in Socialization with only 0.94% increase. 
 

Leadership Effectiveness Course Synopsis

Participants receive instruction in how to apply the fifteen primary leadership theories through application of C.M.F. Leadership’s "Leader Action Method©." The "Leader Action Method©” provides a simple-to-use, structured, decision-making/action-plan matrix for the conditions of focus (problems, opportunities, or decisions) in the leadership situations that participants need to take action on as leaders.