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Summit’s story began over 30 years ago, when our founder began a career in leadership development. That career led to important roles in the organisations that once dominated the leadership development world, including business schools, large consultancies and leadership development boutiques. The variety of experience gave us important insights into what works and what doesn’t work in the practice of developing effective leaders.
These insights led to doctoral work on the topic of post-transitions growth for leaders, and, finally, to the launch of Summit.
Summit integrates the best of these worlds on behalf of organisations that want to grow and the leaders who want to grow them.
Who We Are
- We are a flexible and creative ecosystem of leadership development consultants, researchers, faculty, facilitators and program designers built around a core group of partners. We bring creativity, pragmatism and depth to organisational, team and personal growth
- Ecosystems are most effective when they are bound together by a clear sense of the difference they want to make and by shared beliefs in how to make that difference. Our goal is to work closely with our clients through the development and delivery of experiences that lead to profound growth.
- Three beliefs guide our work: that change happens best when it explores ‘below the surface’ beliefs, assumptions and narratives; that clinical practice and scientific research has a lot to say about how to craft these explorations; and that our role is to be the best possible ‘expert companion’ (to borrow a term from clinical research into growth-through-transition) to you along the growth journey.
We support personal, organisational and team development, recognising that the three dimensions of growth tend to blend together and effective development often integrates all three. We work with individual or teams or groups of executives who want to grow.
When we work with large groups of executives, we bring together our ecosystem to help you design and deliver the kinds of growth experiences that they need to take your organisation to its preferred future. These experiences are highly customised, but they often integrate group learning with personal assessments and individual development work.
Our support for teams is similar, although in these cases it’s usually sufficient for one or two of us to work with your team. As with our organisational development work, our team support often integrates individual development into the process.
And, finally but critically, in our personal development work we often have one or two of our team members engaging with executives. The shape of the engagement depends on the complexity of the executive’s transition.
What We Do
Why We Do What We Do
30 years of leadership development experience has helped us to understand the developmental approaches that lead to lasting growth, and to recognise which approaches are ineffective or even harmful.
The leadership development world is populated with all sorts of potential partners. Some partners try to be everything to everyone, and so lose their ability to operate in any territory effectively.
Some partners sell the ‘sugar-high’ of seductive simple solutions to complex, difficult challenges. Some explore only on the surface. Others struggle to work below the surface but don’t understand the rich complexity or duty of care that comes with this territory.
Summit is a fifth kind of leadership development partner. We are deeply embedded in the science of development. And we are a safe, creative and trusted partner in the rich and challenging work of growth.