About Overfield Leadership Group

Overfield Leadership Group exists to address the continuous need that organizations have for effective leadership in the midst of constantly changing conditions. We integrate ideas from a wide range of people and perspectives into development solutions that are evidence-based, practical, and deliver measurable results.

Six core values guide how we engage with clients:

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Build strong relationships

We build relationships based on trust and integrity. We don’t cut corners, operating with transparency, ensuring confidentiality, and delivering on promises. Candor is only possible in a completely confidential environment.

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Keep score

As Peter Drucker stated, “Effective leadership is not about making speeches or being liked; leadership is defined by results not attributes.” With this spirit in mind, two types of metrics are a critical component of each development initiative: Process metrics monitor progress along the way, and outcome metrics evaluate end results to help deliver on the promise of becoming a more effective leader. We begin by clearly defining with a client what would constitute a “win” and then collaborate to deliver this outcome.

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Apply science

There are three areas of applying evidenced-based best practices. First, there is the science of goal setting and behavior change. Thirty years of research has identified what is effective (and what is not) when it comes to making the behavioral changes required for a person to grow and develop as a leader. We tap into this vast literature and provide practical ways for clients to benefit from its findings without getting lost in the minutiae. Second, there is the commitment to learn how to learn. As Eric Hoffer said, “In a time of drastic change it is the learners who inherit the future. The learned usually find themselves equipped to live in a world that no longer exists.” Consistent with this message, we help clients apply research-based insights from the burgeoning fields of learning agility and growth (in contrast to relying on fixed mindsets). Third, there is the awareness that one must manage paradox in order to become a versatile leader. As F. Scott Fitzgerald observed, “The test of a first-rate intelligence is the ability to hold two opposing ideas in mind at the same time and still retain the ability to function.” In a similar vein, the literature on developing mental complexity provides useful approaches for growing as a leader in the midst of an increasingly turbulent environment.

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Keep it simple (but never simplistic)

Oliver Wendell Holmes said, “I would not give a fig for the simplicity this side of complexity, but I would give my life for the simplicity on the other side of complexity.” In this spirit, we help clients crystalize the key messages in their assessment results and clearly articulate compelling development goals.

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Make it personal and practical

We offer truly custom-built solutions, rather than an off-the-shelf, one-size-fits-all approach to development.

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Practice what you preach

We are concerned with our own growth, requiring of ourselves the same level of learning, risk, and vulnerability that we ask of clients.