What Type of Leader Are You… Really?

Take this 5-minute diagnostic to uncover the hidden emotional pattern driving how you lead

And learn what’s keeping you stuck, burned out, or unfulfilled (even if you're still “succeeding”) →

How do you feel when you're making high-stakes decisions? *

Excited, but I feel pressure to get it right

Anxious — I worry about how others will be impacted

Numb — I go into auto-pilot

Torn — I try to please multiple people

Detached — I overthink and delay decisions

What happens when you try to rest or unplug? *

I get restless — there’s always something to optimize

I feel guilty — there’s too much depending on me

I shut down and binge distractions

I check in with others before I allow myself to stop

I collapse — but never actually recharge

Which of these best reflects how others see you at work? *

Internally, what do you feel most often? *

Impatient with inefficiency or slow progress

Overwhelmed, like I’m carrying too much

Disconnected from joy or passion

Drained from constantly adjusting myself

Dull — like I’m going through the motions

What’s your current leadership edge? *

What’s your biggest leadership frustration right now? *

I’m tired of driving everything alone

I’m taken for granted and overloaded

I get things done, but I’m unfulfilled

I lose myself trying to be what others need

I feel numb and disconnected from my mission

When your team or business hits a wall, how do you react? *

I push harder — I’ll find a way

I take it all on — someone has to

I fix the systems, but ignore how I feel

I shift my energy to keep things going

I shut down emotionally to survive it

How do you handle emotional conflict? *

I try to stay objective and power through

I absorb it — even when it’s not mine

I avoid it — it slows things down

I mediate — even at my own expense

I detach — it’s too overwhelming

What keeps you up at night? *

Missed potential — I know I’m capable of more

Responsibility — I can’t let people down

Emptiness — this isn’t what I signed up for

Identity — I don’t know who I am without the role

Fatigue — I’m tired and don’t know why

What do you most want from your next leadership chapter? *

More impact with less pressure

Support — so I’m not doing it all alone

Fulfillment — something that actually lights me up

Clarity — I want to lead from who I am

Peace — I want to feel alive again

Full Name *

Phone *

Email *

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Take The 5-Minute Quiz That Reveals The Truth About Your Leadership Identity

CASE STUDY HIGHLIGHT

How Maxxam Transformed Its Culture With Leadership Training

Background:

Maxxam Analytics, a leading scientific services company founded in 1972, serves a diverse range of industries from forensic testing to environmental services. With 2,000 employees across Canada, the company has a long-standing commitment to leadership development. Despite its scale and success, Maxxam faced challenges as it expanded into new markets, chief among them, a lack of unified leadership. Departments operated in silos, and internal communication suffered. Leadership roles were growing in complexity, and managers lacked the development tools needed to lead effectively during this growth phase. That’s when Maxxam partnered with Crestcom, facilitated through John Lentini’s Training approach.

Challenges & Goals:

Maxxam’s growth exposed a core challenge: while technical excellence was high, leadership capacity lagged behind. Teams were disconnected, and cross-functional collaboration was minimal. Managers operated in isolation, limiting productivity and cohesion. The organization sought a structured solution to unify leadership, enhance communication, and instill a culture of accountability. With an eye toward long-term market expansion, their goal was to build emotionally intelligent, strategically aligned managers capable of scaling with the business.

Process & Strategy:

The solution was Crestcom’s program, deployed using measured development methodology. Delivered over 12 months, the program combined live training, real-time action plans, and monthly accountability sessions. Managers from multiple locations participated together, promoting interdepartmental collaboration. Each module was followed by implementation plans stored in a smart learning portal, ensuring real-world application. Sessions were customized to the needs of senior managers, integrating Crestcom’s leadership competencies with neuroscience-rooted coaching strategies—delivering not just knowledge, but lasting behavioral change.

Results:

The impact was profound. Managers became more engaged, silos broke down, and communication across departments significantly improved. For the first time, leaders from different locations shared challenges and solutions in a collaborative environment. Productivity began to improve, and early behavioral shifts were visible within months. The cultural tone shifted from fragmented leadership to one of shared responsibility and continuous improvement. Maxxam has since expanded the program to a second cohort of leaders, viewing it as a core strategic investment.

Summary:

29 managers trained across two cohorts

Improved cross-departmental collaboration

Increased internal communication and morale

Greater alignment around core values and leadership vision

Culture shift toward accountability and proactive problem-solving

Break Free From Performance Fatigue And Overthinking

Find Out Which Leadership Archetype Is Running Your Show

CASE STUDY HIGHLIGHT

How Liebherr Built a Stronger Leadership Culture Across 13 U.S. Locations

Background:

Liebherr is one of the world’s largest manufacturers of construction machinery and a global leader in equipment innovation. With roots in post-war Germany, the family-owned business has expanded into a multinational powerhouse with operations spanning aerospace, appliances, and hospitality. In North America, Liebherr USA, Co. employs over 1,000 staff across 13 U.S. locations. As the company scaled, the leadership team recognized a pressing need: sustaining innovation and consistency while building a unified, future-ready workforce. The challenge lay not in technical capability, but in cultivating the leadership needed to drive culture, communication, and strategic continuity.

Challenges & Goals:

With rapid U.S. expansion and a new organizational structure under Liebherr USA, the company faced increased complexity in operations and communication. Departmental silos and inconsistent leadership behaviors hindered collaboration across teams. While technically proficient, many managers lacked the interpersonal and adaptive skills to lead effectively. Liebherr needed a leadership development program that could meet the needs of both current and emerging leaders, drive behavioral change, and reinforce a values-driven culture across all levels of management.

Process & Strategy:

Liebherr partnered with Crestcom and enrolled key leaders in the Bullet Proof® Manager program, delivered in a structured 12-month format ideal for long-term behavior integration. Facilitated by Mark and Patti Hawkins, the program used signature framework: live training modules, action planning, and monthly accountability. The curriculum’s adaptability and real-time relevance resonated with Liebherr’s leadership team. The program offered a mix of updated subject matter, interactive exercises, and coaching, allowing even seasoned managers to uncover growth areas. The format enabled managers to apply each new concept in their departments before progressing, building a culture of consistent leadership practice.

Results:

The impact has been transformative. Participants began immediately applying concepts in team meetings, boosting engagement and teamwork. One manager notably shifted from a strictly business-focused demeanor to a more relational leadership style, improving communication and morale. Managers reported greater awareness of leadership dynamics and tangible improvements in department performance. Liebherr’s investment paid off with heightened team cohesion, stronger communication, and a clear commitment to internal talent development. The company’s dedication to this process earned it the 2019 Crestcom Global Leadership Growth Award, recognizing its culture of innovation, responsibility, and people-first leadership.

Summary:

Improved communication across departments and teams

Measurable improvements in morale and leadership behavior

Greater preparedness of future leaders across multiple levels

Recognition with the Crestcom Global Leadership Growth Award

Reinforced company-wide alignment around strategic leadership values

Take The Quiz To Uncover The Leadership Pattern That Needs Rewiring

CASE STUDY HIGHLIGHT

How Gib-San Transformed Leadership and Service with Training

Background:

Gib-San Pools, a Toronto-based leader in pool and landscape design, has evolved over five decades from a family-run business into an internationally respected Master Pools Builder. Under the leadership of Edward D. Gibbs and with key roles held by next-generation leaders like Caley Gibbs, the company integrates construction, service, retail, and renovation under one client-centric brand. With a strong foundation in teamwork, innovation, and continuous education, Gib-San has made leadership development a core pillar of its organizational success, recognizing that sustainable growth comes through people.

Challenges & Goals:

Operating in a high-touch, people-driven industry, Gib-San’s leadership team faced challenges common to service-based businesses: internal miscommunication, inconsistent client experiences, and ineffective conflict resolution. Caley Gibbs identified a key opportunity, to unify her management team under a shared leadership language. The goal was to increase business maturity, boost internal collaboration, and elevate client interactions by embedding leadership skills across the organization. It wasn’t just about fixing problems; it was about transforming the culture from the inside out.

Process & Strategy:

Gib-San enrolled its management and customer service leaders in Crestcom’s Bullet Proof® Manager program, adopting the methodology for long-term behavior change. Over 12 months, team members engaged in live leadership modules, real-world implementation strategies, and collaborative roundtable meetings. Weekly team and departmental meetings were reframed to include leadership themes, motivational content, and strategic planning, creating a system where leadership development was not episodic but embedded in the company rhythm. The program empowered individuals to improve both peer collaboration and client conflict resolution, building leadership from the ground up.

Results:

The transformation was profound. Gib-San saw immediate improvements in internal communication, client relations, and team dynamics. One client care manager specifically cited how the training on personality dynamics reshaped his approach to tough customer interactions. Client satisfaction scores rose, and customer feedback confirmed the difference in professionalism and response. Internally, Caley reported a dramatic shift in confidence, engagement, and maturity within the leadership team. The growth became visibly evident across the company, reflected not only in improved morale and culture but also in profitability and operational clarity.

Summary:

Measurable improvements in customer satisfaction and communication

Elevated leadership maturity and team collaboration

Conflict resolution strategies that improved both employee and client relationships

Enhanced meeting structures promoting strategic alignment

Nominated for the Crestcom Global Leadership Growth Award

Take The 5-Minute Leadership Identity Quiz And Discover Your Archetype

You’re just minutes away from uncovering the hidden emotional patterns shaping how you lead. Take the True Leadership Identity Archetype Quiz to discover your unique leadership style and unlock your custom roadmap to aligned, confident, and resilient leadership.

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