Responsibility-Centered Leadership

Helping Leaders Create a Culture of Responsibility that Limits Turnover
and Contributes to Organizational Success


Of all Employees Leave a Company because of Conflict Related Issues 


Of All Employees Said That Avoiding Conflict Led to Sickness or Absence 


Average Cost of Replacing an Employee


Helped One Organization Move from 19 turnovers the Year Before Training to Zero Turnovers the Next year

It never fails. No matter how diligent we are when hiring quality professionals, there will always be times when we’re faced with difficult conversations in the workplace. As managers, supervisors, Human Resource Directors or CEO’s it’s easy to sidestep these conversations until it’s too late for you and your employee to get on the same page. Meeting these challenging moments head on in a manner that treats each party with dignity and respect insures that the expectation is clearly communicated and the opportunity to correct the concern is left up to the employee.

Fear of retribution, corporate bullying, and a negative work environment can be easily avoided with communication skills that encourage growth through coaching, rather than fear. Thus, creating intrinsic motivation with your employee(s) and building a relationship based on accountability and responsibility for all parties.

Depending on the size of your business or organization, it can cost you anywhere between $8,000 to $16,000 to replace an employee. When supervisors are not masters of the challenging moment with a difficult employee, problems often escalate, resulting in employee frustration, decreased staff morale and the need to involve higher management. This can result in a higher turnover and expense for the company.

Investing in a management program that can help you build your business/organization rather than spin your wheels throughout the year is essential.

Responsibility-Centered Leadership helps leaders create a culture of responsibility that contributes to organizational success. Leadership, communication and culture are three important factors in determining the success or failure of any organization. Responsibility-Centered Leadership is designed to address and enhance all three.

As Featured on
"Better Communication Means Better Staff Problem-Solving"

“Responsibility-Centered Leadership (RCL) helped us recognize six components essential for employees to perform to their greatest potential and take responsibility for their reactions, performance and growth. Once leaders understand the components of the “responsibility pyramid,” they can utilize the process to shift responsibility back to the employee and see ownership and growth develop for lasting change. These keys to success are…”

Some of the Companies we have worked with

See What Others Have to Say

"Responsibility-Centered Leadership provided our organization with a consistent framework and method of communication related to handling the challenging moments we deal with every day. It also has helped increase morale and is a contributing reason why turnover is down 18% in the past year."
Human Resources Director
Crookston, MN
"Responsibility-Centered Leadership is fact-paced, practical, and adaptable for use in many different settings, including work, school and home. This method of counseling has helped me confront the issues, but not feel like the 'bad guy' because the responsibility for change is on the one being counseled."
Nurse Educator
Phoenix, AZ
"Responsibility-Centered Leadership has provided valuable tools to encourage positive and mutually respectful communication between leaders and staff members. This program has helped employees take ownership and become accountable in problem solving. This is the key to helping staff members become more successful."
President & CEO
Felicity, OH
“We muddy the waters with trainings as they relate to leadership and issues of [workplace] conflict. Many are far too complex. The important pieces most places are missing are accountability and consistency. RCL makes these characteristics front and center and is practical for any organization. I wish every organization, even the one I served in, would adopt this model.”
Former US Army MSG
San Francisco, CA