Consider this…


  • Ken Blanchard’s research suggests that the average company loses over $1 million/year due to poor leadership. 

  • The number one predictor of engagement is leadership.   Engagement matters.   No single culture characteristic impacts bottom line performance more. 

  • Gallup reports that almost 50% of Americans are “suffering” and unhappy, ‘miserable’ at work (65%), and 3/4 (75%) report that the most stressful part of their lives is their work/boss.   In 1999, these numbers looked different.  Only 1/4 (25%) saw their job as stressful.  Less than half (48%) of those who report being disengaged report being happy in their life and marriage (Gallup). 

  • The number one predictor of most doctor visits is stress.   The number one employee stressor? Their boss.   The cost to companies is estimated to be over $300 billion each year.     

  • A Bad Boss makes a Bad Heart.  The Department of Public Health Sciences suggests that having a bad boss raises a worker's chance of having a heart attack by as much as 60%.


We know from research that poor leadership leads to...

  • loss of productivity

  • higher absenteeism than does illness and injury

  • family rifts / higher divorce rates

  • more medical visits

  • heightened co-worker conflict

  • lower engagement

  • higher turnover

  • and even slower healing wounds! 


We now know through interpersonal neurobiology that chronic low energy states, attitudes, and thought habits spread like a software virus.   The organization is a mirror of its leadership.   The thought habits and behavior patterns of leaders are shadowed throughout the organization.   Your leaders are your company’s culture.  


So… the verb?  Bad leaders are bad.  Good leaders are great.  But, great leaders are born, not made, right?   Not true!  Great leaders can be developed!  And doing so may be the single greatest investment your company can make.     

  • Leaders cannot grow and develop without a leadership mirror.   We know from leadership science, that great leaders are not born, but developed with time and experience.  

  • Developing toward something – a goal, a new habit or behavior - requires a firm grounding in where we currently stand and where we need to go. 

Leadership Assessment

So … Why Moksha?  


There are numerous companies offering pre-employment personality & aptitude tests for job testing.  There are many firms who specialize in leadership assessment and diagnosis.   But, almost all assume that leaders will be great if employing a set of behaviors.  This behavior model is now outdated.  


Ask 50 people what are the behaviors of great leaders and you’ll get 50 responses.  Ask 50 people what are the character traits of great leaders and you’ll get a few: honesty, accountability, integrity, vision, commitment, gratitude, empathy, self-control…

  • At the Moksha Institute, we believe the “self” is a leader’s primary source of power and also the ultimate leadership challenge.  

  • But, there is very little training on the “how” of leadership; most leadership training is focused on “what” leaders should say and do.   After all, how can one train a leader to have more integrity? 

  • This paradigm must be changed.   We can train leaders to have more integrity, but the work is internal – not external in the form of new goals, objectives, or measures or a “to-do” list of things to say when giving feedback or doing a performance appraisal.  

  • Leadership training/coaching focusing on ‘what’ does not address the “root” of leadership.   The process MUST be an inside-out rather than an outside-in process; it is not an either-or quality… one does not either have integrity or not.   Rather, the choice to act with integrity exists in every moment as a decision of that moment.   It exists in the flow of exchange – unveiling in relationship with another.  It is an option.   To access it, we must be self-aware.


That’s where we come in.   Our assessment process is dynamic.   We utilize extensively researched psychological assessments to get a the core of your leader/employee.   For our leadership assessments, we work with those surrounding the leader to understand the “leadership story.”   We combine this with leadership coaching using our Living Moksha Integral Model © which enables us to develop the whole of the leader/individual.  

  • We project our inner world to our outer world.   Nowhere are the effects of this basic psychological rule seen more than in leadership.  

  • When leaders know themselves fully; when they rest confidently in their power; when they are grounded and unmoved by stress, anxiety, or frustration and fully present – these great leadership emerges spontaneously.   The human-side of leadership materializes as leadership choice and action without effort.   


Leadership is the most important business lever.  Employees don't leave organizations, they leave their boss.   Conversely, they also will stay late and work hard because of their boss.   No single culture trait impacts the bottom line more.  


Great leadership can be learned.   It is understood with assessment.   It can be taught.   It is taught through coaching and training.   It can be realized.   It is generated in relationship with others.   It is developed with practice.  


And, no company does this better than we do.  Our approach is designed for breakthrough.   It combines the best of the West with the timeless teachings of the East for complete transformation.  


Technical Detail