Mission Statement
Business Leadership & Strategic Performance Training/Enhancement
"Our objective is to assist individuals, companies and organizations reach optimal performance using innate skills and strengths within the larger framework of circumstance, workplace and community. Relevant and stimulating programs are customized to client requirement".
-Rodger Harding

Harding International and Associates Inc.
Telephone: +1 (416) 962 6700
9836 Keele Street
Vaughan, L6A 3Y4
Ontario, Canada
Client Comment
Selected Comments
"This seminar far exceeded expectation - Rodger is poised, articulate, respectful- He was dead on with his presentation and I would recommend him without hesitation." - S.M. Canadian Women in Communications (CWC)
"Your participation in our International/Asia Pacific FS Conference helped make it one of the best and more relaxed conferences we've ever had. Very effective facilitation! Thank you." - Paul Masse, Manager, Bombardier Aerospace
" I want to congratulate you on a job well done. A room full of lawyers is not the easiest audience to appear before, yet you ruled the room. You have that unique ability (gift?) to teach ideas without it being hard work. I found your personal style very relaxing yet challenging". - David Clarke, Chair, YLD Division, The Canadian Bar Association of Ontario
Corporate Intelligence

CIA Harding International and Associates Inc.

"In this compelling book by a former diplomat, you will learn the secrets (step by step) to developing an intelligence strategy by effective information gathering and analyzing, and then to delivering credible intelligence to senior management."|more...

Available from bookstores and online:
Leadership Training
The Essence of Business Leadership Training -
Be the leader you are meant to be!

Toronto based Rodger Harding, applying leadership savvy learned from military, legal, diplomatic & business consulting experience has a proven record of enabling full leadership potential in scores of business folk. His clients range from start-ups to Fortune 500 companies, national not-for-profit organizations & learning institutions.

The Harding Leadership training program raises awareness, validates and empowers the true essence of leadership. We enhance your ability to identify, strengthen and take full advantage of core leadership competencies, instilling legitimate confidence rather than reinforcing a preoccupation with outward presence. | more...
Training Program Design and Development
All Harding International and Associates Inc. programs are designed to:
  • Access existing innate and learned competencies/experience.
  • Enhance individual/team ability to meet current organizational requirement.
  • Accommodate changing environment and circumstance.
Our customized programs are built from scratch and will accurately reflect the unique context of corporate operations and identity. Training products that utilize the Harding Model are limited to one company per industry. This commitment ensures that training initiatives will result in strategic and competitive advantage - We encourage clients to safeguard our techniques and methodology as part of their intellectual property.| more...


Does Your Label Fit?

by Administrator 16.Sep.2014 12:32:00

Humans undoubtedly want to understand one another in easily explainable and relatively certain terms. Yet so many of us seem barely able to articulate who we are and what we really want – preferring instead to fall back on assigned labels and behavioural etiquettes!

Fueled by technological advance, the popularity of psychoanalysis, and influenced by ubiquitous political correctness, today’s business world seems to be more heavily invested than ever in processes that label, tag and categorize everyone in sight. Certain! Safe! Detached!

Think how often we are asked, as an essential first step in determining suitability for a job, academic, social or volunteer opportunity, to interact with a program that definitively tells us we are a J … an X, a Yellow, a Blue …. or perhaps a giraffe, a tiger or an elephant?  Similarly, the business world seems to echo the psycho-babble tendency of the social realm. We hear constantly of empowerers, enablers, rescuers etc. Fast thinkers are immediately shelved as ADHD, and folks with any apparent lack of focus are, for sure, ADD! How complicit are we in this facile labelling of ourselves and others? How readily do we accept these results? Are we indelibly and eternally categorized? 

I suppose it is obligatory to state upfront that I am not knocking the popularity/efficiency of psycho-analysis, nor am I a Luddite hell-bent on discrediting the use of profiling tools. I am however questioning the accuracy and the efficiency of assigning a permanent label to any individual. I ask myself:

  • Are people, their moods, behaviour and thinking processes constant? Surely we change… day to day, year to year… depending on changing circumstance?
    What, and to whom, does any given label mean?
  • Are we abandoning our thinking/instinctive ability?
  • Surely technology and computed knowledge are limited to known variables and also susceptible to human error? (The garbage in garbage out cliché has some traction here…)

Is above average excellence, original expression & creative thinking a la Galileo, Da Vinci, van Gogh, Hemingway, D.H. Lawrence and Polanski easily labelled and tagged? Will much needed innovation be stifled if analyzed thinking does not fall into recognizable classification systems? 

The human factor, inter alia, instinct, gut-feeling and random perception, is a critical attribute in guaranteeing team efficiency. Think how often in medical or automotive scenarios, despite evident problems, we are told we are fine and sent home because the battery of diagnostic tests came back negative! Think how grateful we are in such context for the Dr. House types and their ilk who, in the face of stiff opposition brought about by persistent and maddening questioning, make a wonderful contribution to keeping the ball rolling and identifying workable solutions. Do labelling processes weed these folk out at the outset? Are they brilliant or are they out to lunch? Are they trail-blazers or negative time-wasters?

Recognizing others and their behaviour is time sensitive – It is perhaps prudent consciously monitor people, at any given time, as they are … rather than as they should/are expected to be…! 

Business Leadership & Driving Consensus: 12 Angry Men - A Positive or a Negative?

by Administrator 03.Feb.2014 14:09:00

Would anyone in the business world openly declare driving consensus to be an undesirable team phenomenon? Perhaps not!

Yet so often during our leadership seminars/coaching sessions, there seems to be a distinct reluctance on the part of would be leaders to step up and cast a dissenting vote or opinion. It seems as if perceptions of “Wasting time”, “Breaking the flow” or being perceived as “Negative” more often than not carry the day.

The Harding Leadership Model has as its cornerstone the ability of a leader to speak up and give utterance to discovered possibilities or realities. We infer that true leaders should be prepared to:

  • Risk the annoyance, resistance, or even ire, of those wanting to just get done with a task or project
  • Deploy better than average powers of persuasion, as well as presentation and negotiation competencies! 

A young leader recently forwarded me a link to an online viewing of 12 Angry Men! In this movie, a lone juror speaks up against 11 co-jurors all determined to find the defendant guilty and then to go home. The players are timeless… I saw myself and so many usual suspects…

This movie would provide effective awareness training for any team leader – An incredible tool for observing the wonder of how to sustain rational communication, manage conflict, stay on point and ultimately achieve buy-in!  Similarly understanding the importance of factoring individual circumstance into any business equation!

Invest 1.5 hours and check it out! http://www.youtube.com/watch?v=RelOJfFIyp8

For more information on our Business Leadership Training: (416) 962-6700

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