​Dr. Morton's approach to the assessment and development of individuals and teams is set out below.

Leadership Assessment

Whether conducted for purposes of professional development, leadership training, or career or retirement planning, professional assessments review what a person values, how they think, how they relate to others, and how they perform tasks.

  • Care is taken to ensure that all involved have a common understanding of the context and purpose of the assessment, the nature of the process, and where any resulting information will flow.

  • The assessment typically takes the better part of a day, although the exact time depends on the assessment objectives.

  • The process involves a combination of interviews, management simulations, tests, and questionnaires, which vary depending on the person's current situation, interests, and objectives.

  • Participants receive initial feedback on the day of the assessment.

  • A report follows that covers the participant's values, needs, and strengths, and provides concrete recommendations for moving forward with their professional development activities, career initiatives, or retirement plans.

Team Development

Team-building sessions are tailored to the unique needs of a team at the particular moment in its history.

The process begins by identifying any issues that may impede the growth and effectiveness of teamwork.  This is typically accomplished by asking team members, in confidence, what they believe to be working well and not so well within the team.  Themes are then identified, which form the basis of the work to be undertaken with the team.  The output of a team-building process is a team that performs better.​

  • Team-building sessions are typically spread out in two- to four-week intervals and over six months to one year in order to allow for learning and practice as the team evolves.

  • Simultaneous coaching of team members supports and facilitates the team process, and is often a key element of its success.

  • Measures of success are established and success is assessed at the end of the team-building process.

Leadership Coaching

At the highest level, the professional coaching process involves defining needs, setting objectives, developing new skills, and measuring success. At times, coaching focuses on specific skill areas such as communicating, managing time, developing assertiveness, and managing conflict. At other times, coaching focuses on more subtle aspects of interpersonal relations including establishing rapport, leading and influencing others, and developing executive presence. Coaching may also focus on areas such as career and retirement planning.

  • A clear definition of needs can be established by self-assessment or from observations made by others.

  • An understanding of the underlying dynamics of those needs can be developed through a professional development assessment which typically involves personality, skill, and aptitude tests, as well as interviews conducted by a professional psychologist.

  • The frequency and spacing of coaching sessions is largely determined by the issues at hand. Sessions are usually conducted in two-hour timeframes on a weekly or bi-weekly basis, and could span six months to one year.

  • A more extended process is typically most effective due to the opportunity that this provides for learning and practice as experience evolves.

  • The coaching process may also involve assignments, outside reading, and a plan for securing ongoing feedback.