All 16 Sessions
The session-by-session breakdown of the 16-session Executive/Team Installation. Three phases build practices within an agreed leader or team scope. Full organizational GDD installation is a separate, CEO-led commitment.
Foundation
The behavioral foundation of GDD. Before the operating system can be installed, leaders must establish who they are under pressure and how they lead. These six sessions build the identity discipline that makes everything in Phase 2 and 3 hold.
The foundational distinction. Getting the best FOR people vs FROM them. Recognizing rescue, control, and driving behaviors under pressure.
Trust as a behavioral standard - extended before it is earned, repaired immediately when broken. The prerequisite for every guiding discipline.
The Know to Grow sequence. Behavioral wiring, motivator mapping, LifeBlend. You cannot guide someone you do not know.
Know gap vs grow gap diagnosis. GDD Coaching Mode - the 6-Step as a guided conversation. The discipline to let people struggle without rescuing.
The primary guiding conversation tool. 13 questions across four stages: Ground, Clarify, Understand, Own. Applied in real conversations.
The guiding conversation structure for high-stakes moments - accountability, performance, standard enforcement. Recovery as the foundation of every difficult conversation.
Phase completion: Leaders leave Phase 1 guiding rather than driving. They have a Personal Leadership Score they can state without being asked. They know how to coach rather than fix.
The Operating System
GDD leadership practices installed within the agreed leader or team scope. Winning, standards, tolerance, Recovery, and weekly behavioral governance are put to work before Phase 3 begins. Full organizational installation remains a separate, CEO-led commitment.
GDD applied across authority lines. Influencing senior leaders and peers using guiding behaviors - not position, not pressure.
The accountability sequence: Winning -> Standards -> Tolerance -> Recovery. Personal Standards Library: Stop/Start/Protect behaviors.
The Tolerance Audit - naming every active tolerance. The Culture Weight System - measuring what you are actually allowing. Tolerance reset through guiding conversation.
The Personal Leadership Score - your own behavioral scoreboard. Influence through behavioral predictability. The Team Scoreboard - visible wins and behavioral governance.
The Personal Leadership Declaration. Weekly behavioral governance at the individual leader level. Recovery addresses drift within 24 hours; the owner defines the approach.
GDD practices installed within the participant's agreed role and authority. Monday Morning Implementation (MMI) - the weekly governance rhythm. Personal Governance Protocol - practices that hold without external accountability.
Phase completion: From Session 12 onward, every cohort session opens with a Personal Leadership Declaration: score declared, behavior held or missed with evidence, recovery named. No explanations. Declarations only.
Selection, Cascade, and Permanence
Phase 3 leaders select for the system, cascade GDD to the next layer, and formalize the governance that makes installation permanent. Phase 3 completers become internal stewards - the natural bridge to the Enterprise Installation.
Every role defined through the 6-Step Performance Engine. Behavioral outcome definition. The selection standard as a governance tool - before the hire, not after.
RBI - the 6-Step applied in Selection Mode. Evidence-based interrogation of results a candidate produced and the behavioral pattern behind them. Not STAR. Evidence.
System Cascade - GDD extended to the next leadership layer. The cascade conversation. Enterprise bridge - how individual installation feeds organizational deployment.
Personal Governance Protocol - self-sustaining behavioral governance. Peer Accountability Partner - formal handoff of external accountability. Completion is demonstrated within the agreed leader or team scope.
Phase completion: Phase 3 leaders own their standard independently. The Peer Accountability Partner is formalized. Completion requires demonstrated behavior and evidence within the agreed leader or team scope; attendance alone is insufficient.
Common questions
How is the Executive/Team Installation different from the Enterprise Installation?
The Executive/Team Installation puts GDD leadership practices to work within an agreed leader or team scope. Enterprise Installation deploys both the Structural and Behavioral Engines from the CEO through the organization using an 8-phase curriculum; request current program details. A CEO may begin Enterprise audit and planning without first purchasing an individual program.
Do I need to complete all three phases?
Phase 1 stands alone as a complete foundation within this 16-session offer. Leaders decide whether to continue after Phase 1. It does not by itself install GDD across an organization.
What does the completion standard mean?
From Session 12 onward, every cohort session opens with a Personal Leadership Declaration: score declared, behavior held or missed with evidence, recovery named. No explanations - declarations only. If behavior has not changed under live pressure, the installation is not complete.
What if I want to bring this to my whole organization?
Phase 3 can prepare leaders to support a broader installation. Full organizational installation is a separate, CEO-led commitment with both engines connected across the business. Foundations is not required before a CEO begins Enterprise audit and planning; the conversation starts at /contact.
How much time does this require?
Each session is 2 hours, delivered bi-weekly at 8:30-10:30 AM ET. Between sessions, leaders apply what was installed in real work. The full 16-session Cohort runs approximately 8 months.
Is this virtual or in-person?
Both. Sessions are held at 35200 Schoolcraft Rd, Livonia, MI 48150 with a virtual option available for every session.
What about Preparation?
Preparation is LLI's distinct 12-session, two-phase offer and is not the full organizational operating system. DEC GDD Foundations is a separate six-session offering for DEC emerging leaders. Historical DEC Emerging Leaders Academy testimonials retain that program identity, but do not define the current DEC offer.
Every week without this, drift compounds.
The Executive/Team Installation is 16 sessions over 8 months. Application-based. Not every applicant is accepted.