What we offer
To achieve the objectives of your business plan in an increasingly competitive world, you need to shift behaviours. But shifting behaviours is not enough. You must shift more deeply into the mindsets – the thoughts, beliefs and values – held by the people in your organization.
Defining organizational values and then forcing them on the people in your organization simply doesn't get results. You need to reverse the process – beginning with a deep understanding of your people. By studying and understanding their motivations, their passions and their values, your organization can adapt or transform its culture to bring out the best in its people. This is what drives individual and collective performance.
We offer an integrated approach to achieve sustainable transformation in three key areas:
- Leadership Capability Building
- Developing High-Performing Teams
- Organizational Culture Transformation
Leadership Capability Building
Your organization may have articulated its vision, strategy and business plan, but does it have the bench strength to deliver on them?
We study your organization's plan and objectives, then do a diagnostic on your leaders' current capabilities. This enables us to develop a plan for closing the gap between your objectives and where you are now.
We have found that a deep, individual and collective diagnostic of the leadership is critical to determining the program curriculum. As well, individually, the diagnostic determines the learning objectives for each participant.
Once the diagnostic is completed and the curriculum developed, leaders enter into an intake phase where they are individually coached to identify their personal learning objective and how that links to the collective objectives of the organization. Leaders then embark on a learning journey, typically over 3 to 8 workshops during a period of 6 months to 2 years.
Topics typically include personal accountability, building trust, courageous conversations, coaching and change management.
Leaders have a dual challenge. In order to create high-performing teams or shift cultures, they need to do their own individual work, and also do the work that sets the context and conditions for others to be able to do the same. As they pursue their own internal exploration, they are creating the opportunity – the container – and the environment for others to be able to develop into their full potential.
Developing High-Performing Teams
Once your organization has its plans and strategies clear, and has professionals who can deliver the goods, it's time to embark on the high-performance team work.
This process is about learning how to leverage individual successes to achieve more collectively – moving from individual accountability to shared accountability, building effective collective decision making processes and breaking down silos.
The diagnostic phase determines who you are as a group as its own organism:
- Are we a working group?
- Are we a group of subject matter experts? or,
- Are we a team that comes together for something that no one else can do?
Our definition of team is a collective of individuals who come together to achieve something as a group that no one else in the organization can do individually. Before going further, it is critical for the diagnostic to determine if the group is a team or not. Forcing people to be a "team" when they really are not one, can cause additional organizational frustration because the team gets in the way of what the individuals need to do.
If the diagnostic determines that there are points in the organization where the work needs to be done collectively, then the high-performance team work is targeted at developing the skills to be able to move from an individual orientation to a relational collective approach.
Typical topics include phases and dynamics of team development, shared accountability, decision making processes and strengthening team trust.
Organizational Culture Transformation
Do you as a leader have a sense that your strategies and ideas and plans are in place but your culture is not able to deliver on it? It's not about what an organization does; it's about how it achieves it. Your strategies and business plans will determine the "what." Culture is how you get there.
Frequently, organizations will go off-site and develop a list of the cultural attributes they would like to have, and then try to get the people to shift into that. What we have found to be more effective is to conduct a deep dive study of who your people are, to the point of understanding what deeply motivates them. Once this understanding is reached, the goal is then to shift your culture to align more with who they believe themselves to be, rather than the other way around.
The more an organization can align itself to be reflective of the best of who its people are, the better they and the organization will perform. If they feel they can be authentic as individuals, they will be better contributors and better leaders. So if they work in an environment that honours, respects and encourages them rather than forcing them to become something they're not, their commitment will increase and they will perform better.
So, culture transformation is about deeply understanding who people are, the environment they would ideally like to work in, and adjusting the culture to bring out their full potential.
Our programs uncover and transform the mindsets that drive behaviour, and the shifts that enable sustainable transformation.
Sample Mindset Shifts — Driving Behaviours
Command & Control
Devolve & Delegate