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Engaging an organization’s leaders is an integral part of an improvement effort and critical to the success of any change effort. Leaders must understand, practice and support an initiative for it to succeed. Typically, this means that leaders need the right skills and real-time information to make the decisions that are essential before starting any large scale change effort.
This is why we believe it is important to assist an organization’s leaders before, during and after any improvement effort. Before the effort launches, we will enable you to determine whether the organization is ready and address any gaps in readiness. During the launch we will help with the integration process and aid afterward to mentor and coach. After the launch, we will mentor and coach to help leaders sustain the change. This approach will ensure that the organization achieves the maximum expected benefit.
Readiness Assessment
Why? Are you launching a large-scale change initiative? Do you know if your organization is ready? What are some barriers you will face with the change? We will help you answer these questions and suggest some solutions.
How? We help you assess the organization's readiness to launch a large-scale change initiative. This approach enables leaders to understand the commitment they are making and resolve to make the change before starting. Our approach will include workshops about current state assessments, key success factors for a deployment, a deployment plan and tools to manage the effort.
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Executive Coaching and Mentoring
Why? Why, when opportunities or threats stare people in the face, do people still fail to see the need to change? Even when people see the need for change, why do they still fail to move? Even when people move, why do they fail to finish—not going far enough fast enough?
How? Executives have been doing the right things very well, that’s why they have been promoted. When an organization discovers that these “right” things are now the wrong things, it needs to change. To minimize resistance to accepting the change, we recommend coaching to ease through the transition.
Based on research that yields a high correlation between leadership success and emotional intelligence capabilities, we recommend the coaching be based on the EQi inventory. Additional research shows that the leadership art of influencing others to achieve common business and organizational goals is based on strong inner strengths, building mutual satisfying working relationships, effective decision-making and managing reactions to the leader’s environment. Our one on one sessions will identify the strengths and developmental areas and create a personalized program for each executive.
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Organizational Learning
Why? Historically, organizational knowledge has not been assessed or was done so randomly. Many organizations began training and spending lots of money to increase their intellectual assets. In many cases, they still never achieved the expected return on investment.
How? Our assessments help the Chief Learning Officer and management team determine how the organization learns and help the team develop and implement a solution that fits the need. We’ll help leaders develop the learning objectives of training—goals that will be based on the organization’s culture—and then help determine the best way to address the gap between the current and desired state of the organization’s intellectual assets. We will help maximize your return from learning activities.
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