Lasting change requires more than good intentions and a workbook. All of our programs are built on a proven process that lets us quickly get to the root of your challenge and help you figure out how to best resolve it. It’s intensive, collaborative and tuned to your situation and organization.
What challenges are present? What strengths can we draw upon? What assumptions are getting in the way? Without insight into the areas that require attention it is difficult to know where to start.
This phase typically includes a combination of self-assessment and in-depth interviews to help illuminate what shifts will have the greatest impact. We choose to conduct interviews with key stakeholders rather than rely upon questionnaires because conversations allow us to delve deeper and get to the root of things quickly.
Step 2 | Defining success and making a plan
What are the desired results? How will we measure progress? What’s our plan to get there? Clear priorities, measurable goals and an achievable plan are essential for lasting change.
In this phase, we work collaboratively to define success. Together, we determine the highest value development areas, set goals and articulate a plan of action that is meaningful and achievable. The end result is a mutual understanding of what success looks and feels like with a clear path to get there.
Step 3 | Iterating to success
It’s one thing to talk about leadership strategies, it’s another to actually put them into action. What happens when you try new tools and approaches? What flies? What needs adjustment?
Nothing new runs perfectly out of the gate; iteration is necessary. People, teams and organizations alike must experiment with new tools and approaches, fine-tuning until desired results are achieved. Experimentation and reflection with the guidance and feedback of a coach or facilitator points the way toward necessary adjustments.
Step 4 | Changing the modus operandi
How will you get new ways of working and leading to stick? No break-through is complete until it becomes a repeatable part of how individuals, teams or organizations work.
In this phase of our process, we build upon new perspectives and behaviors. Integrating new behaviors requires mechanisms for rewarding and reinforcing them; we work with clients to create these. And, of course, we circle back to assessment to determine whether we’ve achieved success.