Corporate Consultations, in partnership with Simple Idea
People taking pride in their work.
To attract and retain high quality employees.
To restructure or merge groups without losing productivity.
Effective communications throughout the organization.
Good will and harmony among groups and people.
High standards of safety, integrity, and work ethic.
People caring about profit and productivity.
There are three ways we work in an organization:
Individual Leadership Coaching
One-on-one coaching, perhaps including interviews with boss, peers, subordinates.
Leadership Team Effectiveness
Assessing, preparing and managing a Leadership Team Retreat and on-site follow-up for implementation of new ideas.
Cultural Change in the Whole System
Long-term work with the whole organization, focusing on improving operational outcomes by engaging the work force.
Leaders must be mature – that is, they must control their own impulses, and be able to think abstractly and psychologically about the meaning of behavior.
Good leaders hold together the hard and the soft, the steel of production with the fragility of human relationships. They maintain high standards of safety and productivity while also caring about people.
We bring a set of theories that, together with you, help us think, interpret, and shape our actions. We have no programs, binders or reports. We join you, in the trenches, where you are.
Together with you, we think about:
Character Elements of Leadership
Change, by definition, means swimming against the tide.
Ability to work cooperatively with others to create a critical mass; no single person can effect lasting change in an organization.
Leaders must be willing to look at their own beliefs and behavior, and if necessary, attempt to change them.
Leaders routinely need to talk one-on one with a cross-section of employees and develop person-to-person relationships.
The team must observe their own interactions and talk openly, as a group, about how they address operational issues.
Knowledge Elements of Leadership
- Systems Thinking and Context
- Group Dynamics
- Authority, Power and Role
- The Person
Leaders must know what they value and live those values in every interaction.
Leaders understand that any change affects the whole organization, and context defines meaning and what is possible.
Leaders must look for conscious and unconscious influences in and between groups.
Leaders must be hyper-aware that authority and role are always active and affecting behavior.
Leaders respect that each employee is an agent of his/her own life.
Many leadership teams avoid addressing real issues facing them because they don’t know how or it doesn’t feel safe. This avoidance inhibits people from providing powerful, effective leadership. We help make it safe to address how people work together on operational challenges.
We enter a system quietly and respectfully. We work within the operational context and primarily with line managers. We use everyday English.
To do a cultural intervention or work with a leadership team, we always work in pairs. We have worked together for over twenty five years.
“I was both a line and technical manager, and I found it took courage to pioneer cultural change efforts in a difficult environment.”
“Productivity is up and people like coming to work. Before you came, we used meetings to blame each other. Now that would be unthinkable.”
“Our plant repeatedly won the corporate Prize for Excellence. Two laid-off labor groups were combined. You feel like you’re walking on a precipice, a ridge. If I’m too harsh, I fall off; if I’m too easy, I fall off. We had to broaden the walking area.”
“I was recruited to lead a $19 billion financial services corporation.
I discovered the most vexing obstacles were embedded within the organization’s culture.”