As a successful leader or professional, you continue seeking to improve yourself, your people, and thus your organization.

You are clear that improvement begins with the senior leadership, because they are the greatest influence on your people and your organization’s culture.

You know you and your senior leaders must be the change you seek in your organization, and will go first in the improvement initiatives, to set the example and win maximum cooperation from your people.

You seek a trusted helper with a proven track record in the rapid improvement of human behaviour and performance; who has walked in your shoes; experienced the price of both success and defeat; has felt the weight of responsibility; the loneliness of leadership; has faced impossible situations and impossible behaviours and made it all work.

You expect this trusted helper to work closely with you and your people to firstly determine the needs and outcomes of the improvement program.

You expect this trusted helper to consult train coach and facilitate at exceptional standards, to embed the improvements and deliver outstanding results which can be measured by improvements to your organization’s key performance indicators.

You are adamant that you want customised, practical solutions, which are intellectually viable, and straightforward for the organization to implement.

You expect the trusted helper to have the infrastructure and resources to deliver to your entire organization in an effective efficient manner.

Above all, you expect to have an authentic enjoyable professional relationship with the trusted helper, where candour, clarity, competence and care are the norm.

Here’s an outline of our process, which can be varied to suit needs: -

• See if we can work together, by meeting and discussing the possibilities
• Measure Current Position by interviews in organization and KPI measurement
• Agree to Achieve Specific Goals - including improvement in agreed KPI
• Group work with Senior Leaders to align for process and timing of intervention
• Develop Attitudinal Competence and fine tune Leadership Skills through individual coaching mentoring and group work with Senior Leaders
• Measure Progress – qualitative and quantitative (KPI, interviews)
• Adjust and Continue Development and Coaching
• Measure Success - qualitative and quantitative (KPI, interviews) 
• Continue coaching Senior Leadership until the goals are achieved
• Intervention time frame depends upon your structure, think of 6 to 12 months

Here's a specific approach well worth considering - Click here for a short video

Growing the Wings of Success

Please read this reference given recently by a CEO whose expectations were exceeded.

A Corporate Strategy that Delivers Sustainable Profit Improvement

The driver of change management is the desire for sustainable profit improvement.   Whilst change management might involve structures, processes and systems, at its heart is the aim of improving the corporate culture.  

The organization’s culture is the sum of each individual’s behaviour, which has a massive impact on profitability, or effectiveness in the case of not-for-profits – either positively or negatively!

Culture remains a major strategy issue because it is regarded as difficult to change rapidly. 

This results in greater focus on tangible outcomes such as Performance Improvement, Process Improvement and Customer Relationship Management (CRM).

Reality Check – how much does the culture impact on our ability to improve the tangibles?  Doesn’t effective group behaviour both design and create improvement?

In the case of CRM, where 30% to 70% of CRM attempts are regarded as failures, a recent Australian study reveals that successful CRM implementation and cultures that are more able to change and more externally focussed are closely linked.

Performance is another tangible impacted by culture, well documented and in particular by Kotter and Heskett in their landmark work “Corporate Culture and Performance”. Performance improvement strategies usually focus on processes and outcomes.

Profit is highly dependent upon both performance and customer relationships, not to mention productivity.   Culture remains a significant contributor, yet the change focus is mainly elsewhere.

Fallacy – Focus on structure, systems and processes drives corporate culture.  The reverse is true.

The key to improving organisational culture is individual behavioural change.

If there was a low risk way to influence rapid individual behavioural change, throughout the organisation, would you commit to it?

The time-line for lasting rapid improvement for a firm of 300 staff is eight months, with results obvious within the first two months.

The steps are: -

• Discovery of existing culture, through interviews of key people and representative samples - two or three days of interviews by facilitator.
• Design of both the program and measurement of progress – two days for leaders; one day for all staff; six 3 hour group leadership coaching sessions over next six months; quarterly leadership half-day forums thereafter, preferably with facilitation.
• All leaders attend first.
• All staff (includes leaders) attend next. 
• Implement measurement.

The core content, customised to the firm’s values, vision, goals and culture, is the experiential interactive focus on attitudinal competence and effective leadership behaviour.

What emerges is the identification of key positive driver behaviours and remedial behaviours, and the rapidly increasing desire and ability to use them, throughout the organisation.

The primary requirement is the authentic full support and participation of the senior leadership.   Without that, there’s no point in proceeding.

To arrange an obligation-free discussion, please call/email David as indicated below.