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Consulting Models
Culture Transformation
Model
Coaching and Feedback Model
GLC Leadership University - Leadership
for Life
Culture Transformation
Model
10 Step Culture Transformation Model GLC:
This is a guideline for how GLC helps leaders orchestrate a successful
culture transformation (a metamorphosis).
Step 1 - Build the compelling story
- Find an inspiring purpose
- Identify strategic measurable actions
- Create “Future Pull” as well as the
“Burning Platform”
- Share the “Business Case for Cultural Transformation”
in a general and industry comparison way
Step 2 – Create a baseline understanding
- “Realistic Optimism” – face
the facts, believe in the future
- Establish benchmarks (culture surveys, interviews,
possible focus groups, current research, competitor analysis)
- Determine ROI
Step 3 – Report findings
- Gain alignment on strategic approach to culture
transformation; “from – to”
- Share results with CEO and President, including
personal feedback
- Share results with key stakeholders, gain support
Step 4 – Identify strategic levers to transform
the culture (people and environments) – focus on “strategic
pillars” of culture change
- OrthoAlignment™,
Humanomics, Energy Management,
Lateral Leadership
- Whole Thinking Style
- Healthy High Performance; overcoming Dysfunctions:
– Building trust
– Achieving an Accountable Mindset
- Expulsive Power
- Innovation
- Inclusion (people, environment, ideas)
- Execution of strategy
Step 5 – Model the Way (Insight Retreat)
- Senior Team experience (self-awareness, alignment,
strategic focus, ownership/accountability)
- Shared Vision; Shared Leadership; Shared Values
- Clear Roles and Responsibilities
- Healthy relationships
Step 6 – Strategic Leadership Action
- Senior Team Plan – Power Pairs, Power Teams
- Continual Learning and Development
- Practice the culture of the future (Be the Change
you Want to see…)
Step 7 – Develop Transformational Cadence
- Leader Ownership (CEO, President)
– Execution of strategy
– Communication of results
– Refine mission and strategic imperatives
– Corporate Work-Out sessions
– Simplify. LEAD.
- Appreciative Inquiry
- Align Work Forces and workforce (cadence) toward
the new culture
Step 8 – Roll out culture transformation
to direct reports
- Refine, re-new
- Report back to Senior Leadership Team
– Meeting attendance
- Feedback, benchmark progress
Step 9 – Empower Culture Leadership Team/
Process Alignment
- Owned by CEO, President, COO
- Supported by HR, Finance, IT
- Define common language, symbolism, and process
- Align professional resources to identify and
address environmental, human resources and organizational issues that
can unfreeze or unleash the desired culture
– performance appraisals
– career planning
– bonuses
– values
– on-boarding
– work schedules
– technology enablers
– complaint processes
– recognition and awards
– leadership development
– training and education
Step 10 – Execute full scale, bottoms up
culture transformation process
- Appreciative inquiry base
- Strategic initiatives focused on building critical
mass of understanding cultural values and vision
- Engineered to support, reinforce, and provide
feedback for Senior Leadership
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Coaching and Feedback Model
Global LEADERship Consulting believes that Coaching and
Feedback are critical to building relationship power and igniting positive
human energy management. Our model for effective Coaching and Feedback
is based on building a foundation of Familiarity, Comfort and Trust ™
among team members. With FCT as a foundation, a forward focus on open
dialogue around accountability coupled with the ability to engage in Courageous
Conversations can serve as a catalyst for transformation. Coaching and
Feedback are the tools that can help accelerate change within any organization,
team, or individual.
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GLC Leadership University
- Leadership for Life
Our Model
We believe that leadership is a lifelong learning process that impacts
employee’s throughout their association with an organization. Our
curriculum is based on “Bringing Insights to Life!” in the
following areas:
Personal Virtues/Organizational Values
- Exploration and identification of one’s
own personal values and virtues in the development of a personal leadership
compass
- Development of a strategy for execution and practice
of virtues in a corporate environment
- Exploration into the alignment of personal virtues
and organizational values
Self Leadership
- Discovery of Personal Leadership Styles
- Energy Management
- Defining individual growth opportunities around
leadership development
Corporate Culture
- Defining corporate culture
- The “Unwritten” Rules of Success
- Discovering the intersection of one’s personal
virtues and self leadership in the context of complex corporate environment’s
Skills for Success
- Competencies for Industry specific success
- Development of “leadership toolbox”
that addresses organizations success measures and individual competency
gaps
Coaching and Feedback
- Level III: Mentoring Program, Project Management,
The Accountability Mindset
- Level IV: Triad Coaching Model, Power Pairs (where
applicable), Team Accountability
- Level V: Triad Coaching Model, Power Pairs (where
applicable), Executive Coaching, Organizational Accountability
Application and Integration
- GLC will work with your organization in identifying
a “real time” business challenge within your company for
members of Insights University to practice and apply their leadership
talent
Program Offerings
- Leadership for Life: An interactive
workshop based on the work of several thought leaders including Steven
Covey, Jim Collins, and Robert Quinn. Program participants will learn
how to identify and balance the many "hats" they wear as leaders,
learn how to prioritize their commitments and "put first things
first”, and to practice self-leadership for greater effectiveness
and work/life balance.
- It Takes All Types: Global LEADERship
Consulting utilizes the MBTI, CAPS and the HBDI in creating self-awareness
amongst program participants. Participants will enhance their personal
and leadership effectiveness by learning about their own style of leadership
and how this impacts all aspects of their leadership role. Also, it
serves as a reminder that not all people are “wired” the
same way.
- Communication: Part I: One Conversation
at a Time: Communication is the core of all successful relationships
and certainly a key component of effective leadership. This program
challenges participants to develop their communication skills in the
following areas: basic communication, authentic conversations and courageous
conversations.
- Communication: Part II: Constructive Conflict:
Healthy conflicts can take relationships to new levels of authenticity.
This experience provides participants with the tools needed to effectively
navigate conflicts.
- Decision Making Part I: Your Choice:This
program introduces workshop participants to a number of decision making
models. After learning about the process of making good decisions, participants
will engage in a series of simulated decisions with small groups to
sharpen their skills in this area.
- Decision Making Part II: The
Ethics of Decision Making-In this session, participants will take what
they learned in Session I and apply it to more complex and ethically
based leadership situations through a series of case studies.
- “I’ll Do it Myself!”:
Delegating work to team members is one of the most important and challenging
tools for leaders. This interactive session explores balancing the tightrope
of project control and effective delegation with your team.
- The ABC’s of Group Dynamics: This
session provides participants with the “quick scan” tools
needed to glean insight into a group. From identifying common roles
individuals take on in groups to practicing strategies for dealing with
“difficult people”, this session will enhance HiPo leader’s
ability to manage groups more effectively.
- Profiles in Excellence: What
can we learn from leaders of the past and present? By working in small
groups and exploring the profiles of some of the most outstanding historical
business and political leaders of our time, this session will provide
participants new ways to define outstanding leadership.
- Public Speaking 101: The ability
to present one’s thoughts and ideas in a public forum is a critical
skill for all leaders. By providing the tools necessary to prepare a
public presentation to hands on practice for program participants, this
session will provide leaders an opportunity to strengthen their public
speaking skills.
- Lateral Leadership: How does
one influence individuals that they have no formal power over? This
session will look at ways in which to engage and communicate with others
in meaningful ways that create new lateral relationships of influence.
- Project Innovate: Project Innovate
is an interactive program that engages individuals in the process of
transforming organizations into cultures that foster creativity and
innovation. Project Innovate seeks to impact cultural change simultaneously
at individual, team, and organizational levels. The Project Innovate
Workshop is experiential and is designed to unlock the creative energy
that already exists at the individual, team, and organizational levels.
- Creating Cultural Shifts one Person at
a Time: Often time’s leaders feel disempowered to make
change in their organizations. This workshop which embraces the concepts
of "The Tipping Point", gives participants concrete examples
of how attending to the "small stuff" can result in significant
change in organizational culture.
- Leaving a Leadership Legacy: Succession
Planning: Preparing organizations for a “changing of
the guard” takes careful thought and preparation. From identifying
potentially talented emerging leaders, to training individuals for a
leadership transition, this workshop educates participants in important
lessons of transformational leadership and succession planning.
- Leading through the Ages: Intergenerational
dynamics can present new challenges to leaders. How can understanding
the concept of leadership through the ages make supervising others less
frustrating and more rewarding? This session will challenge participants
to take a walk through the years to understand the intricacies of generational
leadership styles.
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