Strategic Change Programs
As an element of an overall strategic change initiative, we combine several leadership capabilities, along with other training components that emerge in the discovery process with you. Together we craft the framing and “through-line” that ties the learning to your business needs and goals.
These six- to nine-month programs are often targeted for cohorts of high potential leaders, an executive team, or a large swath of leaders/managers who need to grow in similar ways across the organization.
We can design the entire program or integrate into your organization’s existing offerings. For many new clients, we will start with a pilot program, refine as needed, and then roll out to a larger audience over time.
Bill Bennett, SVP for leadership development at Bank of America, explains how we helped him enact major change across the organization in this 3-minute video.
The Strategic Change experience is delivered as follows:
STEP 1
Frame the strategic change
We explore your business context, the strategic and cultural shifts you seek, and who leaders must “become” to drive these changes.
STEP 2
Plot program structure
Together we assess the program scope needed to achieve your key outcomes — how many leaders you must engage globally and number of workshops and coaching sessions to occur over a 6 to 9-month period.
STEP 3
Conduct discovery + design
We interview key stakeholders to gather insights that inform the detailed program design, and enroll them in shaping the required leadership pivots.
STEP 4
Engage + ready participants
We build interest, engagement, and ownership with custom communications that provide pre-work, and frame the program’s value for leaders.
STEP 5
Deliver cohort program
Leaders attend 2-3 “immersions,” 2-3 days each. The cohort is organized into smaller peer coaching groups who meet virtually between immersions.
STEP 6
Generate momentum
We provide a series of communications to drive on-the-job experimentation with new skills and tools, and ready participants for virtual coaching groups.
STEP 7
Virtual coaching groups
Groups of 5-8 participants meet for 90 minutes via videoconference with one of the program coaches, to reinforce the learning and develop the group’s abilities as peer coaches, to take responsibility for creating the environment needed for development.
STEP 8
Keep the growing going
We share ongoing observations and insights with program sponsors, and adjust program focus to respond to the growth of the group and new challenges that arise.
Participatory evaluation to accelerate ROI
We engage participants and program sponsors in defining the program’s ROI. They report on new “leadership performances” occurring in the organization, the expected business impact, and how participants and sponsors will support one another in producing this impact. This generates an aspirational mission as well as the shared ownership needed to produce a real return on investment.
Five Key Leadership Capabilities
LEADER AS STORYTELLER
Leaders learn how to inspire, and engage people through the power of storytelling.
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LEADING WITH AUTHENTICITY
Leaders become more open, honest and multi-layered as they learn to create environments that empower and enable others to do the same.
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LEADERS WHO INFLUENCE
Leaders learn to turn influencing without hierarchy into an artful, relational and creative endeavor.
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LEADING WITH AGILITY
Leaders use the toolbox of play, improvisation and creative experimentation to build agile intellectual and emotional “muscles.”
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LEADER AS COACH
Leaders grow their ability to coach, teach, challenge and empower teams and individuals.
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