DOC - Designed Open Change 

Are you tired of training programs not creating lasting change in your company?

More than 90% of training efforts fail because they do not achieve the "buy-in," behaviors and necessary follow-up procedures and practices for lasting, sustainable, and measurable change.

Imagine how great it will feel for you to communicate your needs, wishes, and desired changes openly without any office politics getting in the way?

The DOC process is based on 100s of years of experience, science, research, and proven practices - that work every time. Statistically speaking, 99.99% of the time. It's the small fraction of those who don't want to do it, who won't get the results. If you are willing to do it, you will always win.

We use the the science of emotional connectedness to get it done. 

Here is how you can work with us using
the DOC Model.

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Envision

  • 1.

    Define a positive vision of future business strategy along with individual, team and organizational goals

  • 2.

    Design a clear understanding of your leadership philosophy and practices.

  • 3.

    Clarify your desired business results

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Design

  • 1.

    Choose key stakeholders and collect information on strengths and improvements.

  • 2.

    Create and facilitate sessions with design team members and key stakeholders.

  • 3.

    Co-create desired steps to achieve mission, vision, purpose, and business results.

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Open

  • 1.

    Create accountability partnerships for employees and teams to follow-through on promises.

  • 2.

    Develop systemic, periodic and consistent follow-ups to ask for continued advice on how to get better and achieve results.

  • 3.

    Leaders to follow-up with accountability partners and stakeholders to make necessary changes.

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Change

  • 1.

    Measure changes in leadership effectiveness through mini-surveys with key stakeholders.

  • 2.

    Project Manager checks up on progress of goals and key results.

  • 3.

    A new plan is established that fills in gaps that were not achieved during the first round of change.

The 4 Phases to The DOC Model

  • 1.

    Envision

    All successful culture transformations begin at the top, where the baseline is established. By working closely with the Executive Sponsor, your leadership team, Board and key stakeholders, we create a positive vision for the future. First we analyze current state. Then we take part in defining a positive vision of the business including business strategy, desired results, individual, team and company goals and behaviors.  

  • 2.

    Design

    During this phase, we design and facilitate co-creation sessions and create stakeholder agreements and coaching relationships. This leads to elevated levels of trust, understanding, and shared purpose to create foundational support. 

  • 3.

    Open Communication

    Teams follow-through on promises, goals, and practices developed during co-creation sessions. Leaders and teams hold each other accountable by following up on a consistent and regular basis. The more leaders and teams follow-up, the greater the chances of change will occur.

  • 4.

    Change

    Results are tracked using agile and adjustable tools that allow for continuous evaluation and change. Gaps in leadership effectiveness, team performance, and organizational results are clarified and defined. A new project plan for change is established based on the tracking stage. 

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Results Based Cultures?

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