Here is how you can work with us using
The Results Based Culture NEXT Practices Change Model
Define a positive vision of future business strategy along with individual, team and organizational goals
Design a clear understanding of your leadership philosophy and practices.
Clarify your desired business results
Choose key stakeholders and collect information on strengths and improvements.
Create and facilitate sessions with design team members and key stakeholders.
Co-create desired steps to achieve mission, vision, purpose, and business results.
Create accountability partnerships for employees and teams to follow-through on promises.
Develop systemic, periodic and consistent follow-ups to ask for continued advice on how to get better and achieve results.
Leaders to follow-up with accountability partners and stakeholders to make necessary changes.
Measure changes in leadership effectiveness through mini-surveys with key stakeholders.
Project Manager checks up on progress of goals and key results.
A new plan is established that fills in gaps that were not achieved during the first round of change.
The 4 Phases to the Results Based Culture NEXT Practices Change Process
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.
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.
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.
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.