Let these challenges go unresolved and your organization could take a major hit on performance. We help organizations tackle these challenges, and our clients are achieving real results. How real? We helped one client address their performance management challenges and gain a 9% productivity increase in just 12 months.
1. LEADERS AREN’T EMPOWERED.
They depend too much on their bosses. They want to play a bigger game, but get lost in task work. Leadership work stalls. The tough stuff is someone else’s problem. And more competency models won’t help.
SOLUTION: SHIFT THEIR MINDSETS.
Your people need to recognize it’s time to take ownership and be accountable for leading – whatever their level. We help them understand their stake in your organization’s goals, and take personal responsibility for going after them.
2. PERFORMANCE MANAGEMENT IS BANKRUPT.
Don’t blame the process – managers are responsible. They say they value a firm and fair approach. Yet they dodge honest feedback, and over-protect or under-coach their people. Then they blame HR, the culture, or the system for their failures.
SOLUTION: DEMAND REAL CHANGE IN BEHAVIOR.
A new performance management process won’t work if your leaders lack the skills a performance culture demands. We help shift the mindsets and behaviors that hold leaders back.
3. THE “NICE CULTURE” KILLS AUTHENTICITY.
Conversations are watered down, not honest. Influence, debate and real dialogue suffer. Problems are side-stepped instead of faced head-on. The avoidance game hurts trust, engagement, and performance. Everyone wants a change.
SOLUTION: HELP LEADERS BE DIRECT.
You need your leaders to start saying what they really mean. We help leaders develop authentic communications skills – to get comfortable with raising and talking about problems in a straightforward, productive way. Issues get discussed and solved faster, and teams build trust.
4. SILOS (STILL) GET IN THE WAY.
Self-interest and “winning” are human nature. So is playing it safe, avoiding conflict and blame. Leaders must rise above this. Until they do, collaboration and cross-boundary solutions remain elusive.
SOLUTION: DEVELOP BOUNDARY-BUSTING MINDSETS.
Today’s organizations need leaders who can drive work despite extreme complexity and unclear ownership. We help leaders cross boundaries, build networks, and influence without formal authority to achieve overall goals.
5. INFLEXIBLE LEADERSHIP STIFLES CHANGE.
Adaptive leaders embrace the future – they lead change. Inflexible leaders reinforce the status quo and resist what’s new or different. Instead of being adaptive, agile, and innovative, they hold you back.
SOLUTION: BUILD ADAPTIVE LEADERS.
Answers aren’t always going to come from the top. We coach leaders to be open to change and to the role they play in driving it. They learn how to mobilize all the right players and take ownership, whether they’re in charge or not.
6. THE INDUSTRY DOESN’T GET IT.
Learning vendors keep selling the same approach — throwing lots of new content at leaders through “flavor of the month” delivery methods, but nothing sticks. Deeply held mindsets and behaviors haven’t budged. A bigger training budget isn’t the answer.
SOLUTION: TRANSFORMATION, NOT TRAINING.
We dig deep and push leaders to take a hard look at where they’re going wrong. We get them to shift their thinking, take ownership, and start leading. This opens the door to everything else – driving performance, collaboration, executing strategy, and leading change.