WHAT DO YOU SEE?
a) DIAGNOSIS
See the real issues.
Where are you, the leadership team & the organization now? Where do you want to be? What stands in the way of growth? Naming the specific issues is the real adventure. Symptoms can often be disguised as main problems, leading to misdiagnosis. A wrong diagnosis leads to wrong directions and the wrong destination.Going on the right adventure, to be where the organization intends to be, has to begin with a quality root cause analysis of these gaps.
The journey of illumination involves quality analysis – a combination of scientific and experiential input. A sophisticated interweaving of professional facilitation, consultation and coaching will provide organizations with the appropriate tools applied in the relevant contexts, leading to the right information that can effectively advise decisions and strategies.
b) INTERVENTION
Discern and implement effective solutions.
The next stop on this journey of illumination is finding the most effective interventions to address different yet specific issues. The most effective are interventions scientifically and experientially proven to have a high causal or correlational impact to the desired outcome.
It may take hard choices to agree to paradoxical interventions that work. Self-intervention is equally important to ensure that one does not give up during the difficult moments.
The creative force of the Facilitation-Consultation-Coaching approach propels the organization towards powerful results.
c) CONTROL & MONITOR
Observe, provide feedback, improve & measure outcomes.
After the interventions happen, it is important to develop a process to observe, provide feedback, improve and measure the outcomes to ensure the organization is moving in the right direction.
With patience, leaders will witness deep impact in their organization through implementation of varying interventions. Every implemented change will bring both lessons and resistance. This gives rise to new challenges to be addressed.
The process of continual monitoring and control is necessary for the organization to find new levels.
HOW DO YOU CREATE A NEW WAY FORWARD?
a) FACILITATION
Make simple the complex.
The facilitation process draws out the most challenging thinking process through a combination of tools such as questionnaires, cards, drawings. The best facilitation design comes from a deep understanding of what your needs are.
The process of FCC is seamless, and expertly delivered, such that you need only to trust the process to discover hidden potential.
b) CONSULTING
Receive the solution through existing evidence-based research and concepts.
When caught in a difficult place, you are entitled to expert recommendations.
A third-party suggestion can kickstart the creative thinking process, much like the first dot of a mandala drawing.
c) COACHING
Discover deeply buried answers within the self or system.
By asking powerful questions, you open your mind to understand the problem and clarify the context.
With the expansion of mindsets, you uncover new options and funnel these towards what may be the answers you already have, but do not yet know you do.
HOW DO WE BRING ALL THE MOVING PARTS TOGETHER?
a) WHO ARE YOU?
Effective leadership starts with self-awareness.
Regardless of how others view our leadership styles, we can more effective than our current states.
- Gain insights into your own competencies, personality preferences, motivation, and capacity.
- Contextualize these insights within your current challenges.
- Set goals and action plans that are realistic and motivating for sustained change.
- Synergize personal changes and magnify impact through collective leadership
b) WHO ARE WE?
Transform organization culture.
Transform your culture into one that best builds commitment and alignment to the organizational direction.
- Discover the importance of an aspirational direction, clear strategy and co-created measurable goals that can be cascaded.
- Explore operational models that are well structured to maximize your business or mission value chain, and minimizes duplication.
- Define roles and competencies well with high integrity performance systems to reward performance and potential and supports growth.
- Engage teams fully, both the short and long term.
