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The purposes are for members of a leadership team to establish a firm
business trust base with each other and to begin to establish that working base
throughout the organization; creating a trust in organization culture.
The
process begins with extensive up front assessment, always including one-on-one
interviews with leadership and members of representative sections of the
organization further down, and sometimes including written surveys.
Following
assessment and review of results, Learning Center works with leadership to
establish a written, objective outcome list for the workshop proper and the
follow-up process. These will include and not be limited to the development of
a Trust Model, or set of behavior guidelines for leadership, and also specific
progress on management's current critical path objectives.
The workshop itself is
participatory and experiential. Periodic follow-up consists of one-on-one
telephone coaching, conference calls as needed and short workshop sessions.
Follow-up tracks both management action plans and also progress throughout the
organization in establishing greater cross-functional closure, coordination,
performance and accountability.
COURSE
IMPACT
Working with current
critical path objectives, leadership reviews and uses all information and
skills necessary to earn trust with each other and the organization at large.
Leadership creates specific, cross-functional action plans for successful
execution. Participants learn which climate and cultural elements exist today
in the organization that impede and enhance trust-based performance.
Participants then create and practice the elements for improvement, and
establish the basis for getting buy-in in stages from the entire
organization.
The result is a major
and immediate improvement in leadership performance, coordination and success.
It establishes the basis for a major and nearly immediate improvement in true
leadership and accountability organization-wide. Established trust will create
new productivity in managing cultural change in the workplace.
KEY
OBJECTIVES
1. To establish
increased coordination, closure and accountability within the leadership
team.
2.
To establish Trust Model guidelines.
3. To establish
understanding of the performance objectives throughout the
organization.
4. To establish the
basis for increased performance and accountability
organization-wide.
5. To establish buy-in
plans for Trust Model implementation further down the organization.
6. To deliver
specific, actionable plans for the management team's most critical current
objectives.
7. To follow and adjust
those plans to successful completion.
INSTRUCTIONAL
METHODS
Learning Center
customizes the process using personal interviews, optional written surveys,
one-on-one and conference telephone coaching, optional keynote addresses,
foundation workshops and follow-up workshops.
Workshops for this
process consist of about 15% didactic, 25% facilitated discussion and
self-discovery, 50% experiential real-time skill building and action-planning,
and 10% summary and planning.
Learning Center is
thoroughly experienced with turnkeys (train your people).
COURSE
DURATION
We have found over the
years that the process requires very little training time but must be followed
closely for 18-24 months.
Assessment can often be
accomplished over a two-week period. Foundation workshops for the senior
management group are 1-2 days. In person follow-up sessions for senior
management are usually bimonthly or quarterly for 2 hours or so. Learning
Center usually provides telephone coaching and conferencing in between these
sessions.
Foundation workshops for
groups and departments further down the organization (the buy-in process)
usually last one day. Follow-up sessions for these groups and departments are
usually one half-day and are scheduled twice a year for one to two years.
RECOMMENDED COURSE SIZE
The entire management or
lead team. Follow-up sessions can include key Board members, customers,
etc.
For
sessions further down the organization, maximum size generally is
24.
WHO SHOULD ATTEND
The process begins with
senior management. As the process unfolds, leadership can determine how far
down the organization to invest. Learning Center often works eventually with
the whole organization, directly or through turnkey arrangements.
FEES
Our fees are
competitive. We establish fees on a case by case basis for delivery of the
entire project, in clearly established stages.
For 30 years, Learning
Center has absolutely guaranteed its clients' results and satisfaction
100%.
Turnkey licensing arrangements are per project, with no materials
costs or other complex accounting devices.
To learn more, please email us at
info@learningcenter.net.
Support Articles:
The following Library
articles provide useful input related to this training course:
Trust or Bust,
How to Build Trust,
7 Steps to Closure,
Converting Risk Aversion.
References:
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here to see what others say about our work.
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For free consultation on your critical team/leader/performance
issues,
or leadership training seminars in California or your own
state/country
email
info@learningcenter.net
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