Here are the broad steps I take you through and we explore together:
I start by gaining a deep understanding of you, your people and possible cultural assumptions. At this early and pivotal stage in our professional relationship the content of our conversation doesn’t matter as much as the process because it’s the personal connection and establishment of trust that counts. For instance, I learn about your language, metaphors, and thought patterns which will improve our ability to communicate and hit objectives. My exploratory style and questions are designed to gather information, clarify objectives and pin-point unhelpful paradigms. This allows us to see the gaps more clearly between where you are and where you want to be. This approach provides us with deeper insight about your top organizational priorities and how best to achieve them.
The Situation Appraisal is where we get to know one another and establish the trust that allows us to solve your problems effectively. Your part is to describe the situation as you see or feel it – to tell me where you think your organization is falling short. My part is to ask questions and dig below the surface, to find out the underlying problem beneath the symptoms you describe. We address questions such as:
For a project to end successfully it must begin successfully; clear objectives are absolutely necessary for the success of any project. So, what are we trying to accomplish? For instance, what are the top 3-5 objectives that must be accomplished? Examples might be related to executive development, strategic/project planning, lack of consistent execution, and department, manager, or employee challenges to name a few. Again, probing questions and reflective answers will help us to determine our desired target end-results.
What will tell us we have achieved our objectives? How will we know we are making progress? Examples might look like this:
If these objectives were to fully manifest in five days, 6 months, or 2 years, how would they improve your personal and professional life, department, division, organizational functioning and bottom line? What would be the end-result? Conversely, what if you do nothing and continue on your current path?
The value may be quantifiable or subjective.
In order to move from where you are to where you want to be, it’s vital we outline a clear plan. Then discuss execution options and time frames for achieving these.
In the short term, what will show you and the people in your organization that progress is being made toward objectives? What will be the actions, statements and behaviors which will tell us within a few days and weeks that something is significantly better? If we continue to follow these methods we should be able to measure significant improvement in communication, individual and group problem solving, consistent execution, and market share.
I work alongside you and your team as we implement ensuring that plans turn into measurable and productive processes, behaviors and habits. This, in turn, will create “sustained change” and long term growth. As a team, we then debrief, refine and re-execute.