Organizational Culture is leader-centric.  Therefore, culture is examined, created and/or changed through the behavior of its leaders. 

Culture Change and Leadership Competencies

The Strategic Success Modeling system is used to determine the leadership behaviors that will guide the desired corporate culture.  A two day workshop creates a leadership competency model that will drive leadership and organizational development efforts.

Keynote Speaking

• Organizational Culture

• Leadership Impact

The Thin Book of ®Naming Elephants
How to Surface Undiscussables for Greater Organizational Success
By Sue Annis Hammond & Andrea B. Mayfield

There's an elephant in the room that everyone knows about but no one is acknowledging. The elephant is implicit and undiscussable and lurks in every organization. Everyone talks around the elephant and thinks that everyone else knows about the elephant. However, until the elephant's presence is made explicit, the level of dialogue and therefore the quality of decision-making is limited. Sound familiar?

Using NASA's tragic accidents and Enron's bankruptcy as examples of the price of not having open, constructive dialogue, The Thin Book of® Naming Elephants shows how great companies create an environment that encourages and listens to input from all levels of the organization.

For further information:
http://www.thinbook.com/pages/books/naming_elepants_book.htm

Free! Read Chapter 3: "Naming the Elephants of Hubris, Arrogance and Screamers" Download here

Training Products

Naming Elephants Meeting Kit

Since The Thin Book of® Naming Elephants was first published, there have been many requests for help in designing a session to name elephants and improve workplace collaboration. More

This PowerPoint presentation will help you facilitate a session to name those unnamed elephants that are lurking in your organization. The PowerPoint gives you the slides to present to the group and facilitation notes and page references to the Naming Elephant book are included. The kit comes with 10 Thin Books of® Naming Elephants for pre-reading material, a pdf Naming Elephant Worksheet and 10 NO THEY buttons. The PowerPoint will help you get to your issues, do some action planning and keep the session from becoming a blame game.

Workshops

Building a Collaborative Workplace

How do you create a collaborative organization? An organization where people are willing to speak up, share ideas, experience trust and make room for innovation?

Collaborative organizations have high trust, leaders that 'do', employees that believe they can ask for help, and accountability for results. How do you create such an organization? We believe you create collaborative organizations one conversation at a time.

Conversation is the way we work. How we talk to each other matters. Group dynamics affect both conversation and collaboration. We provide workshops and downloadable training modules that teach basic skills in managing the group dynamics that affect conversations.

Sue Annis Hammond and Andrea B. Mayfield, the authors of The Thin Book of® Naming Elephants (www.nametheelephant.com), designed these workshops to bring the concepts of the book into application.

These Workshops:

• Explore the elements of a collaborative organization
  

• Focus on the premise that constructive conversations lead to innovation
  

• Explore the concept of Trust
  

• Build skills in having more productive group conversations (meetings)
  

• Model how to have a constructive sharing of ideas and opinions

• Address how to assess the 'risks' of speaking up and how to say it

1. How to Collaborate in the Workplace: One Conversation at a Time.

Who: Managers, Knowledge Workers

This One-Day Program covers:

2. The Leader's Role in Creating a Collaborative Workplace: One Conversation at a Time.

Who: Managers, Directors, Executives

This One-Day Program has the same learning outcomes as How To Collaborate in the Workplace: One Conversation at a Time with additional information on:

3. Courageous Conversations

Who: All

Lost your meeting skills? Doing everything by Consensus? Wasting employee's time in meeting after useless meeting?

Meetings aren't free. In fact a meeting with people averaging $50,000 salary could be costing your organization a burn rate of $25/hour per person. In a typical meeting with about 8 people that's $200 per hour. Most managers report attending 6 hours of meetings per day and they also report that nothing actually gets accomplished in that time.

This 2-4 hour module focuses on skill building constructive, inclusive courageous conversations in groups. A 5-step model is introduced to quickly create skills for more productive conversations with more than 2 people!

4. Trust: What is it and how do we get more of it?

Who: All

Trust is the glue that holds all organizations and teams together. Trust is the fundamental requirement for a Collaborative Workplace. Yet often times it is a topic that is never explicitly addressed.

This half-day workshop helps a group discuss what trust is, how it is nurtured and how it can be destroyed. The goal is to discover and plan how to create a more trusting environment. This is a good workshop for intact teams.