personal and organizational
transformation go hand in hand
Successful transformational change programs focus on three pillars.
Most organizations pretty much master pillars 1. and 2.
greytogreen greatly supports the third pillar
1.
Direction-setting by the leaders
creates focus and develops the conditions for performance improvement.
2.
Cross-functional core process redesign
links activities, functions, and information for breakthrough improvements in cost, quality, and speed.
3.
Broad-based, bottom-up performance improvement
gets people at all levels to take a fresh approach to solving problems and improving performance.
SHARPEN YOUR
HUMAN SKILLS
BENEFITS FOR
THE INDIVIDUAL(S)
BENEFITS FOR
THE TEAM(S)
BENEFITS FOR
THE ORGANIZATION
Observe and value your own inhibitions, fears, and emotions
Recognize habits and patterns.
Change them consciously where it makes sense
Question your thoughts
Hold back on judging
Embrace alternative points of view
DEVELOP A CONSTRUCTIVE ATTITUDE
You better understand your anxieties and put them to rest
You consciously channel your energy,
instead of being automatically driven by your emotions
You dare to find support
You problem-solve and communicate more effectively
YOU FEEL MORE ASSERTIVE, ENGAGED AND ALIVE
A new common language around challenges creates resilience and openness
Improved communication, examining assumptions, and surmounting obstacles
Less distress around change and more eustress (beneficial stress)
Stronger trust in oneself and in others
THE TEAM COLLABORATES MORE JOYFULLY AND EFFECTIVELY
COMMON SENSE OF PURPOSE
INCREASED (SELF-)LEADERSHIP
INCREASED PRODUCTIVITY
A COLLABORATIVE CULTURE
Self-leadership is
an attitude
understand the building blocks of human interaction: emotions, reactions and behaviors
- learn methods to experiment and change what limits you
- apply and explore the effects at work and in life.
Too often…we remain stuck in old patterns of seeing and acting. By encouraging deeper levels of learning, we create an awareness of the larger whole, leading to actions that can help to shape its evolution and our future.
Peter Senge
Director of the Centre for Organizational Learning,
MIT Sloan School of Management.
By paying attention to feelings and needs, authentic communication helps cultivate the sense that “I matter, you matter, we matter,” which can improve relationships, build team spirit and contribute to the growth of the organization.
Martha Lasley
Founding partner at Leadership that Works.
I matter, you matter,
we matter
Improve your listening skills and emotional intelligence
- learn to identify your own stress-induced autopilot reactions,
- understand those of others and create empathy
- move beyond being limited by unconscious assumptions and beliefs.
- take objective, conscious and constructive action, together
Change your
perception of
reality
Change your perspective on change, make diversity a strength
- together, explore and openly discuss your thoughts and feelings around workplace issues, new initiatives and disruptive changes.
- consider alternative viewpoints, previously obscured by unverified assumptions, fear, personal rivalries, or organizational roadblocks.
If you want to change, you have to change twice. You not only need to change the reality of your situation; you also need to change your perception of this reality.
Luc de Brabandere
Fellow and senior advisor at The Boston Consulting Group.
Study after study indicates that employee emotions are fundamentally related to and drive bottom-line success in a company. Emotions are directly connected to whether our needs are met or unmet.
Steve Bates
Senior writer for HR Magazine.
What you focus
on grows
Engage and inspire colleagues and customers
When you take a fresh approach to problem-solving and tap into your own intrinsic motivation, your energy and engagement will grow.
