The greytogreen
effect

personal and organizational
transformation go hand in hand

Successful transformational change programs focus on three pillars. Most companies pretty much master pillars 1. and 2. greytogreen greatly supports pillar 3.

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
POWER SKILLS

BENEFITS FOR
THE TEAM(S)

BENEFITS FOR
THE TEAM

BENEFITS FOR
THE ORGANISATION

Listen & self-observe

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 can channel your energy and bring focus on what you can influence

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)

The team collaborates more joyfully and effectively

COMMON SENSE OF PURPOSE

INCREASED CREATIVITY

INCREASED PRODUCTIVITY

A COLLABORATIVE CULTURE

SHARPEN YOUR
POWER SKILLS

Listen & self-observe

Question your thoughts

Hold back on judging

Embrace alternative points of view

Develop a constructive attitude

BENEFITS FOR
THE TEAM(S)

You better understand your anxieties and put them to rest

You can channel your energy and bring focus on what you can influence

You dare to find support

You problem-solve and communicate more effectively

You feel more assertive, engaged and alive

BENEFITS FOR
THE TEAM

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)

The team collaborates more joyfully and effectively

BENEFITS FOR
THE ORGANISATION

COMMON SENSE OF PURPOSE

INCREASED CREATIVITY

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.
simple--image

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.

process