Collaborative Leadership Program is a platform upon which organizations that feel the need for change or already
have launched their efforts to change can build a “Collaborative Leadership” model and infrastructure.
We work with “vertical cross-section teams” of 10 to 30 people who represent different levels of management and departments
of the organization. We implement a 5-module (a total of 4 days) program over a period of few months with each group.
We work primarily on clarifying the teams’ goals, perceptions of the existing situation and relationship dynamics.
“What does the work environment and our relationships demand from us? Where do we stand now?”
Awareness of the perceptions of the existing situation, common values and strengths raised. Personality traits that affect team dynamics (roles, modes of communication, behaviors) as well as team dynamics explored.
In module 2, we help the team create its future ideal and recognize its values, challenges and resources.
“What is the team’s common dream; its raison d’être; its vision? Which roads lead to this destination?”
Team’s common dream for the future (Common vision) and the routes leading to this vision (Strategy) identified; awareness raised of the obstacles and supports in the system
The third stage involves the identification of and engaging in the initial, short-term steps that would start the change towards the future ideal.
“Lift off! Which prototype plans can we draw in view of the future ideal and stakeholder dynamics?”
Efforts in support of creative collaboration. “Prototype” action plan and commitment created with an eye to internal and external stakeholder dynamics.
At this stage, we follow the early short-term impacts of prototype plans together with the teams. We bring about acceleration by helping them shape the plans that would lead them to the future ideal. .
“What medium- and long-term plans can we put in place for a sustainable performance? What can we update?”
Medium- and long-term plans are created through the lessons drawn from prototype applications. Agreement reached on what to leave behind to avoid returning to old patterns. Promotional mechanisms aimed at extending the plans are identified.
We create an environment where the organization can evaluate the progress of the previous four modules, distinguish working practices from dysfunctional ones and celebrate progress.
“What is the distance we have covered? What are we celebrating?”
Efforts that support continuous development through a culture of recognition, “feed-forward” and celebration. Personal and corporate paradigms transformed towards collaborative leadership. Assessments on change