Your leaders now understand / can describe the advantages and results of an Enhanced Culture.
Your leaders can describe the negative traits of leaders who fail to improve their relationship with their supervisor and/or the performance of their team.
Your leaders will now be observed writing down information during critical note-taking and fact gathering situations.
Your leaders understand and can describe the importance of inclusion, control, and openness.
They understand that ICO is responsible for fear reduction, and lead with this in mind.
Your leaders can describe the technical and collaborative skills-based quadrant system. They know its purpose and apply it.
Your leaders can describe the reason why House Rules are important. They understand behaviors that disrupt the house rules are destructive. They prevent and mitigate these behaviors.
Your leader will be able to show an up to date version of their Recipe for Success upon request. Your leader develops the recipe and shares it during meetings with their supervisor.
Leaders now proactively manage their relationship with their supervisor. They seek out their supervisor with issues beyond their authority. They use the chain of command and take responsibility for poor outcomes.
Your leaders now deploy high levels of communication with their direct boss. They meet their boss’s performance expectations and complete tasks as assigned.
Your leaders align their goals, priorities and problem list with the goals, priorities and problems of their boss(es).
Your leaders consistently and predictably treat their coworkers with dignity and respect. They don’t use negative behaviors inconsistent with this approach.
Your leaders remove and mitigate directive or institutional roadblocks that inhibit the productivity of their work team. They proactively solve problems using systematic problem-solving and train their people to do so as well.
Your leader is developing a personal training program for each direct report. They train each direct report on their weakest skill set first, making them experts.
Your leaders are following the recognition process as described, and held accountable if they do not.
Your leaders are following the Mission and Values directives training process. They promote that every team member is important. They hold regular meetings with direct reports to appropriately prioritize work.
Your leaders follow guidelines when issuing directives to their direct reports. They actively streamline or eliminate tasks to increase productivity.
Your leaders have a running log of innovative ideas collected from their direct reports. The leader’s log should demonstrate all current improvement ideas.
Your leaders address low performance issues or errors on the part of any direct report with the final outcome of improving performance to a minimum level of standard performance.
Your leaders are observed mitigating inappropriate comments or behaviors in public forums. They actively investigate situations where inappropriate comments or behaviors in public forums may have occurred.
Your leaders are actively and assertively implementing all action items associated with these performance expectations.
Before we even begin any training we get to know your culture and identify potential hidden bottlenecks.
We collaborate with your team to provide this no-friction survey to your workforce and interview key members of your team to peek under the hood, find key insights and diagnose challenges and opportunities for growth.
The final report presents a complete blueprint for training.
My group coaching gives your supervisors opportunities for in-depth leadership discussions and supportive conversations in an environment that promotes active communication and continuous reflection.
I provide 1-on-1 remedial support to supervisors who have critical gaps in their leadership skill sets.
(Example of custom deliverables on the left.)
If you're interested to learn more and explore how our coaching system can impact your culture, feel free to book a call where we can discuss a potential collaboration.
