What difference do I make for you?
Results are generated through relations. Leaders generate results through and with their people. My work is geared to grow the results of my clients through strengthening the relations with themselves and with and between the people in their organisations. What I do is always tailor-made. I bring 25 years of experience and a unique and inspiring perspective. I guide my clients in the understanding of their questions, and the discovery and implementation of their answers, leaving them energized and with tangible results. Examples of what I offer are:
Charging Performance Power – You, Your People, Your Business
Clients call me with questions like: “Why are our results, despite all we did, still stagnating?”, or “Is the climate across the top leaders in line with our strategic urgency?”, or “Will this organisation deliver our strategic intent?”, or “Why do we have so many problems with the matrix?”, or “Why is my team stagnating?” or “My team and I drift apart—what is going on?”, etc. Through an intervention of 2½ days you will know what is the matter, what to do and how to do it. My interventions are known to be unconventional, bringing a different slant, a unique angle into your perspective. On the first half-day you and I will talk about what is the issue is, using my perspective and your perspective. The next day I will interview some eight of your key people. On the last day you and I will discuss my summary of the interviews. I will challenge you on how to best to approach the situation. You and I will scope your way forward in concrete steps, milestones and deliverables. Depending on the topic, you and I will validate this with the key people interviewed. I will leave you with an enriched, in-depth understanding, a clear perspective of the solution and a concrete plan forward.
Grounding Your Leadership – Personal Coaching
Clients who seek coaching bring variations on three basic questions. The first one is “What do I really want to do?” Often followed by, “Why do I still do what I don’t want to do?” Or, thirdly, by “What is holding me back from doing what I want to do?” Coaching takes place in about six one-on-one sessions with the option of intensifying the process by participating in the Genesis Leadership Development Program (see below: Growing Awareness for Delivering Results). During this process, it is very likely for you and me to go through the impact you (think you) have as leader. An option is to validate your perceptions with your people by me interviewing them. You and I might go through the values and convictions you live, through the conditioning you received, and through life experiences shaping you in order to understand why you do or don’t show certain behaviour. Coaching is geared to ground the person in his authenticity in order to grow the wellbeing and the delivery scope and strength of the individual leader – preparing you as individual for the roles and the challenges ahead.
Growing Awareness for Delivering Results – Executive Development
Most of my clients have many years of experience behind them. They have done all kinds of training and have read the management books. Still there is a yearning in them: “I know there is more – I know I can do different – I know I can do better”. They know there is no meaning left in seeking the answer outside themselves. They decide to go the place less travelled: inside themselves. “How have I become who I am? What drives me to do what I don’t want to? What prevents me from living who I know I am?”
The purpose of the Genesis Leadership Development Program is ‘Growing Awareness for Delivering Results’. It is an unconventional, deeply impacting personal development program for experienced and upcoming executives. When you are ready for it, ready to face yourself and embrace yourself: Go for it! According to participants it is second to none and brings second to none! For more information, look at the special section under the “Program” tab.
Growing Trust across the Team – Matrix Performance
Clients who want to grow their results know the importance of team performance. A team exists because the leader delegates sections of his work to the members. Their interdependency in achieving objectives binds them all in what we call the matrix. Questions triggering my involvement are: “Am I a good team-leader for my people?”, or “How can the team use more of the potential which I know there is?”, or “Why are we so meek, quiet and gentle when we’re together?”, or “How can we handle the stress and subsequent bursts of friction better?”, etc.
Growing a team, working in a matrix, requires all members, including the leader, to develop EQ (emotional intelligence) in addition to the often too rich presence of IQ (reasoning intelligence). In one to three workshops, departing from the team’s reality, I provide a behaviour focussed EQ-crash-course. Every member’s demonstrated behaviour will be talked about. Good intentions are no longer good enough. It is all about the impact behaviour has on colleagues. Through this process, I grow their awareness on how their roles and relations are meant to be. I let them experience how their relations are meant to be harmonious and full of friction, learning how disagreement, when handled constructively, is a rich source of creativity. I establish with the team a framework for this to function well. Through all of this, I am showing how results blossom on fully living this reality. Only by growing trust in each other will they be able to capitalise on each other’s potential, living the motto: TEAM – Together Each Achieves More!
Aligning for Delivery – Mobilizing the Top 80 (50 – 100)
Clients also ask me: “How can I strengthen the performance power of my key leadership group?”. In many organisations I have developed a so-called Leadership Forum. A Leadership Forum is a platform facilitating iterations of strategic and relational dialogue across the top-group with the purpose of aligning perspectives and mobilizing commitment for implementation. It often takes 1½ days and is organised 2 or 3 times a year. The typical number of key-people involved is 80. Eighty is a critical number to generate an organisation wide self-perpetuating momentum. Aligning this top 80 will mobilize ownership and commitment for delivery across the entire organisation. Guided by your leadership, the group validates or even develops the strategic business agendas, the frameworks for co-operation and the style of interaction. From the first Leadership Forum the effect is inevitable: It catalyzes across the business a focussed, more aligned and increasingly constructive cooperation!
Cleansing the Fabric – Organisation Design
With deep involvement of the client, I provide a diagnostic and cleansing of the organisation’s fabric. My experience is the result of more than 25 years of working with profit and non-profit organisations across geographies and continents. It has given me a deep understanding of which variations of Organisation Design deliver results and which don’t.
Too often clients confuse Organisation Design with structure, the latter being the hierarchical grouping of roles and functions. The Organisation Design of a business reflects how the business wants to grow added value. It provides people with the framework within which they know how to cooperate for achieving results. It addresses in an holistic way the definition of:
- Objective and responsibilities of individual key roles
- Objective and task of functional and geographical groupings
- Purpose and way-of-working of interfaces between functions across business processes and geographies
- Meeting agendas, participation and frequency, both per function and for interfaces
- An allocation of decision-making authorities between the roles, across functions and interfaces
- The structure or organisation charts of the organisation.
All elements are brought together in one document: The Operating Framework of the organisation. All of which is informed by and geared to one principle: Realizing the strategic imperative of the business.