the elements we include in our workshops and coaching
Given the growing internal interdependencies present in most of today’s companies, to be a good leader involves being an effective team player. Research conducted by the Hay Group over the last two decades states that "CEOs are realizing that the companies’ success rests on the ability to work collaboratively as opposed to competitively and they are making these expectations known."
Every year, organisations invest billions in new training that fails to produce the desired results. Why? The primary reason is a misunderstanding of how to produce sustained change. Change requires altering neuropathways in the brain. The neuroplastic nature of our brains allows us to learn new ways to think, act, feel, and be in the world.
Learning new information is the first step in enabling a new way of thinking — a new mindset.
C-me is simpler, more flexible and more cost effective than other similar products in the market, and has proven itself in use with a growing range of clients. C-me enables individuals to recognise and understand both their own preferred ways of working and that of others around them. This improves communication, enhances contribution and creates better balance across the team.
This programme intends to create the right set of circumstances, skills and capabilities to enable the leadership to empower their teams to produce a breakthrough in their performance. What we mean, in this case, by a breakthrough is simply a result or a series of results that are not currently foreseeable. A breakthrough therefore involves the development of new tools, skills and ways of working together.
Working only on processes, skills and organizational management is insufficient in causing sustainable and lasting change in an organization. A lasting change needs to come from and through Lean leadership, so that both perceptions and behaviours (healthy habits) are embed in the project/department or organization, hence the birth of Lean Leadership/Agile Leadership training.
It can be a real dilemma. Having read all the research about Emotional Intelligence (EI), the next question is often “How emotionally intelligent am I?” But how can this be measured accurately and reliably, and what can we learn from the experience? One of the most reassuring things about EI is that these competencies, unlike IQ, can be learned and developed. So by discovering how emotionally intelligent we are and understanding the principles involved, we can learn how best to use and develop our abilities.
Inside an organisation the way people think, their collective mindset, their behaviours, habits and actions are called nowadays “the company culture”.
Impacting business performance is predominantly a matter of changing people’s attitudes, mindset and behaviours. GPG supports senior leadership to shape a company culture that matches the organisational vision, values and strategy.
By knowing each other’s strengths, you can grow together. The Management Drives software measures and provides insight into what motivates a team or person. The Management Drives software thus offers a communal language to enable behaviour to be discussed and to use the strength of the team and each individual. Management
Drives uses a language with six colors, uniquely presented in a matrix. Each color stands for a style of leadership or organizational culture.