Culture Development
Organizational
Potential
Team
Potential
Personal
Potential
What is the relationship between culture and sustainable economic performance? Based in renowned research conducted by Harvard professors, Kotter and Heskett, this workshop explores three attributes that separate high vs. low performing companies: a culture of leaders at every level, continuous learning and growth, and a genuine desire to create value and trust with all stakeholders of the business.
What is leadership? Innergy defines leadership as working together collaboratively to achieve goals while living up to values. This workshop is based in the Four-drive Theory developed by the late Paul Lawrence and Dean Nitin Nohria of Harvard Business School and the Competing Values Framework, renowned as one of the top business frameworks of the past 20 years.
Being part of a powerful team is one of the most rewarding experiences we can have. And, it drives amazing impact and results. This workshop focuses on 7 essential practices that powerful teams master and rigorously apply including mindful goal pursuit, role clarity, process effectiveness, leadership multiplier, trusted partnership, collaborative communications, and tapping into and spreading It's All Good! Spirit and Energy.
What sets extraordinary teams apart? They have mastered collaboration. This workshop develops collaborative communication skills from a mindset of mutual learning, which is distinctly different than unilateral control. Team members learn to balance advocacy with inquiry, to surface and test assumptions, and to discover shared solutions and paths forward that everyone is committed to delivering. The workshop is based in the research of Harvard professor Chris Argyris.
What is the foundation of team effectiveness? Effective promise management. Work is always accomplished through a network of promises. Yet, many people do not realize how important promises are to personal integrity, driving results and building trust. This workshop develops the skills to make crisp, clean promises as well as make it right when something goes wrong. Promise management is the basis for a culture of accountability and trust.
What is the biggest enemy of growth as a leader? A lack of self-awareness. Essential to growth is open-minded and grateful habits of mind and behavior. Leaders learn how the brain jumps to conclusions, and how the power of mindful reframing changes everything. Positive habits of mind and behavior are developed through practice, practice, and practice which literally paves new neural networks in the brain. This entrains positive leadership as the natural way of approaching work and life.
How do people grow as leaders? They pursue a hero’s journey of purpose and contribution that is bigger than oneself. This workshop provides an understanding of the stages of leadership over a lifetime. Individualized development challenges are provided depending on where a person is on the journey. The workshop is based in developmental theory from Harvard's Robert Kegan, Bill Joiner along with what the wisdom traditions have taught for centuries about the hero's journey of growth and change.
Every person can grow as a leader regardless of position or title. A culture of leaders is one where everyone is equipped to work together collaboratively to achieve goals while living up to the organization's values. Something amazing happens when an entire organization learns together. The shared experience creates a common language and norms which serve as a powerful sustainer of desired cultural habits and behavior.
​
Innergy has a full curriculum of cultural skill-building challenges that can be customized to your unique needs and culture.
Innergy's approach to cultural skill-building is based in a proven model for sustainable behavior change. Whereas traditional development focuses 90% on knowledge and 10% on practice, Innergy's flips this formula to 90% practice and 10% knowledge that is shared in short micro-workshops. Just like athletes master their sport through practice, not head knowledge; the same thing goes for leaders at every level. Practice, with the support of growth partners, is the key.
Micro-Challenges
We think leadership is learned in much the same way athletes master their sport. They are taught a particular skill or drill. They practice. They get feedback. They practice again. Micro-challenges start with a 2 1/2 hour micro-workshop followed by 30-days of practice in order to create new habits of mind and behavior. The daily practice is made fun and engaging through the support of accountability partnerships and weekly communications. Pre- and Post-measurement provide a picture of both personal and collective progress. A full curriculum of micro-challenges can be developed based upon Innergy's leadership curriculum and customized to reinforce cultural values unique to each organization.
Micro-Workshops
Micro-Workshops work hand-in-glove with growth groups and micro-challenges. Each micro-workshop is 2 ½ - 3 hours in length. It is delivered either face-to-face or via an online web conferencing platform. The micro-workshop covers one leadership principle by explaining the principle, sharing stories and examples from leaders who exemplify the principle, and through questions the group explores via dialogue and on-line chat. Ideally, the micro-workshop is followed by a micro-challenge focused on putting the principle into practice.
Growth Groups
Growth Groups are comprised of leadership teams or cross-functional teams who participate in ongoing growth and development programs consisting of Micro-Workshops and Micro-Challenges. The growth group meets on a bi-weekly or monthly basis to support one another’s ongoing growth as a leader using the organization’s unique leadership principles as a guide for this growth journey.
Growing as a Leader Challenges
Growing as a leader should be energizing. Innergy utilizes seven science-based strategies for motivating people to grow as a leader in a spirit of fun and adventure:
-
Growing as a Leader Micro-Workshop. Learn the science of whole-person growth and goal pursuit that is immediately applied to the challenge.
-
Capture a personal vision of success. Write it down as a paragraph. Summarize it in a word or phrase and share it with learning partners.
-
Take a personal inventory of strengths and shortcomings. Seek feedback and perspective from others.
-
Think through and capture a one-page growth agenda including goals and new habits of thought & action.
-
Experiment with new ways of thinking and acting. Talk about it with learning partners and colleagues.
-
Keep a leadership journal of bright spots, progress and learning. Take time to celebrate progress.
-
Practice centering and genuine connecting as a way of leadership, life, and the essential core for continuously growing into one's leadership potential.