Here’s the net-net:
Treat the System and the Symptoms Will Fade.
Had the company had a collaborative, trusting, high communication culture the tension between the executives would likely not have existed—or it would’ve been resolved without the CEO’s involvement.
Here’s how we replaced the Present States with the Desired State: First we led the executive team through our Logical Levels of Change training to make sure everyone contributed to, and agreed with, the Desired State. Next we “chunked down” the most important systemic changes. Here’s what we did:
Performed A Growth Assessment: We found out what the team was truly motivated by, what their complaints were, what they wanted to keep and let go of in the culture. We interviewed a sample population across the org chart (all levels, all areas of the company, all tenures). From there we had a realistic view outside of the executive suite and knew what was and wasn’t working.
Delivered Lean Training: With this knowledge we lead a series of short high impact trainings to teach and provide structures for accountability, communication, execution; problem-to-outcome-thinking; rapport, alignment and influencing outcomes. Now the team had a new set of Capabilities to add to the Environment and Behavior changes they were undergoing. Trainings were 2.5 hours max each, applying neuroscience techniques to ensure rapid absorption of new skills.
Set Consistent Communication Rhythms: We helped the executive team set up consistent meeting and communication rhythms to improve execution and connection. We set company-wide needle movers with rewards for their achievement and consequences for their being missed. (A Needle Mover is a more effective version of a goal—see the Operational Efficiency section of www.smarttribesinstitute.com/resources for templates) We created rituals to bring the company together and contests to encourage an environment of celebration as business objectives were met. This step helped edit Beliefs and expand Identity.
Coached the CEO and executive team in how to create and reinforce the change they wanted at the Core/Culture level. We used neuroscience techniques to help each executive change their most challenging behaviors, see into their blind spots, and enhance their vision.
Fixed in 14 Months