With LeadLab you will experience first-hand which rigid processes and modes of thinking are blocking solutions, self-organization, innovation and change processes between the different hiearchical levels and business units.
You will also learn how to use simple strategies to create more productive work relationships between business units and hierarchical levels.
Top management teams work together effectively and create synergies for the organisation. They implement their strategic issues in and with the organisation and promote a flexible, self-organized way of working across all levels of the hierarchy. Every manager is personally committed to assist others in their commitment to their work and encourages employees to take initiative within the organisation.
Top-management determines the direction of the organisation in an increasingly challenging and high pressured environment. In this situation, the answers to complexity and responsibility often enough, lie in an unhealthy differentiated and specialized approach, too much differentiation within the management team, a strong need for control, an isolated approach, territorial struggles and overwork. How can stress be reduced and a new space created for key leadership issues? What are the conditions needed by the organisation so that responsibility and leadership skills can be developed across all levels? How can a leadership community be built despite different areas of responsibility?
We combine the work on key factors such as strategies, responsibilities, processes and structures with leadership development and building a collaborative culture. We will use a set of collaboration tools and methods that are appropriate for your specific needs in the top management team.
What do we need to do to work well together as a management team?
Reflection and clarification of the purpose, objectives, requirements of the environment and the organisation. We provide you with the transparency you need for establishing personal and common motives, ideals and values, in order to develop a shared, powerful vision.
How can a management community be built despite different areas of responsibility? Creating transparency of information, dynamics and challenges of their own areas and their implications. Discussing with each other how much differentiation and cooperation make sense and in what form. Coordinating strategic actions instead of taking isolated actions. Investing in relationships through peer-to-peer advice and taking on responsibility for the success of others.
We will reflect on past experiences and closely examine possible barriers and collaboration dynamics. The management community is built up gradually to incorporate a constructive dialogue, feedback on their own role behaviours and reflection processes during the collaboration.
System diagnosis is a joint review of present work, information and communication processes and structures within the team and with internal and external interfaces. It is also the development of complementary agile, cross-functional collaborative structures and processes. This allows organisations to continue to be well-positioned for dealing with dynamic local and global requirements.
Together we will reflect on the existing leadership culture based on cultural aspects such as values, leadership philosophy, communication, and collaboration behaviours. We will assist you in implementing continuous change and devopment measures through feedback, action learning and collaboration tools to help you achieve your goals and be in strategic alignment. We will assist you with planning the step by step introduction of a collaborative leadership culture with implications at the practical level of the organisation, through the alignment and development of employees.