In these times with major social and economic transformations and developments, there is increasingly urgency for and demand for change. What brought success yesterday, does not bring it today. We live in a rapidly changing world that is characterized by a high degree of uncertainty, ambiguity and complexity. There is an increasing appeal to the agility of individuals and organizations to move organically with the dynamics of the economy, world politics and the climate and company values must be constantly adjusted accordingly.
Ecological Leadership offers a framework, tools and working methods to deal with this. Ecological Leadership is based on the premise that in order to create a healthy future for people, organizations and our planet, it is necessary to develop new mindsets and leadership skills.
Organisations can respond to this by basing their mission, vision and strategy on the ecological impact they want to achieve and by incorporating this into their relationships with relevant stakeholders. In this approach, collaboration is based on the added value that a team, organization or network wants to deliver for their stakeholders and what impact they want to make with it (what is the intention?).
A successful organizational development is based on a realistic assessment of the starting situation. When implementing changes, a lot of energy is often unnecessarily lost due to the so-called resistance to change. The supposed commitment does not appear to be present in everyone, because it is not always asked whether people want to participate in the changes.
In this programme you will gain insight into both the hard business side and the soft people and culture side of effective change. You learn to deal with people and cultural factors’, such as motivation for and resistance to change. And you learn to keep the desired impact in mind when designing the business side. The Values Profiletm, for which you get a license, makes the soft side visible in hard numbers. The Transformatrixtm provides insight into the decisions and interventions to be made in order to subsequently achieve personal and organizational goals.
Where are the answers for the individual?
By starting with the ‘want to’ and motivating people bases on their own value drives instead of starting with ‘can’ or ‘must’, personal and organizational objectives can be achieved in a much easier way. In today’s economy, autonomy, competence, connection, focus and passion are crucial success factors. During this training, these success factors, thanks to the use of proven development tools in practice, are within reach.
Training Ecological Leadership
This training helps change managers, managers, consultants and trainer to lead people in change processes to go through the natural cycle of wanting – being able – allowed – and offers practical tools for this.
Practical, functional and well supervised
Core Commit offers a functional program on how to successfully guide a (culture) change process. In addition to theoretical substantiation, we will practice a lot with the material. You will also receive personal advice and guidance on the process that you are already in or that is coming. In addition, you will receive personal coaching on your personal learning question. We support you with a free Values Profiletm for your team and the interpretation and translation into practice. We carry out this program in nine times two days in a conference center in the middle of the country. The training provides a license for the use of the Values Profiletm. If desired, we can also deliver this training in an in-company package with Values Profilestm.
The program is intended for professionals, change agents, managers, executives and advisors who are faced with the task of successfully bringing a change process to a successful conclusion.
Purpose and result
In this training you will learn how to achieve the desired result in terms of attitude and behavior during a culture change, how to get commitment to the change and how to maintain a good relationship with different parties.
Attention is also paid to how you generate management information on which to base your change strategy. For example:
Motivation to follow this training
In this programme you will learn to make strategic step-by-step plans that are feasible and implementable within the set time. In addition, you will learn how to ensure ownership of people’s change goals. It is quite a challenge in change processes to connect the personal values of the people with new or changed organizational goals. This allows you to achieve synergy with the various parties.
You will learn how to set up processes and procedures in order, for example, to gain support for the new systems you want to introduce. You will also gain insight into how you keep control over the implementation and compliance with this.
For the organization, it is important that (cultural) change is spoken about in understandable language, in terms that are tangible and transferable. Language that creates clarity about the desired attitude and behavior is essential. This way everyone knows what is expected of him and who is responsible for what. You will also gain insights into how these expectations can be translated into the workplace. As a result, people know what is expected of them, change produces less resistance and it is experienced more as a natural process of moving along. This not only ensures clarity, but also approachability and that accountability can be given.
Extensive attention is paid to achieving the desired (hard and soft) KPIs
Content and topics
Part 1: Basic. Modules 1, 2 and 3
Module 1: Frameworks around change
Module 2: The starting point: the current situation (IST)
Module 3: The direction: the desired situation (SOLL)
Part 2: Transformatrixtm, application in your own practice. Modules 4, 5 and 6
Module 4: System Dynamics
Recognizing the dysfunctional patterns in the organization.
The system dynamics of the value systems of C.W. Graves.
Which systemic context is leading for the customer’s issue.
Predicting and preparing for the resistances in the change process.
The dark side of the different value drives and value systems.
How to deal with ineffective patterns of the current organization that turn against you. You do mini setups per value system.
Module 5: The universal transformation themes and the Transformatrixtm
Recognizing the seven universal transformation themes.
How to determine what someone’s theme is.
How to determine what the theme of a group or organizational unit is.
How you can create a new balance with the Transformatrixtm.
Module 6: Making a change plan, Organizational Science, Systems Theory and Assurance
Part 3: Deepening and causing big. Modules 7, 8 and 9
Module 7: Implementing: Team coaching, working methods and results
Module 8: Increasing your commercial impact
Module 9: Integration, Certification and safeguarding the lessons learned
in English this is an online-program.
The training is carried out by two trainers, Egbert Kinds and Yvon Hoendervoogt, possibly supported by a co-trainer and/or coach.
Costs: € 4950,00 including 15 Values Profiles