The Dilemma:
 
The root cause for most failed change efforts is siloed thinking that continues unquestioned.

Does this model look familiar?

When we divide work that belongs together what grows is internal competition, poor handoffs, customer dissatisfaction, and employee frustration. Structure and process issues are misdiagnosed as people issues, and the pattern continues.

The Potential:
Focus,
Identify,
Engage,
Sustain
 

FOCUS on areas of priority to the business

IDENTIFY opportunities to unleash performance and accountability

ENGAGE the appropriate people in the organization to deliver collective results

Connect people across boundaries to boost customer satisfaction and profitability and establish collaboration as a norm
 
Make trade-off decisions that can make or break your bottom line
 
Develop capacity to remain productive in the face of uncertainty and ambiguity, anticipating and addressing cross-functional issues in real time
 

SUSTAIN performance in an environment where people and performance thrive

The Solution:

THE FIVE LEADERSHIP PRACTICES™ FRAMEWORK
 
The Five Leadership Practices Framework provides the scaffolding on which people can move back and forth to discover the connections and
disconnects that naturally occur in a dynamic environment. They also help uncover ways to build the capacity to collaborate as needed. It’s a common-sense approach that can ultimately become common practice in your organization.

LEADERSHIP PRACTICE #1:
Ensure purpose is both actionable and meaningful

LEADERSHIP PRACTICE #2:
Establish connections that matter to organization-wide results

LEADERSHIP PRACTICE #3:
Make trade-off decisions to optimize overall results

LEADERSHIP PRACTICE #4:
Develop real-time capacity to deal with disruptions and disconnects

LEADERSHIP PRACTICE #5:
Unleash performance and accountability for organization-wide results and the relationships that matter to them.