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    Culture Change

    Culture change is where we do our best work. Our process has three stages over a three-year period, but we can customize any of the stages (including offerings and length) to suit your needs.

    We also believe culture change requires moving in groups (if your company is big enough).  The “early adopters” who hold the beliefs and see the value of servant leadership go first, building momentum and reinforcing the principles for others. This brings about fundamental change very quickly.

    Quite honestly, servant leadership development is a long-term journey, with many phases of development along the way. This is where we feel you’ll get the most impact and ROI and ROE.

    THE THREE STAGES

    Pre-Implementation Stage

    Before you consider a partnership with us long-term, there’s a lot you need to do on YOUR end first. Here’s what we recommend:

    • Establishing a vision at the highest level of your organization to be a servant leadership culture. The executive team must see it enough to pursue it strategically.
    • Defining it so that there’s common language. Ask yourself, “what is a leadership culture for us?”
    • Taking the pulse of your employees and managers about the vision for culture change. Is there buy-in?
    • Communicating your vision across all levels once there’s agreement.

    PHASE 1: EXECUTIVE TEAM RETREAT

    Timeline: Year One

    The executive team and Human Resources (as well as selected high-level managers, Board members and other stakeholders) will begin their immersion into servant leadership by attending an in-depth, experiential, two-day training and facilitation-style retreat.  (limit 20).

    PHASE 2: ASSESS EMPLOYEE ENGAGEMENT 

    Timeline: Year One

    We utilize the proven Gallup Q12 Engagement Survey as a starting point to assess your enterprise’s leadership and management’s ability to engage their employees at a high level. We then present the results to your executive team and consult on next steps.

    Gallup's Employee Engagement Q12

    PHASE 3: BUILDING AWARENESS AND CONSENSUS

    Timeline: Year One

    Over the next few months, the servant leadership concept will be introduced across the enterprise (via informal meetings with small groups of leaders (onsite), weekly/monthly teleconferences, and private phone calls per request. This stage is used for educating on the principles and process.

    This “soft launch” helps with getting buy-in, acclimating managers, building confidence and earning the trust of your leaders. We will raise awareness, share research and best practices, answer questions, address concerns, build consensus, and ease them into the practices and methodology.

    Executive teams and HR will assist us in acclimating the first group into our next phase — the implementation. 

    Implementation Stage

    PHASE 1: FEEDBACK

    Timeline: Year One

    We administer the Organizational Leadership Assessment (OLA) to assess the current organizational health of the whole company from the perceptions of three tiers of the organization — executive, middle management, and staff. The OLA framework is based on the six principles of servant leadership we will be presenting in Phase 2. 

    PHASE 2:  FOUNDATIONAL SERVANT LEADERSHIP TRAINING (onsite)

    Timeline: Year One

    Your leadership team will now have the confidence to immerse in the formal  servant leadership training program as part of your overall leadership development strategy.

    This kick-off event will be an intensive, engaging, highly-participatory and interactive two-day event that finalizes Year One. Click here for a download brochure of the full training in detail.

    PHASE 3: EXECUTIVE COACHING + ACCOUNTABILITY PANELS

    Timeline: Year Two

    This stage is used to maximize each identified leader’s personal and professional growth as a servant leader to meet organizational needs.

    • Executive Coaching: In order to eliminate gaps and measure results, bi-monthly or weekly 60-minute sessions will take place to accelerate learning throughout the duration of this engagement.
    • Accountability Panels: As part of your coaching process, S.M.A.R.T. goal-oriented peer panels are set up to provide additional support to keep you on track with your leadership development journey.

    Click here for the full spectrum of these two stages, as outlined in our Servant Leadership Implementation Process brochure.

    PHASE 4: MEASURING CHANGE GALLUP Q12 ENGAGEMENT SURVEY

    Timeline: Year Two

    We will bring back the Gallup Q12 Engagement Survey to re-assess engagement levels per manager after  the coaching and accountability panels engagement is complete. We will then present the results to your executive team.

    PHASE 5: MASTERMIND GROUPS

    Timeline: Year Two

    Weekly or monthly 60-90 minute sessions combine peer support, facilitation, and accountability for results.

    Click here to read about our Mastermind Group, as outlined in our Servant Leadership Implementation Process brochure.

    PHASE 6: REINFORCEMENT WEBINARS

    Timeline: Year Three

    To continue reinforcing the foundation for Servant Leadership and increasing your capacity to lead with excellence, we review the six key practices of servant leadership in monthly, on-demand, 60-minute webinars.

    Click here to download our Servant Leadership Foundational Training brochure for details of our reinforcement webinars.

    Post-Implementation Stage

    PHASE 1: MEASURING CHANGE WITH THE OLA

    Timeline: Year Three

    We will now bring back the Organizational Leadership Assessment (OLA) to re-assess your  organizational health based on the six principles of servant leadership. The culture of engagement should be in full swing by this time, with the needle clearly moving.

    PHASE 2: MEASURING CHANGE WITH GALLUP Q12 ENGAGEMENT SURVEY

    Timeline: Year Three

    We can also bring back the Gallup Q12 Engagement Survey to re-assess engagement levels per manager to see the effectiveness of the servant leadership implementation process. We will then present the results to your executive team.

    With a suite of tools and methodologies now in place, we can then discuss follow up strategies. Possible strategies can include hiring for a servant leadership culture, interviewing for a servant leadership culture, and other customized solutions as needed.

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    Ready for change? Contact us today to schedule a discovery call – this one’s on the house. Let’s explore new possibilities together.