Organizational Culture Based Leadership
An Organization’s Culture will determine it’s competitiveness, employee engagement, productivity, global effectiveness, and its ability to innovate. Organizational culture based leadership provides the strategy, processes, and more importantly, the attitudes (and the ability to replicate those attitudes) to achieve a sculpted organizational culture.
Leadership and Culture Change
With a small group of key influencers, systematically applying DC based culture building strategies will affect the entire organization to become involved in creating an organizational culture that supports personal success in the process of achieving organizational objectives. The program objectives of modifying perceptions required to intelligently act on creating an ideal work environment to support a superior culture are met through an Experiential Process applying the psychology of self and group over the period of one week.
A SUCCESSFUL PARTICIPANT WILL BE ABLE TO:
DC PSYCHOLOGY BASED TRAINING PROGRAMS
Why More Organizations Choose DC psychology based Training Programs
Directive Communication (DC) is a training and organizational development psychology developed by Arthur F Carmazzi that affects how people act and react in teams and how that affects individual performance. It is a foundational science for influencing team dynamics to cultivate high performance cooperative team cultures and bring out greater individual potential.
Before we can move forward we must know what drives us, how we communicate and the difference between our own reality and the reality of others. Only then can we look outside of what we know to create what is unfathomable.
What areas of your personal character are affecting your success as a leader? By understanding the multiple facets of your identity and the affects of environment, you will be able to inventory existing competencies and how to unveil them in others as well. This Section also includes a 360 feedback using the HDMA to assess the gaps between your perceptions of yourself and the perceptions others have of you at different levels of subordinates, peers and superiors.
You are currently affecting the organization in one way or another. What are the effects of your leadership style in the creation of trust, loyalty, commitment, success…?
Who are you at your best? What are the environmental factors that bring out the best of who you are? What roles do you play when you are at your best, what emotional gratifications do you get and who do you need to be to influence the environmental factors that bring out the best in you and others.
Instilling Vision – The fact is that all employees actually share a common vision, the problem is that they do not realize it. By assisting them to find and focus on the common desire to create a better more cooperative and more respectful working environment as part of overall strategic competency, they are primed to succeed. Using your Ideal leadership Identity and what you have learned about yourself will assist in getting them to believe “It Can Happen” and the by-product is a loyal, more passionate and effective groups of people who are inspired by your leadership
Culture Evolution Catalysts – Once we have an awareness of ourselves and the organization, its communication and its leadership flaws, and we know and act on our Leadership Identity, we can create the foundations to build leaders throughout the organization. These leaders become the revolutionaries that affect others to become more successful in their work and improve competence throughout the organization.
Building Guiding Principles – Learn the process to get employees to create their own rules for achieving a cohesive greater objective while becoming far more passionate about being the best they can be in a working environment that supports their success. Guiding principles help all employees to make effective decisions on their own and in accordance with the culture you are creating… in other words, you don’t need to be their all the time to make sure things are handled the in congruence with what the company represents.