Senior managers and High performers acquire the ability and understanding of DC Psychology to lead and inspire individuals to positively deal with change and affect teamwork and proactive innovation those around them.
As leaders they will develop the skill to win the full commitment of the people they lead. They will learn to apply the Psychology of Team Motivation Clusters to “Predict” Team Performance in this fun Team Leadership and Culture Change session.
Objectives covered during the workshop
- Increase the readiness and ability of leaders and employees to change.
- Transition from manager to leader
- Be inspired and take leadership initiative to make a difference.
- Overcome personal and organizational culture barriers to teamwork
- Create positive change in the environment by making small changes in the behaviours.
- Assess personal attitude and how it can be transformed for successful change.
- Improve cross departmental cooperation.
We have created two sets of assessments for the participants before the workshop .
First, they vent through ORGANIZATIONAL CULTURE EVOLUTION ASSESSMENT NAVIGATOR (OCEAN) – CULTURE BENCH-MARKING Assessment.
This Organizational Culture assessment identifies the specific “Culture Evolution Levels” your organization is at and helps you navigate your culture’s evolution.
Bench-marking Organizational Culture is required to Evolve the current company culture to higher levels of efficiency, engagement and proactive action towards organizational objectives. Get insights to areas that you are more evolved in and define organizational culture directions by measuring what’s working and what is not.
Second, they vent through EDMA – Emotional Drivers (Foundation of the EDMA Psychometric Test for Management) There are eight fundamental Emotional drivers and motivators. Each of these is based on a human psycho-emotional need developed through environmental factors such as family, culture and stage in life. While each of these drivers is present in each individual, they do not have equal importance. They are also achieved in different ways by different individuals in different environments. Every individual has a different order of importance for these eight drivers. We are constantly filling these as emotional gratifications; sometimes in positive ways, sometimes in neutral ways, and sometimes in negative ways. But we are constantly filling them.
The ranking of these drivers can change with time, based on our environment, our experiences, and especially our traumas or strong relationships. They are also affected by loss. These drivers can also be cultivated either positively or negatively by our environment, our culture, our parents, our teachers, and our peers.
Post this participant vent though intense two days of workshop covering below points.
Session one
(required foundation) The psychology of environment – how and why are you affecting people around you and how to take control
Session two
(required foundation) Increasing the circle of Tolerance – this is not theory, this is an actual result in increasing a person’s patience and ability to deal with Other People, Change, and uncertainty in an intelligent way. The benefits include improved better team work, better communication, more trust, more synergy in working together, more proactive innovation, improved attitudes towards the big picture, setting people up for success, leadership applications… This includes applications of Colored Brain (the brain’s genetic Ambiguity Relief Process) and Emotional Drive (foundational motivators). Includes the CBCI assessment (www.coloredbrain.com)
Session three.
Transitioning from Management to Leadership
Session four
No Blame Zone – implementation of a strategy to stop the #1 reason people become less engaged, lose trust in management and become less proactive.
Session five
Leading a high performing culture in uncertainty – this deals with multiple strategies, to harness the uncertainty and change as a means of uniting everyone to be more motivated about creating an “Ideal Working Environment” with more Team work, more cross departmental cooperation and more excitement to conquer anything that gets in the way.
End Session
Creating your Personalized Ideal Leadership Identity and action plan
