A Process That Deeply Connects To “The Way We Do Things Around Here”
Leadership Beyond Limit’s unique process combines three important ingredients, customized in a potent mixture to meet the needs of each organization.

The first ingredient is the latest research from the science of Positive Psychology, the science of maximizing human potential. This science offers three pathways to well-being that bring vitality to individuals and organizations.

The second ingredient is the generative power of Appreciative Inquiry; a process and a philosophy based on the principle that a positive future reality can be created collectively. An organization’s employees are elevated by sharing what’s right with the company, creating a fertile environment for envisioning and implementing a positive future culture.

Finally, the third ingredient is values-centered Cultural Transformation Tools that connect measurement to culture shaping. These Tools are built on the foundation that individuals and organizations evolve through stages of development and the goal is to continue to enhance the evolution.

Some organizations may be tempted to employ “culture light.” Light processes fail to attach the transformation to the business strategy or a compelling future vision, fail to authentically engage the organization’s stakeholders and fail to measure progress. Most importantly, light processes keep leadership development at surface levels. Leadership Beyond Limit’s process goes DEEPER to root the transformation in the behaviors and actions of the people who are the organization.
 

Go DEEPER – Define culture position
We begin by working with an organization’s leadership team to define the cultural position from their perspective. Through an on-line survey, the team receives an abundance of useful data that provides insights into their own personal values, where the team collectively sees the current culture and how the ideal culture might look.

Through a team exploration session they discover what cultural pitfalls prevail and explore what their role might be in addressing them. The data fuels team discussion about their readiness for the cultural transformation process. Participating in this stage of the process provides valuable information to the team that will guide future actions and interactions among themselves and the organization at large.

Through this session the team learns to link culture to their balanced scorecard as a business imperative- not a standalone initiative. The team clarifies the values that must be lived to achieve their most desired culture as well as define the purpose of the organization. This discussion initiates a unifying dialog that amplifies conscious responsibility for creating their desired culture and enhancing business performance.

If the leadership determines that they are prepared for cultural transformation, the team will engage the entire organization in defining the organizational culture through a quick on-line survey. This action adds depth to the original cultural data and provides a baseline for on-going measurement of cultural capital.

Go DEEPER – Engage the workforce

Few, if any, forces in human affairs are as powerful as shared vision.  –Peter Senge

The Towers Perrin survey also indicated that employees desire appropriate decision making authority. Our process invites participation from all stakeholders in the culture development process. Through an Appreciative Inquiry Summit a stakeholder group builds on what is best about the organization, its positive core, to create a compelling future vision. The group synergy breeds creativity and a buoyant collective spirit that stems from reflecting on the positive core and imagining the future societal contribution. Employees want to know that their work has meaning and that meaning is amplified when combined with an awareness of their own personal values.

Go DEEPER – Review progress and adjust the plan
Successful organizations develop a continual process of evolution involving change and transformation. Equally important is the relationship between culture and the balanced scorecard. The process is supported through review, assessment and adjustment of values and modification to the implementation plan. Cultural Transformation Tools support the on-going review and measurement of cultural capital to ensure maximum effectiveness and to avoid cultural complacency.