Sequencing:
Start with the following “familiar” concepts:
- “Ownership” attitude: Participants look into their own past experience to pull out situations. Share.
- Objective & Goal Setting.
Managing through accountability:
Participants look into their own past experience to pull out situations. Share.
Self Awareness Module:
determine
(1) Own strengths
(2) own values
Explore how these could be matched with
(1) Organisational objectives, current responsibilities
(2) Organisational values.
Finally, make the foregoing workshop concepts and discussions flow into some of the “Coaching behaviours” proposed as part of the desired Management perspective shift for our times.
- Creating Trust– Openness, being on the same page, empathy.
- Powerful listening- facilitative, collaborative, engagement of others in addressing complex issues.
- Learning attitude- Passion, energy, humility.
- Inspiring questions-open up thinking about possibilities rather than continue on the tried and beaten path.
- Acknowledgement- shift from praising visible efforts to acknowledging intrinsic positive qualities and behaviour.
Holding other person’s agenda:
Empower members to take initiative from a position of energy and competence.
A set of exercises, visualisations and role plays are used to encourage participants to “Think out of the box”, to explore, to visualise, to deliberate on the above issues.
Expected Session take-aways:
A better appreciation and willingness toembrace the above attitudinal and behaviour changes
Survey Questionnaire
Dear Respondent,
I have undertaken a research to determine the competencies and skill set that are needed to navigate today’s fast changing corporate environment which increasingly require individual empowerment, creativity and performance coupled with rapid response.
As a senior management professional with long years of experience in the business and corporate arena, your thoughts and inputs would add great value to my study. Could I therefore ask you to take a few minutes to reflect and fill this questionnaire?
I highly appreciate your support in the matter.
Yours Sincerely
Shakti Ghosal
| Sr. Competence Area | My Rating | ||||||
| No. | Strongly | Strongly | |||||
| Disagree / | Agree / | ||||||
| Not | Very | ||||||
| Relevant | Relevant | ||||||
| 1 | 2 | 3 | 4 | 5 | |||
1 Transparency, genuineness and accessibility -qualities linked to Trust and connection can achieve better results than systems& controls.
2 Changing your approach to listen more with empathy rather than offering advice can empower and improve team performance
3. An enquiry and learning based organisation culture achieves better decision making and goal achievement than an instruction and system based approach.
4. Asking Inspiring Questions is superior than managing by top- down direction & control
5. Acknowledging strengths and achievements achieves better performance than appraising and supporting areas of weakness/ shortfall.
6. Holding the other person’s agenda can be a great alternative to objective based advice towards achieving organisational goals.
| Sr. Competence Area | My Rating | ||||||
| No. | No. | Strongly | |||||
| Disagree / | Agree / | ||||||
| Not | Very | ||||||
| Relevant | Relevant | ||||||
| 1 | 2 | 3 | 4 | 5 | |||
7. Creating awareness can influence opinions and motivate behaviour of team members in a better manner than communicating on a “need to know” basis.
8. A comprehensive planning and goal setting ideas in a decentralised manner to achieve organisational objectives.
9. Managing organisational progress through task accountability achieves better results than a more freedom of choice approach.
Name:
Organisation: Date: