Core Principles

Have-Do-Be

To have the outcomes or results an organisation, a leader or teams want, people are encouraged to consider what kind of leader they are willing to BE; we enable people to take responsibility for managing and directing their moods and their mindsets to impact positively on the results they cause. We encourage them to consider how effectively they use time, manage interactions and make decisions, we enable them to intentionally choose to DO, or take on the most appropriate behaviours, tasks and activities, or skills required to deliver the results, they, their teams and their organisations want.

Our blended learning journey’s are designed to awaken and enrol four distinct parts of a whole person; the body, mind, heart and spirit this enables leaders to better sense, presence and realize their potential at work. We appeal to and develop the emotional states, mindsets & behaviours underlying the 4 key multiple intelligences - IQ, TQ, EQ and SQ:

Whole person approach

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We customise the U Process to effect systemic change in our high gradient top team alignment and leadership blended learning journeys. We create top team RETREATS, over a period of several days that allow leaders to safely and constructively DOWNLOAD what is occurring for them. To become cognizant of their useful and less useful thinking, feeling and operating patterns. They then ATTEND to what is really going on for them, their teams and their organisations, in effect, really understand & DEBATE the business ‘game’ they are currently operating in. Through a facilitated DIALOGUE process, we support them to safely express and let go of their fears around what’s really going on and see the ‘game’ with fresh eyes. We then support them to hold the space for new possibility or ‘game’ to emerge. We facilitate and clarify a new INTENT or vision for an innovative business or system prototype. They effectively invent and choose a new business ‘game’ which is then supported by a strategic implementation plan.

The 'U' process

Adaptive mindset

We enable leaders to be adaptive by developing a mindset that enables them to be both on the BALCONY (to perceive things systemically and strategically) and in the DANCE (to be tactical and specific). They are encouraged to develop thinking strategies that simultaneously to track, monitor and cause intentional change. They are able to really notice what is ‘really going on’ for either themselves, their teams and for others & are willing to adapt & resolve issues accordingly.

Above the line mindsets and behaviours

When faced with a negative or challenging situation, people tend to operate from auto-pilot; they make habitual reactive responses that often include aspects of blame, justification and denial; these are called ‘below the line’ reactive responses. They usually embody the passive and aggressive defensive styles of the LSI. These occur because people are wired to go into FIGHT/FLIGHT/FREEZE modes when they feel their personal safety is at risk. However, this is not useful in effecting change or in delivering individual, team or business outcomes. We work with leaders and teams to effect positive and constructive change and adopt an ‘above the line’ mindset, we encourage people to be mindful, to operate from FLOW and to see themselves as ‘cause’ and to intentionally choose to be proactive in their responses.

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Our blended learning journeys follow the key stages of learning or change; we shift leaders and teams from being unconsciously unskilled; not knowing what you don’t know, to BEING AWAKENED to this so that they move to the next stage, which is being consciously unskilled. This stage sees people open up to acquiring new mindsets, behaviours & skills. They are encouraged to consciously practice these, to be open to making mistakes which then moves them to the consciously skilled and integration stage. Being unconsciously skilled is the desired end state from which further distinctions can occur.

4 stages of learning

We work with Jon Katzenabch’s definition of a highly performing team and build customized blended learning journeys to establish clarity of purpose, roles, processes and trusted relationships. We also focus top team alignment journeys on ‘bringing to life’ Patrick Lencioni’s expert team model by building the foundations of great trust, courageous conversations skills, great decision making, meeting, communication and problem solving processes, we enable team members to powerfully commit to the delivery of team outcomes and establish practice for being accountable and for holding others to account.

Definition of a highly performing team