We can provide support for groups and/or group leaders in several ways. All groups are different, so there is no “canned” or “one-size-fits-all” approach. We simply have an introductory conversation to see if there is a good fit and what support might be most useful.
There are three basic ways we can provide support. As usual, “the devil is in the details.”
1. Conversations with group leaders to design how the group can use the site and pursue its mission – for example:
2. Conversations with the group as a whole about specific topics or projects – similar topics as above, but addressed by the group
3. Conversations with group leaders or the group as a whole regarding group development and performance – for example:
Email Us ([email protected])
“Do you want to know who you are? Don’t ask. Act! Action will delineate and define you.”
– Thomas Jefferson
Note. Our services are complementary to services that educate and raise awareness. We focus on helping you develop the leadership roles and core strategies required to lead the organizational or community change required for sustained success.
Organizations. For organizations an effective engagement will almost always require effective working relationships with many or all of the following.
Communities. Communities have different structures, and the variety precludes being very specific here. However, it will always be a matter of working with the governance structure, the individuals and groups that lead implementation, and the variety of community stakeholders that need to be engaged in various ways.
“The most reliable way to predict the future is to create it.”
-Abraham Lincoln
Although every consultation is customized, there are four principles that always provide direction.
“Whatever you do, or dream you can, begin it. Boldness has genius and power, and magic in it.”
-Johann Wolfgang von Goethe
Complex or large-scale change, such as DEI, presents leadership with two distinct challenges. The first is in the beginning of the journey. The second is at multiple points on the path as the journey unfolds. There are specific leadership roles and strategies that offer leverage in the beginning. There are specific roles and strategies that offer leverage as the change journey unfolds. There is not a hard boundary between “beginnings” and “on the path”, but they are different.
Scenario #1 In the Beginning – “Beginnings matter – a lot”
There are ten key questions that can guide leadership in the beginning of a DEI journey. A good start is critical for both direction and momentum. It is extraordinarily difficult to recover from a poor start.
Scenario #2 On the Path – “We always ‘learn the way’ in major change journeys
There are eight key questions that can guide leadership at different points on the path. The critical success factor is aways finding the leadership leverage as the reality of the journey unfolds.
Every consultation is customized but based on solid models. There is no effective “cookie-cutter” approach to leading change. Success is always found in adapting a change model to (a) the specific nature of the change and (b) the organization or community. Our model uses six leadership roles, each with three cores strategies.
We can also work with other change models to ensure continuity if another model is already used by the organization – as long as it is compatible with our model (most are).
The Visionary
The Architect
The Catalyst
The Guide
The Builder
The Integrator
A Note on Leadership Leverage. All of these strategies are high leverage, but that leverage will vary from change to change and throughout the journey. The key is always (a) customizing the roles and strategies to match the organization or community and the nature of the desired change; and (b) to keep checking on progress to continue to manage how the strategies are being implemented.
Just get in touch and have an initial conversation with us about:
Email Us ([email protected])
“Change does not roll in on wheels of inevitability, but comes through continuous struggle.”
-Martin Luther King, Jr.