Integration
The ORGAN Leadership Journey, as part of a comprehensive leadership development program, achieves its greatest impact when seamlessly integrated into your company's development landscape. The following points have proven to be useful:
Supportive Communication
The ORGAN Leadership Journey is a three-month process. Having dedicated contact partners on both sides has proven effective in ensuring seamless integration and coordination
Integrated Approach
The ORGAN Leadership Journey can be effectively combined with your existing leadership development modules. By aligning content and process, we increase the impact.
Cultural Alignment
The ORGAN dimensions include a cultural aspect. Does your company lean toward a more focused and competitive leadership style or a more open and strength-oriented approach? Background knowledge about your existing and desired culture is essential for content alignment.
Briefed Coaches
Current issues are the subject of our case discussions. We work with you to brief our assigned coaches on the current challenges your leaders are facing. You also have the opportunity to define specific focus areas, such as retention of key team members, expectation management, leadership role awareness, and more.
Strong Kick-Off
The ORGAN-App provides participants with information and guidance throughout the process. Based on our experience, a strong kick-off supports the success of the project. This is where the goals your company wants to achieve with the Leadership Journey are communicated. The kick-off can take place either online or in person. It is conducted jointly by a senior executive of your company and the ORGAN Project Manager.
Efficient Execution
The ORGAN Leadership Journey has the greatest impact when it is completed within the designated time frame of three months. This requires a high level of commitment from participants, guidelines for dealing with obstacles, and support from senior leadership. Benefit from our proven approach. We are happy to advise you.
Transfer Workshop
Once a larger group of leaders has successfully completed the process, it is advisable to conduct a meta-level evaluation. Possible questions for discussion may include: "Where do we have a common understanding of leadership, and where not yet? What issues arise among lower-level managers whose causes are inherent in the system or lie at a higher level? What ideas for improvement were developed while working on the cases that others can also benefit from?" We offer to facilitate such a transfer workshop for you.
Evaluation
Evaluation and integration go hand-in-hand. If you have chosen for our subscription model, we will incorporate improvements directly into the next cycle. We evaluate the process and provide you with feedback on the results. We gladly include your specific questions in the evaluation.
Case Study: Integration
A fast-growing company has several development programs for junior managers. The willingness to take on responsibility is rather low. It is common to work from home. The turnover rate is high.[…]
In collaboration with the company, ORGAN establishes a development architecture. The ORGAN Leadership Journey is seamlessly integrated with existing development tools. Due to the more playful nature of the 360° feedback, the Leadership Journey profiling is chosen as an entry tool.
In a pre-workshop with HR, employee retention is identified as the most pressing challenge. In a kick-off session, a senior representative of the company presents the ORGAN tool and the goals the company wants to achieve with it.
The next day, all 40 participants receive an invitation link for feedback. Each participant invites 5-8 feedback providers and assesses themselves.
In one-on-one sessions with the ORGAN coach, the feedback results are related to everyday situations, and individual goals are set.
During the peer-group coaching sessions, the coach ensures that the topics discussed are examined for their relevance to employee retention and that insights are drawn.
In the concluding one-on-one sessions, individual learning experiences are reflected upon, constructive steps are defined, and additional links to potential further development modules are discussed.
The final transfer workshop with all participants reveals that the executives are struggling with a paradox: Externally, the company presents an open, empowering, and cooperative culture. In their operational activities, team leaders are expected to show focused, competitive behaviour. Strategies are developed together to balance this contradiction.
Let Us Advise You
We would be delighted to give you a deeper insight into our work and offer our advice on implementation in your existing executive development landscape.