Dr. Stefan Fries | change factory GmbH | Im Alten Fruchthof | Gotzinger Straße 52b | 81371 München Fon +49 (0) 89 / 76 73 66 - 0 | Fax +49 (0) 89 / 76 73 66 - 100 | [email protected]| www.change-factory.de Leadership Development by change factory December 2014
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Dr. Stefan Fries | change factory GmbH | Im Alten Fruchthof | Gotzinger Straße 52b | 81371 MünchenFon +49 (0) 89 / 76 73 66 - 0 | Fax +49 (0) 89 / 76 73 66 - 100 | [email protected] | www.change-factory.de
Leadership Development
by change factory
December 2014
The change factory
at a glance.
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The change factory is a partner-driven company for “Leading the People Side of Change“.
We are focused primarily on two value-added client needs:
The effectiveness and sustainability of change
Increase the ability and effectiveness of managers and employees for the future.
We have two principal business areas:
Leadership Development: for all levels, strategically focused, effective over the long-term
Change Management Consulting: From Kick-off to change “architecture”, to mobilizing employees, communications planning and follow-through, to qualification.
Our capabilities are a product of the collective skills and experiences of our team of approximately 30 international colleagues.
We offer pragmatic solutions, and we accompany the projects through the successful completion of the implementation.
Our headquarter is in Munich, but our work for our clients takes us all over the world: For companies both large and small, within all industries.
For every project, we use a wide combination of methodologies to combine the right hard factors (business-driven elements and metrics) with the right soft factors (psychological, political, social).
The change factory at a glance
We as company “Leading the People Side of Change”
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The change factory at a glance
Our main business areas
These two business areas, we have placed our focus on ...
Change Management
Consulting
Leadership
Development
... in addition, we also master the classic tools.
Coaching Consulting Facilitation Training
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The change factory at a glance
Our trainer have the key competences to work with your people
Professionalism through many years of training experience
Enthusiasm, even when working with skeptical people
Excellent teaching & coaching skills
On eye level with senior participants
Personal leadership experience
Knowhow to get people out of their comfort zone
Sound facilitation blended with high empathy
Intercultural experience
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The change factory at a glance
change factory leadership development is like a Swiss Knife
multi language
intercultural
team and
individual
coachings
from 1 day to multi-module
leadership development
programs
state-of-the-art
methodology/
formats
horizontal &
vertical
development
Simple, yet effective
Multipurpose
No unnecessary "bells & whistles"
Providing state-of-the-art "tools”
for agile leadership
Practical and "ready to use"
Proven usefulness over
many years
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The change factory at a glance
Some project examples of our work.
Program Customer Timeline Structure
Number of
implementations
Development and implementation of a
management development program for young
and experienced managers in shop-floor and
administration functions
Energy
Dax 30
since 2005
3 Modulesà 2 Days
More than150 groups
Design and development of an international
learn-to-lead program for young leadership
talents.
Consumer goods
Dax 30
since 2005
3 Modulesà 5 Days
More than10 groups
Development and implementation of an
international leadership program for project
managers
International
management
consultancy 1st tier
since 2004
Basic & Advanced
More than30 groups
Development of an excellence program and
training of the entire second level of
management
Intern.
Telecommunication
1st tier
2003 -2004
3 Modulesà 2-3 Days
More than4 groups
Design and implementation of an executive
development program for middle management
and young leadership potentials
High Tech
1st tier
since 2010
2 Modulesà 3 Days
More than15 groups
Design and implementation of a winter school
for the topics of strategy, processes, and
change for the second level of management
Service Provider
MDax
since 2010
1 Moduleà 4 Days
4 groups
Examples
Our understanding of
leadership development.
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Interact with more and different people and cultures
Have different roles
Solve more complex issues
Learn constantly
Develop people
Increase your scope
Lead change
Handle polarities and dilemmas
Work with ambiguity
Flexibly adapt to new situations
Etc.
Our understanding of leadership development
Leaders in our times face new challenges . . .
Handling complexity is key, but leaders feel not really well prepared
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Our understanding of leadership development
Therefore, leadership development has to become different
20th-century leadership development
course-driven
21st-century leadership development
outcome-driven
1. Learning in artificial groups (classes) plus Learning in real work groups
2. "Time-out" apart from work flow plus Infusing learning within work flow
3. Time-limited plus Time-elastic
4. Indirect learner accountability plus Direct learner accountability
5. Informational/technical plus Transformational/adaptive
6. Seeking transfer of learning plus Starting at transfer
7. Serving team leaders plus Co-teaching with team leaders
8. Tight boundary between learning personnel and
line personnelplus Loose boundaries/adjunct faculty
9. Loose connections to overall corporate strategy plus Tight connections to strategy
10. In prep for an initiative plus In support during an initiative
Source: Robert Kegan: "Immunity to change"
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Our understanding of leadership development
It has to cover a variety of topics
Leading
myselfLeading
others
Leading
the business
Mindfulness
My values/attitudes/assumptions
Intercultural Management
Trust building
Personality types
Ego development
Team dynamics
Personal vision
Change
Manage-
ment
Motivation
Conflict management
"Big rocks"
life priorities
Leadership styles
Diversity
Goal setting and agreement
Communicating effectively
Thinking
Doing
Innovation
Leadership: role and tools
Leadership principles
Strategic ManagementPHQ
PTM
Value Creation
Thinking in process
chains
Giving Feedback
Virtual Leading
Corporate culture & values
Competency
clusters
Social
Competencies
Being Entrepreneurial
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Our understanding of leadership development
Most of all, it has to act on two distinctive learning levels
Add more …
Knowledge
Skills
Know-how
Techniques
Methods
Models
Tools
Facts & figures
. . . is like adding new data
and applications to your PC
Gaining flexibility / agility
More empathy / compassion
“Zooming ability" to gain broader view and then
focus for action
Integrating different perspectives
Holding multiple views
Complexity handling
Handling ambiguity
Integrating hard and soft facts
“Both…and" attitude instead of "either…or"
Moving more things from subject to object
. . . is like upgrading your "operating system"
Informational learning
Transformational learning
Our approach.
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Our approach
We tailor programs for your specific situation
Draft concept
Target Group Attributes Stakeholder ExpectationsStrategic Challenges &