The Clemmer Group Presents:

Learn vital executive team and culture development strategies

Drawing from decades of work with hundreds of executive teams, Jim Clemmer will deliver an energizing and information-packed webinar on the critical and intertwined need for leadership/culture development and executive team building. This fast-paced 60-minute session will focus on proven frameworks and best practices that empower executive teams – and their organizations – to develop a peak performance culture.

Many organizations are struggling with rapid change, economic uncertainty, attracting and retaining top people, employee engagement, improving health and safety, and improving customer service.

These pressures are pulling executive teams in all directions. Many teams are crazy busy and overwhelmed by a barrage of urgent operational issues and frantic activity. Sometimes executive teams are conflicted and need help getting back on track. More often, executive teams slip into ineffective “wheel spinning” patterns like priority overload with too many crisis and pressing urgencies, eroding trust and cooperation, communication breakdowns, a daily e-mail deluge, ineffective meetings, or departmental silos.

Common failure factors

Decades of research shows that up to 70% of efforts to improve customer service, quality, safety, productivity, innovation, employee engagement, retain top talent, or introduce new technologies fail.

Like a gnarled root system, common causes of failure are intertwined with personal, team, and organizational behaviors and conditions. A major factor is how the organization’s culture ripples out from the management team leading it. The executive team models behavior patterns that set the tone and examples for the entire organization.

Executive team effectiveness and organizational factors are often rooted in these underlying causes:

• Speed Traps and Tyranny of the Urgent – flooded by e-mails, endless meetings, and crisis management many leaders become reactive micromanagers and lose sight of the big picture.
• Partial and Piecemeal Programs – leadership training, succession planning, customer service, six sigma, safety, talent/performance management, IT systems, and such are disconnected and disjointed.
• Leadership Lip Service – organizational leaders send contradictory messages about core values or embracing change by their inconsistent actions and behaviors.
• Not Building Change Capacity – many change and development efforts fail to engage the hearts and heads of key leaders and frontline staff and don’t energize and equip them to make it happen.
• Teams Not Pulling Together – strong leaders drive change in their “silo” and work at cross-purposes. This undermines both the team and the change/development effort.
• Communication Breakdowns – leadership teams aren’t united in strategic priorities, key messages, behaviors that model the vision and values, and rigorous implementation planning.
• Failing to Follow Through – strategies and development plans can quickly lose focus when they don’t have a robust implementation process engaging key teams with a disciplined follow through process.

Leadership and organization culture are THE critical X factors. “Soft” leadership and culture boosts or BLOCKS strategy, structure, and change initiatives.

More About What You Will Learn and to Register