Let’s get strategic about the #1 question for anyone who advances the common good:
If you’re drawn to the idea of creating a more opportunity-oriented and expansive culture in your organization or cause … an environment that supports raising more significant money and making more of a difference … how do you set the stage for such a breakthrough?
The folks we get to work with have shown us three models that have proven successful time and again. So here’s a quick outline that could be useful to you in sorting through your choices.
1. Focus on an individual leader or center of influence.
This is the approach of most “leadership development” programs. And it was my main focus for many years, as leaders came on their own to my workshops. I’m amazed with what they’ve done (and still welcome people to attend by themselves, since some prefer the retreat quality of the experience).
This model is a low investment that can have a big payoff. Still, there are limits to what even the most capable person can do without more structured support for the circle around them. Which brings us to the second option …
2. Develop a small team to carry the banner.
This could be a traditional “leadership team,” a department, or a diagonal slice of the organization (across levels and functions). Whatever its composition, the aim is to develop a critical mass with a shared approach and commitment — a small circle of folks who can continually nudge the organization’s culture in the desired direction.
I’ve seen this work when small teams have come to mixed workshops and when I’ve delivered on-site programs. Something exponential happens when even just a few more people are engaged in the cultural shift.
Still, some want more rapid and widespread results, so they look to ..
3. Engage a large slice (or the whole) of the organization.
This can look like an organization-wide series of learning programs, retreats, communications, conversations, etc. Here we find the highest potential for a significant lift to a new level. (And the highest risk, to be frank, so get some wise counsel before plunging forward.)
Most organizations engage consultants for this sort of thing, and it can get time-consuming and costly. But bringing a proven approach or program in-house (as we’re making possible with the certification program that prepares your people to lead their own workshops) can be even better to build true ownership of the process and outcomes, while leveraging your investment.
Since you’ve gotten this far: Does this quick outline open up any new possibilities for something you’re working to advance?