CORPORATE WINNING CULTURE.
The winds of change have been blowing through the corporate world as many organizations attempt to transition into the brave new world of the 21st century.
Many new “territories” have presented themselves to the leadership of the corporate world, whether it is in business, civic, professional or religious corporations.
Each of these corporate expressions is at present struggling with the new paradigms being suggested by the prophets of the new millennium.
Some leaders of existing corporations have simply shrugged off all this talk of new horizons and new strategies etc. as being just another fad or sales gimmick.
To be honest much of the current global meltdown is the result of poor corporate principles of management and few restructures to eliminate past debt will not solve the inherent weaknesses found within our current management mindset.
The success of my Corporate Winning Culture training is based upon a different set of values and a totally different methodology of implementation.
Let me explain.
1. THREE COMMON EXPECTATIONS
Most corporations have been programmed to expect positive results based on the following three criteria.
A/ PERFORMANCE / PRACTISES
B/ PRODUCTIVITY
C/ PROFIT
2. CURRENT METHODS OF ACHIEVEMENT
A/ PERFORMANCE Performance is addressed by focusing on skills and practices. If we can train and sharpen the skills and practices of the people who do the work we will get better results.
B/ PRODUCTIVITY Raise demands for higher output. The next strategy by corporations wishing to increase profitability is to demand higher yields from the people producing the goods.
C/ PROFIT Lastly the corporation then resorts to reducing overheads and increasing prices to expand profit margins.
3. BASIC FLAWS OF ABOVE SYSTEM
A/ Cannot consistently sustain long term high yield results.
B/ Puts the responsibility at the wrong end of the authority chain.
C/ Puts performance and profit above people.
D/ Makes performance and production the task masters.
E/ Casts management as the taskmaster and therefore the enemy.
4. THE CWC SOLUTION
CREATE a CORPORATE WINNING CULTURE
My system of training is so simple and yet so unique that most corporations overlook it in the search for more complex solutions. We simply create a team culture, effectively putting the focus back where it belongs.
CWC creates a culture in which every member of the team accepts personal responsibility for the end result.
CWC puts the focus clearly on the people who make up the team, and on the corporately held team convictions.
5. HOW CWC WORKS
1. We identify 5 essential convictions for corporate success.
CWC is built around five essential convictions – which form the foundation for every other system and practice within the corporation.
These five essential convictions are uniquely formed to appeal to every person on the team. There is a personal desire in all members of the corporation to embrace these five convictions, as they are essential to success in any arena of life.
2. We tailor these convictions to be industry specific.
CWC is tailored to each specific industry so that the systems and practices required are founded on the five core convictions yet expressing the uniqueness of each industry.
3. We begin all training at the TOP.
CWC has a number of non-negotiables that guarantee its success. One of these non-negotiables is the commitment to the CWC team culture from the top of the organisation.
One of the primary reasons for this non-negotaiable is because of our three part cord training methods.
Consider how we develop our culture in your corporation.
A/ MENTORING Every leader must be personally committed to the five essential convictions as a personal lifestyle and be prepared to mentor his next level of leaders under them with the same convictions.
B/ MONITORING Every leader will be trained to monitor the progress of their team. Monitoring is not a paper trail of reports. These have never worked and never will.
Monitoring involves self-assessment and consultations with the team members. It is a coaching system with personal responsibility being on the team players themselves.
C/ MANAGING Every leader will be taught how to manage the development of CWC. Nothing ever just happens. Whatever the convictions or principles being espoused, they must be reinforced over and over again until they are caught by each member of the team.
The monitoring and managing of the process will determine how quickly a CWC can kick in and start to bear its own fruit.
4. We develop a strategy for total team training.
CWC then provides a strategy formed in consultation to most effectively create the culture and effect we are looking for. Note: most winning cultures take at least three years to really show their true effect, however positive results begin to be seen in as little as three months after inception.
5. We implement training and modeling routines.
CWC is committed to providing the best trainers and equippers available. This is a unique training approach to corporate success, and our training requirements for our CWC mentors are very stringent. This ensures that you are mentored by people who are very capable, and who can effectively create a whole team culture.
Modeling is a major part of the CWC system and so we train our key leaders in all forms of modeling to reinforce the convictions embraced by the team.
6. We commit to a culture creation “period & process.”
Even though results will be seen after just a few months, we commit together to a CWC period of time. This can be a minimum of one year and then reviewed, or more effectively a commitment for a three year period of consulting to most effectively establish a CWC that will continue in your corporation.
It is also very important to note that the process of “culture creation” is critical. Normal training by lecture and information dissemination will not work in establishing convictions. We utilize very innovative processes in helping our team partners to embrace the convictions as their own.
Brilliant article. And better still, we get to see you model this at Kings. Love it