Second Level’s approach is to assist you to;
CREATE your own map to success.
DEVELOP a strategy to create the framework flexible enough to add to or remove pieces required.
GET key players working together to ensure the organization gains traction on the real issues, problems and opportunities that fundamentally drive the business.
EXECUTE strategies that gain employee buy-in critical to success. By using various assessments and interview process we are able to focus in on and prioritize a customized agenda. The process brings together diverse points of view and competing priorities.
THE SOLUTION
SECOND LEVEL CONSULTING works with individuals, groups and organizations to discover the hidden mechanisms that prevent them from achieving goals and making the changes needed to cope with increasing complexity.
Once these self limiting mindsets are discovered organizations are ready to build systems that overcome previously hidden barriers to achieving greater success.
Current organization development models provide businesses with new structures that allow them to operate in new ways. What they fail to address is the human software that runs the organization. These models expect that old ways of thinking and operating will change simply by introducing new systems.
The resulting difference between expectations and desired results, caused by the gap between human software and the current operational model, can be most effectively addressed through our Emergent Spiral Technology Process.
HOW TO BUILD TEAM PERFORMANCE
Step one: Identify core strengths and talents.
Step two: Identify current readiness for change.
Step three: Identify work group/organizational priorities, value and preference for change.
Step four: Identify individual/group goals.
Step five: Identify and overcome competing commitments.
Step six: Shift from drama to empowerment in all interactions.
Step seven: Learn a new language for interactions with all Stakeholders.
SECOND LEVEL CONSULTING ORGANIZATIONAL OFFERINGS
By using various assessments and interview process we are able to focus in on and prioritize a customized agenda. The process brings together diverse points of view and competing priorities.
STEP ONE: IDENTIFY YOUR CORE STRENGTHS AND TALENT
We all have natural talents and strengths which can be, and are, different from those with whom we work. Being able to identify those strengths within a group setting allows everyone to see what each person is best at thereby removing false expectations and barriers between members and creating a stronger organization.
STEP TWO: IDENTIFY YOUR CURRENT CHANGE STATE
Do you or your group find yourselves in a place where thinking changes with conditions and realities. If so, are you able effectively deal with barriers? Do you lack insights to explain what is happening or are you making excuses, rationalizing the status quo? Are you or your group unable to recognize barriers or overcome them, threatened by change, fighting to stay put?
In order to effect the change that needs to happen, leaders must identify the state in which an individual, and or, the collective find themselves.
STEP THREE: IDENTIFY YOUR WORK GROUP/ ORGANIZATIONS PRIORITIES, VALUES READINESS AND PREFERENCE FOR CHANGE
What are the most significant factors affecting the future successes of your organization in today’s global economy? Do you understand the deep psychological patterns that determine how people think and impact all aspects of the work group and the organizational alignment? Who are the individuals within your organization that prefer to work within the existing paradigm and who are the transformational leaders who are able to work within new paradigms, assumptions and structures?
STEP FOUR: IDENTIFY YOUR INDIVIDUAL/GROUP GOAL AND OVERCOME YOUR COMPETING COMMITMENTS
Goals are easily set and just as quickly forgotten. But what if you, your work group, or organization were able to identify those goals in which there is a genuine need or desire versus an ought to or should? We believe that identifying such goals is the first step to achieving them.
In order to make positive long lasting change and achieve the desired or needed goals, each individual, work group or organization must be able to uncover the hidden commitments that prevent them from doing so. In order for any goal to be achieved there must be an adaptive change that takes place rather than the normal technical change that we have been induced into utilizing. Such a change might work for a short amount of time but rarely brings about long lasting change.
STEP FIVE: SHIFT FROM DRAMA TO EMPOWERMENT
Does your organization ever seem to be caught up in drama? Many of us operate from a problem orientation. At Second Level Change we assist individuals in shifting from problem orientation to outcome orientation; from drama to empowerment; and from victim to creator.
STEP SIX: LEARNING A NEW LANGUAGE
How people talk about each other and about the organization is a good indicator of the health of the organization and its culture. At Second Level Consulting, we teach all stakeholders how to create, maintain, and continue to upgrade language in healthy and positive manner. Used within an organization, this new language will help support one another and the organization.