THE BIG SHIFT...How Managers Become Leaders of a Culture
The seven seismic shifts of perspective and responsibility to lead a CULTURAL OPERATING SYSTEM.
According to Michael Watkins HBR June 2012 , all the shifts a function head must make when first becoming an enterprise leader involving new skills and cultivating new mindsets. Here are the shifts and what each requires executives (including emerging or high potentials) to do:
SEISMIC SHIFT # 1: SPECIALIST TO GENERALIST
By understanding the mental models, management tools, and terms used in key business functions and develop templates for evaluating the leaders of those functions.
SEISMIC SHIFT # 2: ANALYST TO INTEGRATOR
By integrating the collective knowledge of cross functional teams and make appropriate trade-offs to solve complex organisational problems.
SEISMIC SHIFT # 3: TACTICIAN TO STRATEGIST
By shifting fluidly between and the larger picture, perceive important patterns in complex environments, and anticpate and influence the reaction of key external players.
SEISMIC SHIFT # 4: BRICKLAYER TO ARCHITECT
By understanding how to analyse and design organisational systems so that strategy, structure, operating models, and skill bases fit together effectively and efficiently, and harness this understanding to make needed organisational changes.
SEISMIC SHIFT # 5: PROBLEM SOLVER TO AGENDA SETTER
By defining the problems the organisation should focus on, and spot issues that don't fall neatly into any one function but are still important.
SEISMIC SHIFT # 6: WARRIOR TO DIPLOMAT
By proactively shape the environment in which the business operates by influencing key external contituencies, including the government, NGO's, the media, and investors.
SEISMIC SHIFT # 7: SUPPORTING CAST MEMBER TO LEAD ROLE
By exhibiting the right behaviours as a role model for the organisation and learn to communicate with and inspire large groups of people both directly and, increasingly, indirectly.
Oh, so that's what you do...
In leadership, making sure you do the right thing and things are done right are crucial. Also making sure the right people have the right skills and knowledge is critical. That's why 3CM is creating the environment and connections so todays and tomorows leaders can make smarter decisons for better outcomes.
Why choose 3CM to manage your leadership development needs?
- Our blended learning approach (training + coaching) results in 88% transference of learning for immediate workplace application
- 3CM’s emphasis is on practical, transformative learning – not simply transmissive or transactional learning
- 3CM has been a qualified registered training organisation (RTO) delivering nationally recognised training since 1990 (more)
- We embed proven world-class methodology used by Fortune 500 companies into our training programmes. Methodology such asVitalSmarts training and DiSC profiling.