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The Enneagram

100% Responsibility

Sample Proposal

Action Learning for Sponsors

In our sixty years combined experience we have assisted thousands of leaders and their organizations in enhancing overall effectiveness. Over that time we have developed expertise that separates us from many others who work with teams. What is unique includes the fineness with which we have mastered the critical factors, both subtle and obvious, for assisting others in developing high performance teams.

During the assessment phase we gather a great deal of information and distill the essence of it in the context of your overall goals. In addition to confidential interviews, we use diagnostic tools that not only give us initial information, but also set into place ways for teams to continuously gather essential information, including our Clear Impact High Performing Teams Checklist.

The assessment phase isn’t just preparation for our teambuilding activities. Our intention is to assist you and your team in mapping out overall team strategy, creating an ongoing action plan that goes far beyond your work with us. It is a process that allows the team to have a clear picture of where they are now, where they want to be, and new and effective ways to continuously address any gap.

For example, teams are often bogged down with addressing energy-sapping symptoms rather than being able to focus on root causes of obstacles to optimal success and fulfillment. This team development process allows teams, with increased awareness and tools, to more effectively be able to make a difference, enjoy their work, feel re-energized, and successfully meet or exceed their goals.

One of the most frequent areas where teams tend to address symptoms rather than root causes is in working effectively with their internal and external customers. We have found the most immediate return on investment is often by making sure that the line of perspective is clean between you and your customer, resulting in improved customer relations as well as, where applicable, increased sales. Most teams need to be more in tune with their customers, more aware of what they’re projecting and through what filters they’re seeing, as well as having tools to most effectively interact with their customers.

We introduce simple ways for teams to develop systemic thinking and strategies critical for success. Until teams learn to apply systemic perspectives, they often spend their energy feeling pulled in many directions, and struggling to deal with what they perceive to be contradictory or unrealistic goals. When strained they may fight each other, blame, feel demoralized and frustrated, engage in power struggling, and feel unable to make a difference. This often happens when they’re dealing with symptoms. Introducing a systemic perspective enables them to effectively strategize on how to best work with each other, their organization, and their customers.

We have learned that there are some simple, essential tools that, when implemented, can radically transform the way groups work together. For example, there’s a tool we’ve developed over the last 7+ years called 100% Responsibility that has a consistently powerful impact on teams and organizations. It puts “blame” and “victim” off limits while assisting people to take healthy individual and collective ownership for business results. It has the potential to significantly change the way people think, feel, approach difficulties, and work together.

Our intention is to help jump-start an ongoing process that greatly reduces power struggles and needless conflict, while increasing the innovation and excitement that comes from the possibility of successfully making a difference

 Another potential source of conflict for teams is that people often assume others see the world through the same glasses (so we see everyone else as a more or less well-developed version of “me”).  From this perspective, we may feel that others are trying to deliberately annoy us when they oppose us or do things differently. In fact, people can and do have very diverse ways of approaching the same situations. We can live in very different worlds. It is essential that teams have a common language for approaching differences.

We’ve spent a great deal of time developing expertise with the Enneagram and applying it within a business context. The Enneagram, when used correctly, is a remarkably powerful, respectful, and dynamic system. It does not “put people in boxes.” It describes a path of healthy development for each type, and shows each type how they can build on their strengths and avoid their pitfalls. It helps people identify their blind spots at the same time that they are building on their unique gifts.  Participants understand themselves, others, and the organization through new eyes. Energy is freed for productivity and creativity that was previously lost in frustration and agitation. Overall, we have found that the Enneagram has richness and depth unmatched by other systems of understanding and appreciating diversity.

Integration of the Enneagram allows teams and organizations to optimize individuals’ strengths, take advantage of synergy, improve teamwork, enhance mutual understanding and respect, improve leadership, enhance communication, and increase morale, productivity, and employee retention.

Finally, we've learned that teams learn best in an Action Learning format. Learning is only relevant if it enables managers and leaders to take more effective action.  People learn best when they have the opportunity to immediately apply what they are learning to a specific project or ongoing project of actual significance, undertaking action while reflecting on lessons learned.    Actually taking action on a current business problem, developing a plan and then following through on it, provides much more learning than does recommending action (a “think tank” or task force without authority) or taking action in an artificial environment (simulation). Participation in Action Learning can develop teamwork & interpersonal skills, problem-solving skills, leadership competencies, critical reflection, inquiry and questioning, empathy, openness and willingness to change, active listening, wisdom, and self-awareness.
 

The Enneagram

100% Responsibility

View Our Resume and Bios

Sample Proposal

Action Learning for Sponsors