Leadership Development Program
Briefing Tool

If you seek a high-performing “transformational teamwork” intervention or a breakthrough innovation program, please get in touch with us for a different briefing form.

Please share your responses in a spirit of total confidentiality, mutual reciprocity, and shared trust.

• Key Information

• First Name
• Last Name
• Email*
• Phone Number Incl. Country Code*
• Company*
• Company Website / URL*
• Department / Brand / Unit*

• The Audience/Cohort

• How many people will be involved in the program?*
  • <20
  • 20-50
  • 50-150
  • 150-500
  • 500-1000
  • 1000+
• What functions or business units will be involved and why?*
• What is the rough make up of the cohort in terms of ages, genders, and cultural diversities?*
• Where will people be geographically located?*

• Diagnostic

  We design every program to meet a company's culture/context where it is at... and then elevate it. Please give us as much specificity and nuance as you can.
• What are the most important goals for this intervention?*
• What is the context to this project? Where is the team and organization currently at? What is the state of the system?*
• Overall, which of these would you say describe your leadership team / culture? There is no judgement with this—and don't worry if they seem to contradict as this is very common*
  • Hierarchical and siloed
  • Networked / flat / self-organized
  • Management through 'Command & Control'
  • Management through empowerment & delegation
  • Decision-making in the center (near HQ)
  • Decision-making at the edges (near customers)
  • Get stuff done now / bias for action
  • Think things through / be reflective
  • Explore and experiment effectively
  • Execute and exploit efficiently
  • Comfort with ambiguity and complexity
  • Desire for certainty and control
  • Entrepreneurship and can-do attitudes
  • Seeking of approval and authorization from above
  • Process-driven
  • Creativity-driven
  • Active listening, compassion & empathy
  • Expedience, blame and "being right'
  • Energetic and passionate
  • Calm and professional
  • Tech / engineering-focused
  • Customer / brand / story-focused
  • Strength, power and decisiveness rewarded
  • Vulnerability, honesty and openess rewarded
  • High degree of stress / overwhelm
  • Authentic commitment to wellbeing
  • Shame around failure and mistakes
  • Experimentation encouraged and mistakes learnt from
  • Whining and complaining
  • Shared responsibility
  • Sense of common purpose / positive social impact
  • Cynicism about purpose / positive social impact
  • Sense of psychological safety - "We've Got Your Back"
  • Sense of fear of being second-guessed / blamed
  • Transparency, integrity, and brave truth-speaking
  • Half-truths, manipulation, and power plays

• Desired Business & Team/Culture Breakthroughs

  Only needs to be answered if you want to include practical project fieldwork that solves business or team/culture problems—and gets your leaders using their new mindsets and tools on concrete challenges.
• What "outside-in" BUSINESS breakthroughs—ie. in innovation, business transformation, digital-first business models, customer-centricity—could be accelerated with a project-driven aspect of a leadership program?
• What "inside-out" TEAM/CULTURE breakthroughs—ie. team effectiveness, conflict resolution, trust-building—could be accelerated with a project-driven aspect of a leadership program?

• Specific Content & Approaches

  This section will help us to select specific areas to include for your leaders from our extensive and comprehensive Self-to-System curriculum—and what types of interventions to suggest from our range of innovative developmental approaches.
• From your perspective, which of these 4 areas from our Self-to-System® Leadership Curriculum do you feel are MOST important to focus on?*
  • Leading Self: Conscious, Resilient, Wise Leadership
  • Leaders Others: Realtional, Team, Collaborative Leadership
  • Leading Organizations: Creative, Strategic, Innovation Leadership
  • Leading Systems: Systemic, Purposeful, Regenerative Leadership
• Given the above, which of these elements of our game-changing approach to leadership development do you think it would be most valuable to include:*
  • Transformational Leadership Evaluation & Diagnostic Toolkit (Each Leader Completes)
  • Program Alignment & Co-Design Workshop with Key Stakeholders
  • Transformational Leadership Program Briefing Pack & Agreements
  • Leadership Development Masterclasses
  • Exec Coaching Sessions
  • The Leadership Coaching Kit (6 Sessions Peer-to-Peer Coaching)
  • Project Fieldwork: Business Breakthroughs & Innovation
  • Project Fieldwork: Culture Change & Teamwork
  • Leadership Micro-Skills
  • Conscious Leadership Practices
  • The Resilience Mastery Toolkit
  • Transformative Communication Scripts
  • Stakeholder / Cohort Depth Interviews For Design & Engagement
  • Games, Site Visits & Adventures
  • A Major Transformative Experience
  • Transformative Leadership Circles
  • Confidential Group Chat Set Up & Animation
• We are committed transforming leaders so they can transform their challenges and teams. Which of these do you think your cohort(s) are ready for in the journey towards transformed leadership?*
  • Deep personal reflection, including building awareness of patterns and triggers
  • Emotional openness, vulnerability, and revealing less visible aspects of the self
  • The organic and often uncomfortable process of genuine transformation vs. conventional "training"
  • Making considered mistakes and learning from them in real time (as a leader and as a group process)
  • Trying out brain-based and/or behavioral science tools and experiences for habit breaking/making
  • The inevitable discomforts, confusions, and struggles of genuine personal and group breakthroughs
  • Learning about, and experimenting with, trauma-informed and embodied practices for enacting lasting positive change or embodied leadership practices (e.g. breathwork, mindfulness, movement, visualizations)

• Process, Alignment & Sign Off

• What is the budget? What are the budget constraints (including year end etc)? What are the needs of procurement (if any)?*
• What are timelines for how long a program will run and if it will repeat?*
• Who has to sign off on, or input into, the design, budget, and outcomes?*
• Phone
  This field is for validation purposes and should be left unchanged.

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