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The OCL Group both challenges and supports leadership to emerge from all over the org chart, enabling people to step into this ambiguity with a strong sense of self, an understanding of the openings for and the potential roadblocks to success, a robust sense of humor and, and the tools and practices to meet any new challenge.
We leave you with the capacity and will to move through complex and dynamic change, leading to breakthrough results - results that may have been unknown, unseen, or unavailable prior.
We start from a place of awareness - what are the real issues, what is the real leadership work, what do I need to do to have an impact, how am I getting in my own way? From this new baseline, we work with you to develop or strengthen competencies in areas that matter and work with the organization to take these competencies to new practice - whole new ways of doing business, sharing knowledge, and getting things done efficiently and well.
Creating the Context for the Thinking and Action
that Leads to New Results
AWARENESS
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COMPETENCIES
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PRACTICES
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| Our ways of seeing leadership limit our own and others' potential | Adaptive Leadership | Leader as listener, learner and coach |
| Anyone in the organization can exercise leadership - from wherever they sit | Leading from the middle | Influencing without authority; enrolling others |
| Customers demand a unique experience | Customer is at the center of business decisions | Working across organizational boundaries |
Our values, habits and beliefs can hold us back
Language is the vehicle to shift what is holding me and others back | Conversations are a core business practice | Ten conversations for aligning
A constant self-assessment of what is in the way and why
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| Paying attention to moods and emotions is important in all organizational settings | Emotional and Social Intelligence | Feedback, difficult conversations |
| Organizational structures support fragmentation | Knowledge sharing, community of practice and learning | Look regularly and honestly at the what happens in the "white space" of The org. chart |
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We focus on the issues and priorities that are relevant to you, your stakeholders and your communities and introduce new approaches in the following three areas:
LEADERSHIP
Many among us hold the formal positions and have the titles that suggest we are "leaders." Or, perhaps, we find ourselves in positions from which we believe we can't create change. "Its out of my pay grade," as the common complaint goes. Powerful leadership often comes, however, "from the middle" or from completely outside of our institutions. > MORE
COACHING
We cannot expect to create a different or new future with the same actions, behaviors, and habits that created the present. The best that can be hoped for is a future that is similar to the present. For a new future to emerge we must practice different actions, behaviors and habits. Coaching allows for individuals, groups, and entire organizations to create new futures. > MORE
KNOWLEDGE MANAGEMENT
Across the board, in businesses, government agencies, and non-profits, people are doing knowledge work. In software development, health care, transport planning, and community development, to name a few on a very long list, professionals do their work by sharing knowledge with colleagues, clients, and even with competitors when they are working together on joint ventures. > MORE
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