Clients - Executive Summary
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The document discusses how changing mindsets is key to organizational transformation and success. It introduces Arbinger, a firm that specializes in changing mindsets through training, tools, consulting and coaching. Arbinger helps individuals, teams and organizations shift from an inward mindset focused on self-interest to an outward mindset focused on enabling others. This mindset shift drives behavioural and cultural changes that result in improved collaboration, engagement, accountability and business results for clients.
Clients - Executive Summary
- 1. mindset Supposeeverything inyourorganisation dependedonone thing... Manycompaniesmovequicklyfrom settingtheirperformanceobjectivestoimplementingasetofchangeinitiatives.Beitanew growth strategyorbusiness-unitrestructure,theintegration ofarecentacquisition,ortheroll-outofanew operational improvemente鍖ort,suchorganisationsfocusonalteringsystemsandstructuresandoncreatingnewpoliciesandprocesses.To achievecollectivechangeovertime,actionssuchasthesearenecessarybutseldom su鍖cient.Anewstrategywillfallshortofits potentialifitfailstoaddresstheunderlyingmindsetsandcapabilitiesofthepeoplewhowillexecuteit.1 McKinseMcKinseysresearchandclientexperiencesuggeststhathalfofthee鍖ortstotransform organisationalperformancefaileither becauseleadersandseniormanagersdonotactasrolemodelsforchange,orbecausepeopleintheorganisationdefendthestatus quo.Inotherswords,despitethestatedchangegoals,peopleonthegroundtendtobehaveastheydidbefore.Concurrently,the sameMcKinseyresearchindicatesthatifcompaniescanidentifyandaddresspervasivemindsetsattheoutset,theyarefourtimes morelikelytosucceedinorganisationalchangee鍖ortsthanarecompaniesthatoverlookthisaspect.1 WhenWhenwethinkofleadershipweoftenfocusonthewhatexternalcharacteristics,practices,behaviourandactionsthatexemplary leadersdemonstrateastheytakeoncomplexandunprecedentedchallenges.Whilethislineofthinkingisagreatplacetostart,we willnotreachourpotentialasleadersbylookingonlyatwhatisvisible.Weneedtoseewhatisunderneathtounderstandhow remarkableleadersleadandthatbeginswithmindset.2 AsAsimportantasmindsetsare,weoftenskipaheadtoactions.Weadoptbehaviourandexpectittostickthroughforceofwill.Sadly, itwillnotifwehavenotchangedtheunderlyingattitudesandbeliefsthatdrovetheoldbehaviourinthe鍖rstplace.Makingmatters worse,ourbehavioura鍖ectsotherpeoplesmindsets,whichinturna鍖ectstheirbehaviour.Aleadersfailuretorecogniseandshift mindsetcanstallthechangee鍖ortsofanentireorganisation.2 1(McKinseyQuarterly,March2014ChangeLeader,changethyselfNateBoaz&ArielFox) 2(McKinseyQuarterly,April2014LeadatyourbestJoannaBarsh&JohanneLavoie) TheseTheseaspectshaveadirectbearing on Arbingerscoreo鍖ering to individuals(leadersand seniormanagers),teamsand organisations,andhighlightthenecessityto鍖rstchangeourownmindsetsandthemindsetsofthosewearetoserve. 油 Comeinandlearnhowwehelpindividualsandorganisationsseeradicallynewwaysofunderstandingandsolvingproblemsand achievebreakthroughresults.Wechangemindset.
- 2. ABOUTARBINGER TheTheArbingerInstituteisarenownedinternationalman- agementtrainingandconsulting鍖rm andscholarlycon- sortium basedaroundtheglobe,withitsheadquartersin theUnitedStates.Arbingeristheworldspioneerand leaderin the area ofchanging mindset.Arbingers materialisasophisticated,deepandinternallyconsistent whole.Peopleview thingsdi鍖erentlyoncetheyhave assimilatedthematerial.assimilatedthematerial. WHYARBINGER? -ArbingerclientsagreethatbyembracingtheArbinger approach,anorganisationacquiresanalignmentbetween operationsandstrategy,improvede鍖ciency,lower employeeturnover,higherjobsatisfactionandtherefore betterbusinessresults,tonamebutafew. -Arbingerspeaksalanguagethatcanbeusedinan organisationtodeale鍖ectivelywithanytypeofcon鍖ict and/ordisagreementinordertofacilitatesolutionsrather thansustainingproblems. -TheArbingerapproachminimisesopportunitycosts,suchas lackofaccountability,trust,cooperationandtransparency. -TheArbingerapproachestablishesashiftwithinpeople enablingthem tofocusonenablingthem tofocusonimprovingbusinessresults. -TheArbingermindsetaddressestheissuesaround resistancetochangeandthereasonsforresistingchange. ExamplesofArbingers impactonorganisational results -Eliminateinterdepartmentalcon鍖icttoimprove businessresults. -Overcomethenaturaltendencytoresistchange inordertoimproveprogrammeimplementation. --Improveoveralle鍖ectivenessandbusiness results. -Achievedramaticcostreductions. -Resolvemajorcon鍖ictswithinternaland externalparties. -Improveteam dynamics. TheArbingerInstitute's valuepropositionvalueproposition TheArbingerInstitutechangesmindset. Weprovidetheframeworks,toolsandsupportthat culminate in breakthrough organisationalresults. Breakthrough results cannot be accomplished simplybyfocusingonlyonchangingbehaviour. Why? BecauseBecausejustasbehaviourdrivesresults,mindset drives behaviour. Breakthrough results require breakthroughsinthinking,alignmentandengage- ment,andthatrequiresachangeofmindset. Thatiswhatwedo-wechangemindset
- 3. ARBINGER EXECUTIVESUMMARY WeChangeMindset ImagineImaginewhatwouldhappeninyourorganisationif everypersonwereinvestedinthesuccessofeveryone aroundthem?Whatwouldhappentosilos?Whatwould happen to culture?Whatwould happen to perfor- mance?Whatwouldhappentoresults? Ashiftinorganisationalfunctioningthissigni鍖cantcan- notbeaccomplishedsimplybyfocusingonchanging behaviour.Why? Because justas behaviourdrives results,mindsetdrivesbehaviour.Thisiswhatwedo. Wechangemindset.Speci鍖cally,wehelpindividuals, teamsandorganisationsto changefrom anInward MindsettoanOutwardMindset.Wethenprovidethe toolstoolsnecessarytoinstitutestrategiesandbehavioural patternsthatreinforcethischange.Wedothisatindi- vidual,team andenterpriselevels. Theresultisadramaticandsustainedimprovementin thekeysuccessindicatorsofourclientorganisations intheirlevelsofcollaboration,employeeengagement, accountability,revenuegrowth,marketshareandprof- itability.Weaccomplishtheseresultsbymeansofthe training,consulting,coaching and implementation toolsoutlinedbelow. TRAINING ArbingersArbingerstrainingprogrammesenableparticipantsto uncovertherootcauseoftheInwardMindsetand exploretheimplicationsandimpactofthismindsetin theirwork.The training experience then equips participantstodevelopanOutwardMindsetandto begin,withpracticalstrategiesandtools,implemen- tinganOutwardMindsetapproachintheirwork. Arbingersin-persontrainingprogrammes*include:Arbingersin-persontrainingprogrammes*include: -DevelopingandImplementingan OutwardMindsetTM (twodays) -TransformingCon鍖ictwithanOutward MindsetTM (oneday) *Arbingersin-persontrainingprogrammesinclude train-the-traineroptions. ArbingerArbingeralsoprovidesdigitalsupporttoparticipants bymeansofitseight-weekSustainmentVideo Pack.Thesevideosandaccompanyingassignments reinforcekeyconceptsandencourageongoingappli- cationoftheskillsthathavebeenacquired. TOOLS Arbingersimplementationtoolsenableleadersand teamstoimplementOutwardMindsetpracticesata pacethatdramaticallyimprovesresults. ArbingerImplementationToolsinclude: -LeadingwithanOutwardMindset -OutwardMindsetSkillsforManagers-OutwardMindsetSkillsforManagers -TeamingwithanOutwardMindset CONSULTING Arbingersimplementationconsultingprovidesex- ecutiveteamswithstrategicguidanceinleadingthe changee鍖ortwithintheirorganisation.Arbingers consultingprogrammesenableleaderstosuccess- fullyaddressthefollowingkeyareas: -Strategy,alignmentandexecution -Enterpriseaccountability -Intra-andinter-team collaboration -Con鍖ictresolution COACHING ArbingerArbingero鍖erstelephoniccoachingforexecutives andteam leaders.Eachindividualcoachingplanre- 鍖ectsthegoalsandmeasuresforpersonalleader- shipdevelopmentobjectivesandteam leadership objectives. Arbingeralsoo鍖ersCoachingandMentoringwithan OutwardMindsetTM ,a12-weektelecoursede- liveredtocollaborativegroupsof鍖veparticipants.