Organisational Leadership and Change Programs
|
ICTI offers and array of on- and off-site sessions devoted to the strengthening of leaders and executive teams. Sessions vary in length based on your needs and include the following:
|
 Starting and Leading a New Team
 |
Objectives
- To accelerate the processes by which individual group members coordinate their efforts and become an efficient and effective team
- To articulate and begin to practice the desired norms for the team's interaction
|
Leadership Role Development
|
Objectives
- To clarify the definitions and expectations of a specific leadership role
- To identify the obligations of interdependent members of a workgroup
- To resolve conflict associated with role confusion and ambiguity
|
Leadership-Style Analysis
|
Objectives
- To provide an opportunity for leaders to examine their own personal preferences, tendencies, and values concerning leadership style
- To increase understanding of the strengths associated with specific, researched styles that are widely employed in dealing with people and problems at work
- To help leaders explore specific ways in which they may manage, develop, and apply the strengths associated with various styles in their own work environments so that they may increase their leadership effectiveness
|
Leadership Transition Planning
|
Objectives
- To provide an opportunity for a work group to analyse the impact of and plan its adjustment to a new leader or manager
- To give a newly appointed work-group leader an opportunity to become familiar with group activities, goals, and individual resources
- To allow both the incoming leader in the work-group members to share and examine working styles and preferred task methods
|
Team Building
|
Objectives
- To examine and improve the work groups’ effectiveness
- To provide an opportunity for the group as a whole to analyse its functioning, performance, strengths, and weaknesses
- To identify problem areas of team behavior and corrective actions to be taken
- To allow the group to plan for its future via follow-up
|
Multi-Group Mirror
|
Objectives
- To examine the interactions of three or more interdependent workgroups, with particular emphasis on improving the effectiveness of the group that is designated as the "host" or principal group
- To provide an opportunity for these groups to disclose perceptions of each other in terms of contributions to one another's effectiveness, impact on overall effectiveness, individual and mutual goals, and specific actions that occur in each area, with special attention directed toward the principal group
- To identify problems in the principal group's relationship with each of the interacting groups and to develop action plans for solving these problems
|
Issue Census
|
Objectives
- To examine and improve the effectiveness of a multi-level organisational system or subsystem
- To analyse the entire target system, identifying key issues undermining its effectiveness
- To establish ways to resolve priority issues
- To generate specific goals and action commitments associated with solutions for priority issues
|
Intergroup Team Building
|
Objectives
- To examine and improve the total work effectiveness of two interdependent workgroups
- To provide an opportunity for the two groups to disclose perceptions of each other in terms of positive or negative (helpful/harmful) contributions to one another's work effectiveness, impact on overall effectiveness, individual and mutual goals, and specific actions that occur in each area
- To identify problem areas and corrective actions for each group and for joint remedies
|
Team Goal Setting
|
Objectives
- To generate goals and a related action plan to which a work group is committed as a team
- To clarify the team's mission and related accountabilities, minimizing role confusion and focusing group energy
- To take advantage of MBO benefits at the group level, ensuring a high level of group interaction and cohesiveness
|
Strategic Planning
|
Objectives
- To identify strengths and weaknesses, both current and future, in relation to mission accomplishment in the organisation
- To identify environmental factors that presently influence the organisation's effectiveness, forecasting their future impact
- To generate specific strategies, plans, goals, and objectives to which the organization is committed to ensure that the problems identified are resolved
|
Job Development
|
Objectives
- To identify components of a specific job that underutilise talent and/or de-motivate incumbents
- To systematically redesign the work involved in a matter that increases the probability of improved incumbent motivation, general job satisfaction, and quality of work performance
|
Team-Skills Training
|
Objectives
- To introduce teamwork concepts
- To foster skills, knowledge, and capabilities in group dynamics, group influence and coordination, personal management style, self-assessment, and interpersonal awareness in individual and group relationships
|
