Nine Conversatons

/JOF$POWFSTBUJPOTJO-FBEFSTIJQ™
Guide to the intervention
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For organisations seeking sustainable, results-orientated leadership development,

/JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ is an innovative intervention that acts as a catalyst for
long-term leadership development throughout the organisation. Unlike other leadership programmes,
the /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention works at the levels of knowledge,
values and behaviours to achieve holistic leadership growth.
DEVELOPING A WORLD OF LEADERS – ONE CONVERSATION AT A TIME
Introduction
/JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ is an innovative Leadership alignment is a critical component for harnessing
leadership development intervention that acts as a catalyst organisational energy to achieve the organisation’s vision,
for long-term development of leaders. The intervention is values and strategy. The /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™
applicable at every level of the organisation and utilises a intervention assists organisations to achieve such alignment.
process that adapts to the organisation’s context.
Self-assessment and peer feedback are key leadership
The intervention consists of nine facilitated conversations development tools which constitute the foundations of self-
that occur within a small peer group (comprising up to ten leadership. While leaders develop through experience, they
people), referred to as a leadership cell. The purpose of can accelerate their readiness to lead by receiving constructive
each conversation is to share and learn from one another’s feedback. Assessments are made in the areas of knowledge,
leadership challenges and successes and to co-create ideas attitude and behaviour, all of which are developed during the
and solutions from shared learning and wisdom. leadership journey.
The/JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention fuses

organisational development and traditional training in a
workshop format. It uses 360° feedback, peer coaching and
personal development planning to create strong, committed
and aligned leaders at all levels of the organisation. The
intervention examines leadership in the realms of Head
(knowing), Heart (being) and Hands (doing). It brings
participants together repeatedly to explore and cover all
aspects of leadership, from organisational leadership to team
leadership and the leadership of individuals and self.
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Conventional programmes that address the theory and The/JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention utilises
practice of leadership make the mistake of isolating delegates a process that adapts to the organisation’s context and that of
from the environment for which they are responsible, the participating leadership cell members. Leaders within the
FRVJQQJOHUIFNXJUIUIFPSZUIBUNBZOPUCFSFMFWBOUGPSUIFJS organisation participate collectively in this powerful leadership
workplace, and often broaden the leadership divide rather journey, narrowing the leadership divide and uniting
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disruption, misalignment and, in the worst-case scenario, the alignment, which significantly enhance the organisation’s
loss of skills. ability to drive change.
Organisational Benefits
The introduction of the /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ t 4VQQPSUTUBMFOUJEFOUJöDBUJPOBOENBOBHFNFOUPG
intervention to an organisation offers benefits that impact the the leadership pipeline.
organisation, teams and individuals: t *ODSFBTFTUFBNDPIFTJPOBOEMFBEFSTIJQDBQBCJMJUZBU
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organisation’s vision, values, purpose and strategy, t *EFOUJöFTPQQPSUVOJUJFTGPSFOIBODFEPSHBOJTBUJPOBM
building trust and alignment in leadership teams. effectiveness as the vision, strategy, team dynamics
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leadership messages throughout the organisation. continually in an open, structured environment.
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and uniformly to strategic shifts and contributes to and personal effectiveness of leaders in the
enhanced financial performance over time. organisation.
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Intervention Information
The /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention The conversations include activities and dialogue that work
addresses the following key leadership dimensions through in the realms of:
facilitated conversations in which the leadership cell provides
the content and the facilitator provides the background
material and the process facilitation: ,OPXJOH (Head)
t Leading Organisations (Strategy, Vision, Values, Builds knowledge of the elements of
Purpose, Community, Culture, Alignment) leadership.
t Leading Others (SPVQT 5FBNT 4FSWJOH"OE
Leading, Coaching, Mentoring, Developing Others)
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Prompts values-based reflection on the
To enable leaders to assume cross-functional responsibilities elements of leadership.
of company leadership, the intervention is designed to assist
participants to:
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functions and build foundational skills to integrate &ODPVSBHFTCFIBWJPVSBMDIBOHFTUPJNQSPWF
these across the organisation. performance.
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driving results throughout the company and develop &BDIDPOWFSTBUJPOGPMMPXTBTFUQSPDFTT5IFMFBEFSTIJQ
skills to overcome these. cell members review the leadership dimensions, examine
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problems, devising solutions and adapting to organisation, review behaviours and set out development
change. plans for the individuals and groups they lead. The
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and implementation. articulation and reinforcement of the learning achieved,
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initiatives and corporate projects and teams. intervention unfolds.
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reflects global wisdom, capabilities and There are nine conversations and the duration of each
confidence. conversation is four hours, with a recommended interval
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change agents for ongoing peer collaboration, action project to come alive in the workplace.
learning and support.
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organisation strategically by rethinking approaches
to management, leadership and leadership
development.
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concepts and best practices for measurable results
and sustained impact within the workplace.
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Intervention Fundamentals
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(JWFOUIBUMFBEFSTIJQJOWPMWFTBDPNQMFYJUZPGBUUJUVEFT The intervention serves as a catalyst for organisational change:
CFIBWJPVSTBOEDPNQFUFODJFToBMMPGXIJDIUBLFUJNFUP Who are we leading? Where are we going? How are we getting
EFWFMPQoUIFDPOUFNQPSBSZWJFXDPOTJEFSTMFBEFSTIJQUP there? The /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention
be more like a trade or a craft than a profession. The /JOF also serves as a change catalyst for individuals by encouraging
$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention reflects this reality knowledge, reflection and development plans.
as it examines the relationships between an individual (the
leader) and various groups of people, all of whom are capable 8PSLQMBDF3FMFWBODF
of ongoing development. The/JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention is
designed to provide a stable, academically-sound framework
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The /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention draws on who are on the same journey. The content of each conversation
models of cognitive development and builds leadership ability is determined by the members of the leadership cell through
through the provision of knowledge, the support of mentors the examples that they review and the challenges and successes
and the careful facilitation of conversations. that they highlight. In this way, each cell works at the level and
the pace appropriate to the members of the leadership cell.
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Conversation Flow and Content
&BDIDPOWFSTBUJPONPWFTGSPNBQMBDFPGQTZDIPMPHJDBMTBGFUZ the Moving On conversation which explores sustainable methods

(What knowledge exists?) to a place of development (How will I to maintain the growth and embed the wisdom and learning into
react to what the knowledge reflects and to what the leadership cell/ the organisation.
my organisation requires?) and then to a place of action (What
must I do to lead more effectively?). Leadership is a choice and The /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention begins
its development is a lifelong journey that challenges us and with organisational leadership as a fundamental part of the
demands commitment to grow the knowledge (Knowing), the design. Although self-development, assessment, reflection and
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The intervention is based on these three realms. After the every conversation, the flow from Leading Organisations to
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and Alignment (Leading Organisations), Teams and Individuals very profound personal sharing in the Leading Self conversations.
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Conversation 1: Getting Started
At the end of the conversation, you should:
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the Three Realms of Competence and the Seven Dimensions of Leadership.
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action projects and portfolio of evidence
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t Have begun your /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ personal development plan.
Conversation 2: Vision
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Conversation 3: Community
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Conversation 4: Alignment
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t 1FSTPOBMEFWFMPQNFOUQMBO organisation effectively.
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the organisation.
Conversation 5: Teams
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Conversation 6: Developing Individuals
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t %FWFMPQFSPGJOEJWJEVBMT management strategy.
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t 1FSTPOBMEFWFMPQNFOUQMBO know what skills to apply.
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Conversation 7: Energy
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t 1FSTPOBMEFWFMPQNFOUQMBO on other people.
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Conversation 8: Self
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understanding.
Conversation 9: Moving On
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intervention theory overview At the end of the conversation, you should:
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t -JGFMPOHMFBSOJOHBOETVTUBJOJOH intervention.
development t $FMFCSBUFIBWJOHTIBSFEUIF/JOF$POWFSTBUJPOTJO-FBEFSTIJQ™
t 0VSMFBEFSTIJQDPNNVOJUZo.PWJOH0O journey with your leadership cell.
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t %FWFMPQJOHPUIFSMFBEFST -FBEFSTIJQ™ personal development plan.
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Creative Dialogue
For full engagement of all participants, WorldsView™ Consulting environment that balances concept exploration and learning with
ESBXTPOBOPME"GSJDBOEJBMPHVFUFDIOJRVFDBMMFEMFLHPUMB DSFBUJWF efficient utilisation of time. Through the use of the lekgotla process,
dialogue) to ensure that all voices are heard. The lekgotla process developing leaders learn to listen vigilantly, to synthesise multiple
assists individuals to be heard in groups, groups to build a common viewpoints, to build on the thinking of others, to work with multiple
point of view and become teams, and teams to pursue common NJOETJOTUFBEPGSFMZJOHPOATPMPDPNNBOEBOEUPNPWFBXBZGSPN
goals. Diversity is celebrated and built on as individuals practise the UIFPGUFOJOTUJODUJWFQSBDUJDFPGAUIFMPVEFTUWPJDFXJOT
art of listening and building on each other’s views in a facilitated
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Personal Development Plans
The/JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention provides This growth is achieved through consistent documentation of

an enabling environment for leaders to grow themselves and UIFXPSLSFRVJSFEBOESFHVMBSSFWJFXPGQFSTPOBMEFWFMPQNFOU
their organisations. plans to ensure that leaders are leading themselves to growth
in order to lead the organisation to growth.
Assessment Mechanisms
The Nine Conversations in Leadership™ intervention utilises With the permission of the cell members, the assessments are
self-assessments relating to the leadership dimensions to extended to 360° feedback for each participant at the end of
provide a platform for each individual’s developmental conversation eight in order to provide a reality check against
journey. The self-assessments are shared with other any emerging consensus view on individual strengths and
members of the leadership cell so that comparison and development areas.
standardisation can emerge.
Pre-reading and Assignments
With the exception of conversation nine, participants are leadership cell for review and for the purpose of engagement,
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Action Projects
Members of the leadership cell are tasked with specific action Intended as a change catalyst for the organisation and a
projects to implement in the workplace the information personal development experience, members of the leadership
gained during each conversation. Participants are asked to DFMMBSFSFRVJSFEUPJEFOUJGZHPBMTGPSUIFBDUJPOQMBOBOE
identify an issue, challenge or problem in their organisation, include tangible, realistic implementation steps that will make
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the action projects to integrate the three realms of Head, builds a portfolio of evidence to keep track of the leadership
Heart and Hands as they work together to address a specific journey and successes achieved.
challenge and create an action plan.
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Delivery Mechanisms
The intervention is rolled out at round tables in nine separate There may be several leadership cells in a room, allowing large-
facilitated conversations of four hours each to leadership cells scale interventions within an organisation.
comprising between four and ten people per cell.
Quality Assurance and Project Management
8PSMET7JFX$POTVMUJOHTRVBMJUZBTTVSBODFBOEQSPKFDU The WorldsView™ Consulting team will:

management team monitors the rollout of the intervention. t 1SPWJEF360° assessment and feedback to all
The WorldsView™ Consulting team provides project participants towards the end of the intervention to
management services, facilitator support and resolution of provide measurable progress for each participant.
any difficulties that may be encountered. The team assesses t -JBJTFXJUILFZQFPQMFJOUIFQBSUJDJQBOUT
the impact of the intervention through liaison and post- organisation to ensure that the intervention
engagement interviews with the customer sponsor to ensure SFRVJSFNFOUTBSFNFU
maximum effectiveness. t 3FWJFXQSPHSFTTPGUIFJOUFSWFOUJPO FOTVSJOHUIBUJU
is rolled out on time and on budget.
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attendance problems that may occur.
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reminding all parties of critical deliverables and times.
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Intervention Scenarios for Leadership Cells
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Reduce travelling costs by participating in two conversations Allow the group to participate in one conversation per day
per day, with a longer interval before the following two (a morning or afternoon session) with a regular interval period
conversations. (from one week to four weeks) between conversations to allow
#FOFöU better assimilation and integration. The ideal timing is one
Faster understanding of the intervention concept. conversation every three weeks or a close variation of this.
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Less time to embed and integrate the knowledge, wisdom and
behaviours into the organisation.
Ideal for a pilot course for the purpose of assessing the
intervention before large-scale roll-out to the organisation.
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Morning Afternoon Half Day (FUUJOH4UBSUFE
Full Day (FUUJOH4UBSUFE Vision Half Day Vision
Full Day Community Alignment Half Day Community
Full Day Teams Developing Others Half Day Alignment
Full Day &OFSHZ Self Half Day Teams
Half Day Moving On Half Day Developing Others
Half Day &OFSHZ
There are nine conversations and the duration of each Half Day Self
conversation is four hours, with a recommended interval of Half Day Moving On
one to four weeks between conversations to allow the action

project to come alive in the workplace.
Pricing Model
The /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention is /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention engagement

priced in two parts, Licence Fees and Facilitation Fees, in order contract. Discounts apply to licence fees for larger numbers of
to offer clients the possibility of accrediting their own in-house participants. Licence fees are inclusive of all course materials,
facilitators (subject to WorldsView™ Consulting’s facilitator participant handbooks, learner-management system activation
BDDSFEJUBUJPOQSPDFTT
-PDBMUBYJTOPUJODMVEFEJORVPUFEGFFT and reports. Facilitation fees may be negotiated separately from
and will be added to invoices. licence fees unless mutually agreed at the recommended fee.
Licence fees and facilitation fees are due in advance

to WorldsView™ Consulting on confirmation of a
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Client Testimonials
Insurance Industry
i0VSUFBNJTNBYJNJTJOHQBSUJDJQBUJPOJOUIF/JOF lessons learned and cascade them to the people who work
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Banking Industry
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theory to which we’re exposed, and our facilitator makes sure our workplace are all relevant and I can see that they’re going
that everything we discuss is relevant to our environment and UPZJFMEPOHPJOHCFOFöUTUISPVHIPVUUIFUFBNw
the challenges faced by the team.
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basis for each of the /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ and Self have been particularly relevant to our organisation
intervention, but the focus is more on the interactions within and they’ve reinforced our knowledge and experience. The
the conversations that we’ve been able to transfer to our work timing of each session has coincided very well with our
and personal lives. business processes, making it even easier to transfer the
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Information Technology Industry
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revolutionising the way that our management team members is challenging us at every level. It is building a cohesive
are approaching their roles as leaders. Thanks to our large leadership team on a foundation of trust which we believe will
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our culture and vision from a common point of view.
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Application
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structured to effect alignment, transformational change and been deployed successfully at the following levels within
growth throughout an organisation. It is applicable at every organisations:
level of the organisation and utilises a process that adapts to the
organisation’s context and that of the participating leadership t&YFDVUJWFUFBNT
cell members. Similarly, the pricing structure is designed for the t4FOJPSNBOBHFNFOUUFBNT
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This process creates a shared language and achieves dramatic
organisational leadership growth, alignment and impact. Case studies, which show the transformational changes
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intervention at targeted levels in the organisation. participation in the /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™
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About WorldsView™ Consulting
WorldsView™ Consulting partners with organisations on partner with WorldsView™ Consulting to deploy
transformational journeys. Forward-thinking organisations, participative, people-centric interventions that result in
aware of the need for ongoing transformational change, sustainable, positive change.
enhanced performance and leadership development,
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$POTVMUJOH JO-FBEFSTIJQ™ $PNNVOJUJFT™ "MJHONFOU™
Customised consulting Executive coaching partnerships An innovative intervention that An integrated action learning A dynamic intervention that A powerful and participative
partnerships for to build capacity and support acts as a catalyst for long-term intervention that grows change rapidly translates strategy into intervention that moves teams to
transformational change leaders in transformation development of organisational capability where it is needed most organisational execution purpose-led execution of mandates
leadership
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selected to sell and facilitate the Nine Conversations in ZPVSMPDBM8PSMET7JFX$POTVMUJOH(MPCBM1BSUOFS
Leadership™ intervention, making this leadership journey
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the logo of WorldsView™ Consulting, and density of the grass represent sand represent the interconnected rocks is a depiction of endurance
the image is a depiction of strength, the fast-growing and widespread channel of people working together. and strength.
flexibility, spiritual evolution and nature of this network.
ascending to a higher plane.
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/JOF$POWFSTBUJPOTJO-FBEFSTIJQ™

Guide to the intervention

For organisations seeking sustainable, results-orientated leadership development,

The/JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention fuses

Conversation Flow and Content

&BDIDPOWFSTBUJPONPWFTGSPNBQMBDFPGQTZDIPMPHJDBMTBGFUZ the Moving On conversation which explores sustainable methods

Personal Development Plans

The/JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention provides This growth is achieved through consistent documentation of

Pre-reading and Assignments

Quality Assurance and Project Management

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Intervention Scenarios for Leadership Cells

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one to four weeks between conversations to allow the action

The /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention is /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention engagement

Licence fees and facilitation fees are due in advance

i8FHFUUIFNPTUWBMVFPVUPGUIFQSBDUJDBMBQQMJDBUJPOTPGUIF The action project tasks that we’re given to do on returning to

i5IFUIFPSZCFIJOEFBDITFTTJPOQSPWJEFTBOJNQPSUBOU The conversations on Vision, Alignment, Community, Teams

Information Technology Industry

i5IF/JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention is The /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention

The /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention is The /JOF$POWFSTBUJPOTJO-FBEFSTIJQ™ intervention has

About WorldsView™ Consulting

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8PSMET7JFX$POTVMUJOHT(MPCBM1BSUOFSTBSFDBSFGVMMZ more accessible to the world. Visit www.worldsv.com to locate

Anda mungkin juga menyukai

8PSMET7JFX$POTVMUJOHTRVBMJUZBTTVSBODFBOEQSPKFDU The WorldsView™ Consulting team will:

8PSMET7JFX$POTVMUJOHT(MPCBM1BSUOFSTBSFDBSFGVMMZ more accessible to the world. Visit www.worldsv.com to locate