The Normative Leadership model is both unique and timeless. It will never go out of style. It is universally applicable to any group, team, or organization. Rod Hess has used it successfully with organizations in the fields of business, education, human services, and team sports. (See partial client list). The program provides a template for “how to” manage the process of culture change.

It allows for employee involvement in the change process within the parameters outlined within the program content. The core program, which consists of four sequential modules, provides the leadership operating system, people skills, and philosophy to build your organization’s normative infrastructure to manage culture change. The modules are:

Module 1: Introduction to Normative Cultures (2 Days)
* How to understand normative behavior and its influence on the organizational culture.
* How to identify group norms that exist within the organization.
* How to measure the organizational culture via the climate assessor.
* How to set the behavioral parameters for the group/organization.
* How to use the Force Field and Polsky Diamond to gain control of the culture.
* How to use the Strategies for Change in defining the normative infra-structure for your group/organization.
* Using the group problem-solving process in solving the real problems (norms) versus the symptoms via a Norms Committee.
* The philosophy behind the change process.

This module sets the foundation for using the Normative Leadership model as the focal point of your organizational change program. It puts everyone on the same page, provides a common language, philosophy, and skills to apply in managing the evolution of your culture on a daily basis.

As you incorporate the normative concepts and skills into your organizational change strategies, you will create a norms crisis. Here, you will face varying degrees of support and/or resistance among your team/employees. Interpersonal conflict is characteristic of phase, and managers/supervisors must have the knowledge and 1-1skills to address employee and group resistance to change. Logically, in this next module, the focus is on, 1) leadership style awareness and development, and, 2) understanding and managing individual behavior.

Module 2: Leadership Management (2 Days)
* Understanding Individual Behavior
* Leadership Styles and their impact upon the organizational culture.
* How to facilitate a 1-1 meeting.
* Team Assessment Exercise - assessing the culture within a team.
* How to use the Decision Planner when making tough decisions.

As the culture begins to respond, your management team must build upon what they have learned/experienced, and seek ways to work more effectively together as a TEAM. Otherwise, sub-groups will form, and the “us versus them” mentality will set the stage for internal power/political games that ultimately give rise to negative norms affecting teamwork, accountability, customer service and profitability. Remember, “as the leader(s) go, so goes the group.”

This module provides the opportunity for the team to examine “how we work/don’t work together.” It enables the team to examine their dynamics, hidden agendas, and areas of interpersonal conflict, and resolve these issues constructively in a facilitated environment.

Module 3: Building a Team (3 Days)
* Understanding and “reading” group behavior. (Experiential learning)
* Facilitating groups/resolving conflict in groups.
* Building the team culture.
* Building trust within groups.

With the culture becoming more stabilized, it is now time to reinforce and formalize the parameters for employee performance. This module focuses on providing a formal system that defines job responsibilities, and measurable standards of performance for accountability. Employees will write a job description outlining the scope of their job responsibilities within their individual job title, along with the required measurable standards of performance that indicate when each responsibility has been satisfactorily completed. The document can be used in the hiring process, for orientation of new employees, for performance reviews, and in the termination process.

Module 4:> Performance Assessment SystemNote: The above is the sequential long-term program. The program can be customized to meet your specific needs such as: Team Building, Leadership/Management Development Program, Group Facilitation Skills, 1-1 Skills, Culture Change, Conflict Resolution, and more.

Program Benefits
- Leadership Operating System ensures consistency in managerial effectiveness in changing culture/dealing with “people dynamics.” (Common language, skills and philosophy)
- Increases employee ownership over their job, accountability, creativity, self-confidence and leadership in addressing unacceptable behavior.
- Program is tailored to address concerns within your organization’s culture.
- More control over creating and managing the organizational culture that you want!
- Proven, cost-effective model that complements in-house training programs.
- Train the Trainer programs available to develop in-house Normative Leadership expertise.
- Builds inter and intra-departmental cooperation for completing tasks and serving customers/clients.
- A safer work environment = maximum growth and development for both employees and the organization.

The Normative Leadership program is more than just a training program. It offers timeless wisdom that will give you, and your employees, an intangible edge throughout life — both professionally and personally.

Timeless Wisdom for All Ages!