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 framework for managing the process of culture change.

 

It allows for employee involvement in the change process within the parameters outlined in 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 for managing 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 infrastructure for your group/organization.
* Using the group problem-solving process to solve real problems (norms) rather than symptoms through 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 and provides a common language, philosophy, and skill set 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 resistance among your team members and employees. Interpersonal conflict is characteristic of this phase, and managers and supervisors must have the knowledge and 1-1 skills necessary 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 evolve, your management team must build upon what they have learned and experienced and seek ways to work more effectively together as a TEAM. Otherwise, subgroups will form, and the "us versus them" mentality will set the stage for internal power and 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 and do not work together." It enables the team to examine its 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 and resolving conflict within 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 responsibilities within their job title, along with the measurable standards of performance that indicate when each responsibility has been satisfactorily completed. The document can be used in the hiring process, orientation of new employees, performance reviews, and the termination process.

 

Module 4: Performance Assessment System (2 Days)

* How to write a job description for specific job titles
* Defining responsibility areas for specific job titles
* Defining measurable standards of performance for job responsibilities
* How to conduct a performance appraisal

 

Note: The above is the sequential long-term program. The program can be customized to meet your specific needs, including Team Building, Leadership and Management Development, Group Facilitation Skills, 1-1 Skills, Culture Change, Conflict Resolution, and more.

 

Program Benefits

* Leadership Operating System ensures consistency in managerial effectiveness when changing culture and managing people dynamics. (Common language, skills, and philosophy)
* Increases employee ownership of 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 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 interdepartmental and intradepartmental cooperation for completing tasks and serving customers and clients.
* A safer work environment that maximizes 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!