CONTENT

 “The Intentional Leader” is a system comprised of five content areas.  Executives work to identify the organization’s core competencies, its distinct competitive advantages, and the value proposition it presents to its customers.  Organizational teams then integrate, unify and align their work to a common purpose and establish priorities to reach shared goals.

This unique five-step process develops concepts and abilities that allow executives to shift from managers to leader-managers.  Organizational shifts occur as participants work through each of the five content areas or “domains”. In The Intentional Leader’s framework a “domain” is defined as a sphere of thought or action that influences performance. The domains are: Conditions, Compass, Choices, Commitment and Contribution.

The Intentional Leader is a system as well as a process.  While the system is used to build executive leadership skills, the domains contain powerful tools that can be used in the “process” of implementing strategies to improve business performance. The key concepts and tools in each domain can be cascaded in a way that touches every employee. This approach yields a framework for action, inspired employees, and improved organizational culture and better business results. 

“CONDITIONS DOMAIN” — CHANGE

The Conditions Domain deals with change and the factors that impact the organization and the individuals within it, including the executives. A tool called the “Change Exam” provides executives with a broad picture of the organization and the impact of internal and external changes.

To understand change and its elements at a personal level, a transition process is presented to executives. In addition, a “Growth and Change Curve” model is introduced to help participants better understand the global and organizational environment. Executives are given tools to identify factors that contribute to growing the business and how to facilitate the necessary changes.

Executives begin to develop change strategies and tactics by answering the following questions:

            How is change affecting me personally?                             Personal

            How is change affecting my company?                               Organizational

            How is external change affecting my company and me?External

“COMPASS DOMAIN” — DIRECTION

The Compass Domain is all about envisioning, providing direction, and establishing the foundation necessary to move toward a desired future state. Work in this domain causes executives to begin shifting from managing to “leading”. Executives are challenged to define their organization’s Values, Vision and Purpose and in doing so, chart a course for the future. They begin this process by answering the following questions:

Who are we?                                                                           Values

            Where are we going?                                                            Vision

            Why are we here?                                                                  Purpose

The answers to these questions become the “compass” point executives use to provide direction to everyone in the organization. These dimensions also provide a context and guide for decision-making and a focus for collaboration.

“CHOICES DOMAIN” — PLANNING

The Choices Domain provides a planning framework and tools to articulate what will be done to make the envisioned future become a reality. In this domain alternative strategies and tactics are filtered through the Compass Domain to determine appropriate courses of action. A tool called the Readiness Survey is used to provide executives with an overall assessment of the knowledge, intellectual capital, best practices and motivation of organization members to execute the chosen strategies and tactics. In this domain executives address the following questions:

            What needs to be done?                                                     Strategy

            How will we do it?                                                                  Tactics

            Are we ready, really ready to act?                                      Readiness

“COMMITMENT DOMAIN” — EMPOWERMENT

The Commitment Domain helps executives develop the skills they need to move power, knowledge, and information downward in the organization and thereby “empower” others. Empowerment can only occur when performers have a clear sense of direction and the skills and motivation to be fully committed and engaged in the “business” of the business. Therefore, the focus here is on empowerment management.  

The content of this domain is designed to help executives build a positive management system and create a climate of empowerment. Participants learn new and effective ways to assess employee strengths, nurture talent, and provide feedback and rewards. They also learn that traditional performance evaluation processes are built upon flawed assumptions that render them virtually useless. Executives learn to use a self-monitoring approach that helps employees clarify their “R”esponsibilities, set “G”oals, establish “O”bjectives, and identify “I”ndicators of success (RGOI).

In this domain executives work to develop methods to assess talent and empower employees to take on responsibilities. The following questions are addressed:

            What capabilities do we need?                                          Talents

            What capabilities do we have?                                               Strengths

            How do we manage empowerment?                                       Self-monitoring

These three points help executives assess the organization’s capabilities, establish an empowering management system, and specify how the strategies and tactics will be carried out.

 “CONTRIBUTION DOMAIN” — PERFORMANCE

The Contribution Domain focuses on performance and what executives deliver to their organizations and the community at large. Furthermore, participants begin to think about what they need to do for themselves to maximize their effectiveness in all aspects of their lives. The “Change Exam” and the “Readiness Questionnaire” results are reexamined to assess current realities in light of performance expectations. The work executives do in the Contribution Domain strengthen the organization’s culture and improves its competitive advantage in the marketplace. Executives and employees begin to answer the following questions:

            What contributions will I make to myself?                         Self

            What will I contribute to the organization?                        Organizational

            What will I contribute to the community?                          Community

CLOSING

By using processes that are experiential and interactive, “The Intentional Leader” enables executives to take advantage of today’s opportunities and meet tomorrow’s challenges. The process is also designed to “touch” all employees in the organization in ways that can be carried over to other aspects of their lives. We strive to help executives and employees gain better alignment between all of life’s arenas: Work, Family, Social, and Spiritual.