Senior executives always question the wisdom of allowing the emerging leaders in innovation leadership development programs to choose their own projects. The seniors ask “Why would we send them off to seek opportunities when we already have a long list that we need to capitalize on?” Here is how I answer: 1. Leaders make decisions. You are grooming these young high-potentials to take your place. Think about how you learned to make difficult strategic decisions.
Traditional learning and innovation are not well-suited to one another. The school of life offers a much better innovation curriculum than any university ever could. Reading and lectures are no substitute for conceiving an idea and testing it in the real world. That is, people need to observe, and better yet, participate, in innovation, before they believe that they are capable of making it happen. How do you get past this chicken and egg conundrum
Mohr Collaborative is accredited to administer the Belbin Team Roles profile and to conduct Belbin Team Roles workshops. Why we use Belbin Team Roles Imagine your manager nominates you for a high-profile leadership development program. You find yourself on a team with four people you’ve never met and know nothing about except that they, like you, are very smart, very driven and management calls them “high potential.” Your team comprises people from different continents and
Based on concepts detailed in her book Net Work, this workshop created by Patti Anklam will: Improve effectiveness in managing current work and projects that require collaboration among diverse partners and colleagues Develop leadership capabilities in managing personal networks
Strategic Thinking: A Core Competency Our Conventional Wisdom workshop challenges participants to examine their professional beliefs and experience and develop a snapshot of the future. Drawing on their collective wisdom and experience, participant teams evaluate and vote on the likelihood of future events. These possible “headlines” are created after thorough extensive research by our team, that includes interviews with senior executives, industry reports and business intelligence. Through this two-hour workshop participants gain insights into their
We focus on the following objectives throughout our programs, beginning with custom designed workshops and presentations ranging from an hour to a day each, and continuing through team and individual coaching. Foster a broader organizational perspective Provide participants with a cross-business, cross-regional, cross functional perspective on the organization to which they would not otherwise be exposed Build substantive professional connections with senior leaders Participants see how senior leaders think and begin to model “executive thinking”
There are many ways to try to break down silos, ranging from corporate re-organization to small-scale networking events. But the simple fact is that few people make the effort to reach out to other parts of the business unless they can visualize how they will benefit and believe it can happen. Our programs provide the experience that makes people believe. Working with and learning from a high-potential team of peers on a project that has
Two key elements set our programs apart from others: A customized design based on a deep understanding of our client’s business and culture and its impacts on participants’ ability to innovate; Clear outcomes that directly hit the bottom line. The cornerstone of our program is “learning through success.” After an in-person session that introduces the task and core concepts, teams develop a project idea, actively engage with their executive sponsors and receive expert guidance from us. At the end of several months they present a
Our “Conventional Wisdom” workshop engages participants in assessing the likelihood of hypothetical future events. This activity serves to build cohesion amongst the cohort as typically only some of the people have knowledge about certain events and must share this knowledge with the others. It also gets them to take a broader perspective and kick-starts the brainstorming process.
Effective teams result from more than an elusive set of chance circumstances and “good chemistry.” Mohr Collaborative helps clients create rewarding team experiences and, more important, learn how to replicate them. Through consultations, profiling, team assessment instruments and coaching we give attention to the entire process, from team composition to creating a supportive environment to helping team members identify and modify counter-productive behaviors. Participants and their senior sponsors learn how to rapidly get a team of
We customize and integrate our modular offerings to suit clients needs. Participant selection Team formation Preparing senior managers Opening session design Simulations Innovation training Business acumen training Expert speakers Client data gathering and analysis Securing buy-in Presentation skills Integrated coaching In Depth Integrated Coaching Belbin Team Roles workshop 5 Dysfunctions of a Team workshop Innovation Behaviors workshop Non-verbal Communication coaching Thinking Strategically about Innovation Collaborative Technology We often design hybrid programs that begin and end