cultureQs webinar

You can accelerate alignment for change while focusing on the business … want to find out how?

Instinctively you know that creating an environment where people feel able to express their views openly, while addressing delicate topics, helps your business unlock expertise and invites everyone to be part of the change conversation

cultureQs is a Change and Integration Accelerator that uses powerful questions to inspire participants to reflect on the foundations of their beliefs, attitudes and behaviours.

While engaging in deep meaningful conversations, people connect quickly, enabling the invisible borders that hinder collaboration to fall away.

  • Reduce Wasteful conflict

  • Re-focus on the personal and professional questions that matter

  • Release innovative potential

  • Enhance performance

How do people show up for work in your organisation?

Perhaps you’re working in an environment where some of the following are hindering your organisation from being successful:

  • uncertainty,

  • mistrust,

  • conflict,

  • poor quality,

  • inefficiency,

  • management arrogance,

  • toxicity,

  • dissatisfied customers

Or maybe you’re a consultant working with clients who are stuck in silos and finding it hard to align all the different approaches to leverage their collective genius

Maybe you’re working with an organisation that’s tackling the challenges of an acquisition – finding it hard to bring all the different people from different organisations together

Or you’ve been brought in to kick off a project and are wondering how you are going to help the diverse team accelerate the forming process so that they can move quickly to high performance

cultureQs meets these classical organisation challenges positively, enabling you to Shape a Generative Collaborative Organisation Culture … together … very quickly. Then, your Business will thrive

Your role is to help people surface and overcome the underlying challenges of working as a team

Organisations often focus on the ‘change’ somehow expecting that talking about change will make it happen. Often people focus on the problem and spend energy on avoiding the downsides of the problem. Working out what the real focus is enables the conversation to start.

You want to move the conversation to the solution and to possibilities that you may not even have been aware exist, by inviting people to participate in solution focused thinking. By bringing the focus back to the business question that needs to be answered and addressed you can help the team move forward.

You can help teams overcome thinking in silos, opening the possibility for a different type of conversation: one which starts with the end in mind, and co-creates a vision of the future from a blank sheet of paper.

You want your role to be about helping co-create change by inviting people into the conversation and encouraging them to involve themselves so they experience engagement internally.

Move the conversation back to the business

By focusing the conversation on the business, you move away from that external process of getting people to buy in. Opening real conversations enables people to work together towards real engagement.

Helping people see the purpose, you can invite them to engage in that purpose for themselves. This will naturally create alignment and support people to commit to engaging in significant change.

By creating a 'trust space', helping to co-create a culture of complete openness from the start of the conversation you will:

  • accelerate the process of alignment because people will start to develop relationships that matter

  • co-create a clear picture from a range of perspectives and in doing so enable people to choose how to align

Your invitation to be part of the conversation

Starting the conversation is sometimes the trickiest piece of the puzzle. And if you’ve been on lots of other learning experiences you’ll know that putting something into practice after the event is often the key to success.

If you’re already coaching as part of how you introduce change, then you’re one step ahead.

Even if you’re not, learning a process for asking questions while creating the space for answers to emerge is within reach.

cultureQs is something you may not have heard of – yet! We intend to put this right and introduce Eric Lynn to Australia as part of our collaborative relationships designed to help you go deeper with change: http://cultureqs.com/about-cultureqs/.

Eric is the creator and founder of cultureQs and we will be talking with him on December 7th. During this hour long webinar Eric will give you an opportunity to experience for yourself how it works. And if you’re keen to take it further, we’ll be sharing the next steps to become a cultureQs facilitator.

Eric Lynn Founder and Creator of cultureQs

So let's take a closer look at cultureQs

The model below is the classic application of cultureQs. Many more are possible and some of these will be covered in the cultureQs Certification Programme that enables change agents, facilitators and consultants to add value by using this unique tool.

Six phases of cultureQs

PHASE 0 : THE NEED

Consultations and conversations to ascertain the current situation, history, needs, intentions, purpose, challenges, key people and any other relevant information to enable designing a process to meet client needs. The Business Question is formulated with the client. The client owns the Question.

PHASE 1 : THE INVITATION

An Invitation is only an invitation if perceived to be genuine. People need to sense an invitation to actively engage with any change or integration initiative, and this invitation must come from the leadership.

PHASE 2 : FOCUS AND ORIENTATION

The critical introductory phase of any intervention that uses cultureQs includes: the client invitation, the Business Question, the invitation to participate, clarification of purpose and process.

PHASE 3 : ALIGNMENT

Alignment occurs while groups are using cultureQs.
(i) The group's engagement with the Questions with each other … Meaningful Conversations ('playing' cultureQs).
(ii) Sense-making - a skilled facilitator enables the group to bring all their insights to the surface. Perspectives expand. Change is already occurring, consciously or otherwise. Shift happens. The group realigns towards the Core Business Question.

PHASE 4 : ENGAGEMENT

Using the insights from the alignment phase and with a focus on their Core Business Question, the group defines how it wants to work together. They own their process and engage with it. Agreements are documented and explicit commitment is encouraged.

PHASE 5 : DOING

With the foundation of their alignment and engagement work, groups and teams return to their everyday working environment ... engaging with one another and their work far more productively. Quality Conversations take the place of 'discussions' … "Wasteful conflict is reduced; people (re-) focus on the personal and professional questions that matter; innovative potential is released and performance is enhanced."

A classic cultureQs workshop consists of phases two, three and four. Phases 2 and 3 need approximately 3 hours. Phase 4 generally takes 2 to 4 hours depending on the complexity of the situation, the group and the starting point.

Result

In less than one day, the group has connected at a deep meaningful level, is aligned, and has enabled themselves to commit to engage together on their initiative or project … working with the inherent complexity

Align. Engage. Accelerate.

How does this fit with Lean Change?

cultureQs is a great fit with Lean Change. You can use the approach at any stage of the Lean Change Cycle:

Insights

cultureQs helps surface many of the underlying challenges of people working in teams and groups.

Surfacing these challenges creates great insights about what’s going on in the organisation. It also helps inform how you can introduce change since natural engagement arises when people are part of a common alignment process in a ‘trust space’.

Options

Having different ways of understanding how to align the organisation for change creates options. cultureQs helps surface which options could be considered. The process is naturally co-created and in opening options together, there is a higher chance of commitment.

Experiments

Open dialogue and a willingness to discover together is fundamental to the purpose of cultureQs. Experimentation can seem daunting for some organisations. cultureQs enables innovation because the trust space created leads naturally to being open and accepting of a broad range of perspectives. Being open creates curiosity that enables innovation and an experimentation mindset.

cultureQs also works well with other change approaches.

I’m interested in being part of the conversation – what next?

Having an experience is the best way of finding out more. Charlotte and I can’t wait to give you an experience of cultureQs and are delighted to be part of an hour-long webinar with Eric on December 7th 2016 at 4pm Perth time WST        UTC/GMT +8

To be part of our webinar with Eric on December 7th 2016 hit the ‘Sign Me Up’ button below. We’ll be sending out more updates.

PLUS when you sign up you’ll have the opportunity to post your questions beforehand and we’ll invite Eric to provide some thought provoking answers. Naturally we will also be taking questions during the webinar.

Want to find out more about how Eric has developed and worked with cultureQs?

©Ro Gorell, Eric Lynn 2016.  All Rights Reserved.

 

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