Odyssey: Developing the Last Competitive Advantage
Developing a Cultural Advantage works whether you are ahead of your game and want to increase the distance between your competitors or you are lagging behind and want to catch up or are contemplating merging with another organization. It works whether you want to change the social norms to make a society more productive or you are interested in strengthening a team to win more matches. It is the only advantage that cannot be replicated by the competition!
Deciding to embark upon a process of Culture Change requires long term commitment and dissatisfaction from the status quo. It will only come with a realization that more can be done, in a better way and that your organization or community has the potential to function better. Your organization’s strategies can be put to effective use only if you have a culture that supports your strategies.
If an organization assesses that it can do more with the resources it has, within the context of its realities and challenges, changing the culture of an organization can enable the organization to outperform not just itself but its competition. If the leaders of an organization feel that something in the way we do our work and the way we are organized is stopping us from reaching our full potential OR if they feel that as the dynamics of the market are changing and we need to adapt or risk being left behind, working on developing the required culture can ensure the longevity and ultimate success of that organization.
MIDASTOUCH 1: Developing the Golden Touch
Transformational leaders have a knack of pushing organizational performance boundaries and incite and excite the organization to go beyond its current performance and tap into its collective hidden potential. If you are that kind of leader who is never satisfied and believe that your teams have the potential to do more; if you are the kind of leader who wants to be able to inspire your teams to take challenges that they never thought possible; if you are the leader who believes in the infinite potential of your organization, then you must delve into this process which will allow you to create that magic in your organization. It starts and ends with you!
Our model suggests that leadership is a Value Driven process. That means that every leader will lead in light of what he/she believes to be the right thing to do. There needs to be congruence in what a leader believes and what he/she practices. Change in behavior can lead to change in the value system overtime, but a change in value system leads to an immediate change in behaviors.Leaders need to have the right kind of skills which are necessary to create a transformational workplace and the tools which will enable them to guide themselves and self-manage this change process.
The process of leadership development needs to focus on developing a leadership mindset, giving tools and enabling skills to practice leadership, and allow for new behavior formation and practice.
MIDASTOUCH2: Creating Magic in Teams
The reason we have teams is because an individual alone is not enough to get the desired job done. In the increasingly complex world, we need teams to get things done. In any institution or organization then, teams carry a significant importance for the achievement of goals and targets.
Great teamwork can produce exceptional results. You see real life examples of it in sports and perhaps you have been a part of such teams yourself. Very often however, differences of opinions, perceptions, personalities and sometimes internal politics create conflicts, misunderstandings and miscommunication within the team which results in suboptimal results. If these go unchecked, it can seriously damage the potential of what a team can deliver.
Our teambuilding process focuses on resolving such misunderstandings and conflicts, works to improve relationships between team members, builds trust and confidence amongst them, all of which leads to high levels of performance and output. It has to be a continuous process to enable the teams to stay on their toes and avoid falling back into the trap of personal agendas overriding the team’s agenda.
By virtue of our experiences working in the corporate sector we know that poor team work can play havoc with its potential to deliver results. When people are demotivated it’s mostly because they are unhappy with their teams and the fact that they are unhappy with their leader. We understand these processes and can intervene to improve these processes so that the same team can actually become the best!