Kopie - Beyond diversity VWM
Heidemarie Oberg Fischer
Created on July 25, 2024
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How to develop inclusive leadership skills and identity to make individuals and teams grow.
Beyond Diversity
Psychological Safety, Motivational Drive, & Cognitive Diversity
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- What is ICQ Global?
- What is ICQ Global not?
- How does it work?
Our solution: Growth 1.0 and 2.0 based on the assessment and alignment of cognitive diversity, psychological safety and motivational drive.
People do what they consider right based on what they consider true to get the best outcome they think they can.
Stephen Hawking
“Intelligence is the ability to adapt to change.”
- what we think we need and what we actually need
- what our environment considers normal
CULTURE(normal)
Our behaviour is driven by:
- what we consider right and true (values and beliefs)
PERSONALITY(natural)
Clashing values
Poor leadership
Personality clashes
The Golden Rule
60-80% of all difficulties in organisations or teams happen because of:
Common sense
As expressed by cultures around the world
(McKinsey, 2016)
82% of employees think they are not.
86% of leaders see themselves as inspiring.
The Golden Rule
Bridging the Mindset Gap
(Salesforce)
Only 8% of customers agree with them
80% of CEOs consider their customer service outstanding
The Golden Rule
Bridging the Mindset Gap
(The 7 Hidden Reasons Employees Leave)
Only 12% of them leave because of that.
89% of leaders think staff leave for more money.
The Golden Rule
Bridging the Mindset Gap
(Gallup, 2016)
(Leadership IQ, 2016)
89% of hiring failures within the first 18 months are due to a poor cultural fit.
75% of employees leave managers, not companies.
The Golden Rule
Bridging the Mindset Gap
(Deloitte, 2019)
(Corporate Leadership Council, 2018)
Leadership training has improved productivity by 2% only.
$46 billion are globally invested in leadership training annually.
The Golden Rule
Bridging the Mindset Gap
Psychological Safety
a shared belief held by members of a team that the team is safe for interpersonal risk-taking, learning and contributing
Motivational Drive
the desire to learn, contribute and get things done
Cognitive Diversity
the ability to see a situation from different perspectives
There are 3 invisible forces that determine if an organisation is growing or declining. The ability to measure, visualise and optimise all of them is the key to creating high-performing, innovative and sustainable teams.
Three invisible forces
90% of strategy is execution and 90% of execution is interaction between people who think and behave differently. This personalised team coaching program is based on facts, proven best practices and the latest business insights to unlock the potential within and between people.
High-Performing TEAM COACHING
GROW
OPTIMISE
VISUALISE
MEASURE
GROWTH 1.0 Psychological Safety + Motivational Drive
13
Creating a visibly diverse group is relatively easy, turning it into a high-performing team is hard. Measure how motivated and psychologically safe your team feel as it determines if the organisation is growing or declining.
Find out where and how serious a problem is so we can help you find out what it is and how to address it.
See the break-down of questions based on 4 topics within motivational drive: Accountability, Autonomy, Mastery, Purpose
See the break-down of questions based on 4 topics within psychological safety: Courage, Vulnerability, Inclusivity, Collaboration
GROWTH 2.0™ GROWTH 1.0 + Cognitive Diversity
16
Cognitive diversity is the only layer of diversity that has proven benefit in terms of performance. The highest level of growth and performance happen in a psychologically safe, motivated and cognitively diverse environment. Measuring those 3 invisible forces reveal in which stage of growth an organisation is.
Growth
Cognitive Diversity
Motivational Drive
Psychological Safety
Stage 1: Growth
Anxiety
Stagnation
Tunnel vision
Cognitive Diversity
Motivational Drive
Psychological Safety
Cognitive Diversity
Motivational Drive
Psychological Safety
Cognitive Diversity
Motivational Drive
Psychological Safety
Stage 2: Time Bomb
Confusion
Dissolution
Rat race
Cognitive Diversity
Motivational Drive
Psychological Safety
Cognitive Diversity
Motivational Drive
Psychological Safety
Cognitive Diversity
Motivational Drive
Psychological Safety
Stage 3: Decline
Game Over
Cognitive Diversity
Motivational Drive
Psychological Safety
Stage 4: Game Over
22
6/24/2024
Cognitive diversity
GROW
OPTIMISE
#2
#3
#1
VISUALISE
MEASURE
The process
MEASURE
Psychological safety and motivational drive + GROWTH 1.0
ADDRESSING THE ROOT CAUSES
F2F workshop to address the most urgent and challenging areas based on the results: courage, vulnerability, inclusion, collaboration, accountability, autonomy, purpose or mastery.
GROWTH Zone™
Measure psychological safety and motivational drive of the team.
GROWTH 2.0
Visualising in which of the 4 stages of growth the team is based on the 3 invisible forces and discussing the next steps to level up.
AIMING HIGH
Focusing on co-creating an action plan to align vision, culture and behaviours that allow the team to turn their differences into synergy and achieve their goals faster and more efficiently.
GROWTH 1.0
Visualising the team in the apathy, comfort, anxiety or growth zone; and breaking down in which of the 8 subareas they are losing potential and why.
INDIVIDUAL DEBRIEF
Individual Global DISC™ debrief to participants.
Global DISC™
Measure cognitive diversity and blind spot of team, as well as the mindset gap between individuals.
#0
High-performing Team Coaching
c) 2 Psychological Safety and Motivational Drive d) AssessmentsAccess to Learn Hub "Unconscious Bias"
Optional second assessment and fine tuning workshop
Team development workshop(s)
PHASE 4
PHASE 3
PHASE 2
GD Debriefings
Assessments
Phases
TEAM DEVELOPMENT WORKSHOP – 2 days F2F
Integration workshop, results discussion and strategy finding. Group report.Results review, fine tuning or adjustment of strategy. Definition of group and individual commitment.
RE-ASSESSMENT AND FINE TUNING WORKSHOP (1 day)
2nd assessment of psychological safety and motivational drive to measure improvement and tendency, realign and further fine tune.
INDIVIDUAL DEBRIEFING - 60 minutes (after individual debriefing Global Disc)
Integration workshop, results discussion and strategy findingGroup report4-8 weeks later, 2nd assessment of Psychological Safety vs. Motivational Drive
ASSESSING PSYCHOLOGICAL SAFETY VS: MOTIVATIONAL DRIVE and PERSONALITY AND CULTURE
a) Global Disc Accessb) Individual Debriefing
PHASE 1
Route Map
Thank you very much for allowing us to introduce the ICUnet.Group! Your personal contact for further questions:
Heidemarie Oberg FischerManaging Director heidemarie.oberg@icunet.group