The process
A three-step process for new CEOs finding and sharing the story of their business, so people understand where they’re going, why it matters and how to get there, and the business can grow with a clear sense of shared integrity.
It starts with a deep dig into context. This contextual work is essential to discovering and positioning the organisation’s essential truths. It is not an abdication of leadership. It is about developing a rich and nuanced understanding of the people in and around the organisation.
In short
From uncertainty to clarity. From cliques to unity.
My job is to help a new leader understand what they have inherited so completely that leading it becomes dramatically easier.
01
Dig deep to create a full understanding of the needs, the situation and the organisation as it really is.
Briefing
Situation, issue, opportunities, need.
Conversations
Internal and external. Us at our best.
Knowledge
Company strategy, research, reports.
Research
Competitors, market, wider influences.
02
Express insight and solution in clear, compelling and effective terms. Each component plays an important role in its own right.
Vision
Where we are going.
Purpose
Why we are going there.
Values
How we will do it.
Deep belief
What we stand for.
Together, these become something more powerful: a shared narrative that reaches hearts as well as minds.
03
Build and brief an influential, cross-representative values team. The story becomes shared work.
Actions
SMART, everywhere.
Measurement
Is it working?
Review
Team and CEO, quarterly.
Renewal
An ongoing programme.
A slow tidal turn: from fractured to connected, idling to purposeful, random to focused, wasteful to effective, neutral to proud.
The result
A business absolutely clear about its direction and what makes it distinctive. One where people understand where they are going, why it matters and how to make good decisions without constantly being told.
What remains is the cultural infrastructure of enterprise resilience: the shared understanding of where the organisation is going, why it matters, how to behave and make choices, what it fundamentally believes, and who it is, where it has come from and what it is becoming. Under normal conditions that creates clarity, unity, pride and endeavour. Under abnormal conditions it becomes decision-making infrastructure.
One that can grow with a clear sense of shared integrity.
And what of the leader?
Taking on a new leadership role can trigger self-doubt. People often feel highly visible, heavily judged and, at times, lonely. When they are clear about their own purpose and principles, leadership becomes more certain and more effective. More enjoyable, even.
An hour a week for ten weeks, with a little time between sessions, is enough to emerge with a clearer story of your own: one that defines not just how you lead your organisation, but how you choose to live your life.
In their words
“Erika and her insight into how values build a better team and a better business are an eye opener. Through a rigorous process and her own passionate approach, Erika quickly helped us understand the essence of our business and what makes us special.”