Build strategic skills, emotional intelligence, and influence.
Program Titles
- Executive’s development goals and plans
- Strengthen critical relationships within the organization
- Helps leaders think and act more systemically
Jeff Boudro specializes in working with Top and Mid-level Executives. Jeff’s unique human systems thinking (HST) approach helps leaders think and act more systemically to engage the workforce and transform the business truly. The best leaders are great at seeing and navigating the whole system while continuously working to build their strategic skills, emotional intelligence, and influence.
Boudro combines a systemic lens with a highly individualized approach. Your growth as a leader isn’t just about your skills but also about how you shape the environment in which you lead.
Consequently, his “step up to the balcony” together helps your audience gain valuable perspective on the dynamics of your organization and how it impacts what you are striving to accomplish through others. At the same time, we work together at “ground level” to address the specific behaviors, skills, and experiences needed to increase your ability to make a difference. Although we don’t skip over your development needs, we primarily focus on building on your strengths. We do this in a way that also leverages the people around us. Our integrated process provides excellent support to help you articulate goals that fit your specific situation and your longer-term objectives.
Applying a systemic lens and focusing on your individual development will create a more robust and context-based plan to get you where you’re going. This dual-focus approach will ensure you’re addressing everything needed to unlock your full, positive potential and that of the organization.
The Boudro program is designed to accelerate the impact of your organization’s initiatives. It is a high-involvement, reality-based event that will unleash your people’s and your organization’s productive power. Each is grounded in our proven methodology and will give participants new ways of seeing and understanding the worlds in which they and others operate. They will walk away with tools and strategic frameworks to implement that. The learning is impactful, powerful, and lasting because it gets participants in the gut and the head.
The organization
The Organization program is a highly engaging, experiential exercise based on decades of research and observation of the systemic nature of people in organizations. It helps participants see new possibilities for increasing their influence and effectiveness and the vitality and success of their organization.
Leading from the Middle
Organizations need competent, effective, and empowered middle management to survive these turbulent times. Yet those in middle positions commonly report that their jobs are too demanding, stressful, and unrewarding. Leading from the Middle aims to transform middle positions into the drivers of integrated and effective organizational change. This workshop supports Middles’ ability to lead more effectively and become a key player in organizational change efforts.
The culture
When Cultures is an insight-provoking, experiential workshop that helps participants navigate the challenges and maximize the opportunities when two or more cultures interact, the program provides the knowledge base and methodology for developing robust, integrated cultures that leverage the unique capabilities and contributions of all an organization’s members.
The power lab
The Power Lab is like no other leadership development program. It is an intensive, six-day exploration of power and leadership, providing the perfect practice field for intelligent risk-taking and personal growth. It’s challenging. It’s inspiring. It’s energizing. It’s more than a case study or a simulation. You’ll live in a multi-class community divided by dramatic resource, authority, and power differences. You’ll repeatedly face the core leadership questions:
What is your vision for this organization?
How can you implement change?
How do you create and sustain productive partnerships?
What is your power? Do you use it or run from it?
During your experience, you’ll encounter the issues and challenges of power and leadership that you grapple with daily in your professional and personal life. Past participants tell us it’s like having years of decision-making and valuable new experiences condensed into six days.
The “Context” of our partnership starts with a meeting between Jeff, the Executive, and any other key stakeholders (e.g., the Executive’s Manager, HR) to ensure that all parties are committed to a successful outcome. Jeff and the Executive then meet to discuss the relevant background, goals, and desired outcomes.
We leverage our unique Human Systems Thinking (HST) approach, which helps you see and assess the total system context in which you function. This part of the process also includes a personal interview in which the Executive’s life, career, strengths, development needs, and motivations are explored in depth. Before moving forward, it is essential for Jeff and the Executive to determine if there is substantial “chemistry” in the form of trust, openness, and commitment to the process.
The Executive may take one or more assessments, and other colleagues’ perspectives are often included (e.g., one-on-one interviews or 360 feedback tool). A follow-up discussion identifies vital insights and action items from stakeholder interviews/assessment tools. Afterward, Jeff and the Executive meet to identify the specific behaviors, skills, and experience needed for success.
An action plan is created to review progress and address opportunities and concerns.
The Executive focuses on specific changes necessary for completing the individual development plan. This may require the Executive to:
- Meet other stakeholders for their input on the Executive’s development goals and plan
- Apply new behaviors and report results to Jeff Boudro
- Build new skills through applied practice and stretch assignments
- Strengthen critical relationships within the organization
- Talk to successful executives who embody the skills and abilities they want to develop
The final part of Jeff’s partnership comes when the desired skills and behavior changes have been achieved. Surveys are sent to stakeholders for feedback on the Executive’s improvement and progress. The results of these surveys are discussed with the Executive, and if course corrections are necessary, they’re documented.
Once the Executive, Jeff, and any stakeholders agree that the process has met or exceeded expectations, he begins a “phase-down” period where the Executive must do more and more of the target behaviors independently, with a decreasing need for one-on-one coaching. Finally, a formal follow-up session can be conducted several weeks after the last coaching session to obtain feedback, acknowledge accomplishments, and present a final report on the outcome of the coaching process.
The “Context” of our partnership starts with a meeting between Jeff, the Executive, and any other key stakeholders (e.g., the Executive’s Manager, HR) to ensure that all parties are committed to a successful outcome. Jeff and the Executive then meet to discuss the relevant background, goals, and desired outcomes. We leverage our unique Human Systems Thinking (HST) approach, which helps you see and assess the total system context in which you function. This part of this process also includes a personal interview in which the Executive’s life, career, strengths, development needs, and motivations are explored in depth. Before moving forward, Jeff and the Executive need to determine if there is substantial “chemistry” in trust, openness, and commitment to the process.
The Executive may take one or more assessments, and other colleagues’ perspectives are often included (e.g., 1-on-1 interviews or 360 feedback tool). A follow-up discussion identifies vital insights and action items from stakeholder interviews/assessment tools. Afterward, a meeting takes place between Jeff and the Executive to identify the specific behaviors, skills, and experience needed for success. Here, and in future video conferences between Jeff and the Executive, an individual development plan is finalized and shared with key stakeholders if appropriate. From this, an action plan is created, and conferences or phone calls will be held where progress will be reviewed and opportunities and concerns addressed.
The Executive focuses on specific changes necessary for completing the individual development plan. This may require the Executive to:
- Meet other stakeholders for their input on the Executive’s development goals and plan
- Apply new behaviors and report results to Jeff
- Build new skills through applied practice and stretch assignments
- Strengthen critical relationships within the organization
- Talk to successful executives who embody the skills and abilities they want to develop
Throughout this part, the Executive and Coach are in regular contact via video conference or by phone to ensure the focus remains on the development plan and to discuss successes and issues in specific situations.
The final part of the Coaching partnership comes when the desired skills and behavior changes have been achieved. Surveys are sent to stakeholders for feedback on the Executive’s improvement and progress. The results of these surveys are discussed with the Executive, and if course corrections are necessary, they’re documented.
Once the Executive, Jeff, and any stakeholders agree that the coaching process has met or exceeded expectations, the Coach begins a “phase-down” period where the Executive must do more and more of the target behaviors independently, with a decreasing need for one-on-one coaching. Finally, a formal follow-up session can be conducted several weeks after the last session to obtain feedback, acknowledge accomplishments, and present a final report on the outcome of the process.
Conclusion
If you are looking for powerful, fresh thinking on how to achieve your strategic or career goals, Power + Systems can help you get there. Our Human Systems Thinking (HST) approach enables you to see and assess the total system context in which you function. Our approach helps you see things less personally and more systemically, thus allowing you to take more strategic, effective action.
Total System Power
Learn what’s behind our Human Systems Thinking. (Barry Oshry fellow Jeff Boudro)
Book Jeff Boudro (Barry Oshry fellow Jeff Boudro) for your Event!