Culture Change Management Using the Denison Coaching Model
Managing culture change is a complex process with both predictable and unpredictable challenges. Often, clients taking on those challenges find they want help, not only with the overall organizational change process, but with coaching for individual leaders as well. Their goal is to maximize their skills and effectiveness, either with their normal responsibilities, or with managing the change process, or both.
Denison has developed a 4-Point Executive Coaching model in which the leader owns their development plans and corresponding success at every stage of the process. Our Coaches play an active supporting role, facilitating each leader through four key touchpoints.
Step 1: Awareness Building.
This phase involves developing an understanding of the diagnostic tools available. Three key tools are:
- The Denison Leadership Development Survey (LD360), a 360° assessment of leader competencies.
- The Denison Leadership Potential Report (DLPR), a personality-based assessment developed in partnership with Hogan Assessment Systems.
- The Denison Organizational Culture Survey (DOCS), particularly appropriate if the organization is also evaluating its corporate culture.
With the Coach’s help interpreting the diagnostic various data, the Leader grows in awareness of specific areas of needed or desired improvement. This allows them to own their development path, giving a framework for approaching the “Honest Conversations” in Step 2.
Step 2: Development Planning.
In this phase, the Leader meets for individual “Honest Conversations” with their boss, one or two peers, and with direct reports. The Coach helps make sense of the perspectives and insights gathered, comparing and contrasting them with the formal diagnostic data gathered in Step 1, and guides the Leader in creating an action plan, focusing in on one or two achievable priorities.
Step 3: 30-Day Course Correction.
Over the next month, the Leader documents steps taken and, together with the Coach, evaluates early feedback. They note signs of progress and determine the need for course corrections. They address any obstacles to progress, and identify ongoing support needs.
Step 4: 60-90-Day Progress Review.
The Leader makes course corrections, measures impact, and makes plans for sustaining learning and momentum.
The process can be customized, of course. Frequently customizations include:
- Extending the coaching beyond the 90-day framework.
- Workshops for executive teams, to support multi-leader development programs.
- Alignment sessions with the Coach, Leader, and Boss.
- Train-the-trainer sessions to build coaching skills in-house.
Contact us today to discuss how we can help you address the leadership development needs of your organization. We can help you pursue the Path to High Performance.