Opus Organizational Development Program
This is an experiential program whereby new competencies are developed sequentially both by design and in response to the business needs. The program is light on theory/philosophy and learning occurs primarily through practical, relevant applicable practices that address business concerns, opportunities and breakdowns as they arise.
In our vernacular, practices are sets of skills that can be learned and perfected. Practices are the only way we know to connect ideas to actions. (If you’re a golfer, you’re not going to improve your swing by reading about it or watching someone else – if you’re committed to improving your game, odds are that in addition to reading and watching, you’ll also work with a coach and practice.) Successful action in human domains does not come from rules, procedures or prescriptions. It comes from embodied skill.
A practice is embodied when its performance is transparent, automatic and habitual. You can put an embodied skill into action immediately without thinking about it.
Teaching the basic practices detailed in the Opus Organizational Development Program, purely as a series of conversational models is often inadequate if we’re committed to building the capacity to respond optimally to the opportunities and breakdowns that recurrently appear in our personal and professional lives. Even with enhanced awareness and strong command of the linguistic constructs, many will still have difficulty inspiring trust, connecting with the people they interact with, listening for deep concerns and responding well in chaotic or challenging situations. Hence the experiential design of our programs.
Whilst all programs are tailor made to address each organization’s specific concerns, the following is an example of a preliminary outline of the first 6 workshops included in the Opus Organizational Development Program.
- Months one to six: See above
- Months seven to nine: One-day on-site per month, agenda to be decided (optional)
- Month twelve: One-day on-site, agenda to be decided (optional)
- Month fifteen: One-day on-site, agenda to be decided (optional)
- Month eighteen: One-day on-site, agenda to be decided (optional)
Workshops last 3 – 4 hours and are typically scheduled 3 weeks apart so that participants can apply their new learning – in conjunction with their assignment work and the 1:1 coaching – into the workplace.
Workshops are used to:
- Introduce participants to new set of shared distinctions, standards and practices
- Facilitate team coaching to explore learning and further develop new competencies
- Identify and address tactical and strategic breakdowns and opportunities as they arise
- Build trust and facilitate team cohesion
Assignments provide the context for participants to apply their learning into their day-to-day roles. Though participants will be introduced to the theoretical and philosophical underpinnings of Commitment Based Management (CBM) this program is pragmatic and learning (and ROI) is produced by participants experiencing and producing value by applying what they are learning to the business in real time.
The assignment work is predominantly a medium that facilitates participants becoming more competent observers regarding:
- How they are performing against newly introduced distinctions, standards and practices
- How the organization is performing against those same distinctions, standards and practices
As the assignment work facilitates real time learning it affords participants the opportunity to consistently identify and evaluate the relevance and for us to collectively optimize the value of the program.
The one-to-one coaching (for select participants) provides focused support to participants as they develop new competencies and apply them to real time tactical and strategic concerns.
Preliminary program design: The following is intended purely as a preliminary outline of the first 6 workshops. In order to produce optimal results, the program will evolve in response to business needs. The dates and curriculum cited are subject to change.
Curriculum to include:
- Commitment Based Management (including Conversations for Action)
- Adult Learning... theory and practical application
- Mood management
- Interacting effectively with different behavioral styles
- Leadership, management and teams as a commitment based phenomenon versus an activity based one
- Meetings and meeting practices
- Conflict resolution
- Attention training
- Making offers and building power
- Innovation (including Conversations for Possibilities)
An off site (overnight) experiential module designed to introduce participants to the innovation process and Conversations for Possibilities. This Lab experience will produce a new actionable initiative for organizational deployment and be a catalyst for future innovation.
We have identified areas whereby CBM expertise is deemed to be appropriate regarding process review and possible redesign.
Conflict resolution and team optimization
Module designed to enable participants to:
- Have uncomfortable conversations; get important issues onto the table and address them
- Build competencies for honest, forthright communications
- Improve mood and morale among participants
- Strengthen key relationships, creating a culture of trust and accountability
- Identify specific breakdowns or crises and take action to remedy them
- Manage commitments more effectively