Category Archives: Manage to Lead

Managed to Lead posts are organized into the categories below and are about what can be managed in order to be a better leader. There is a category for each of seven actions motivated by seven simple truths about leaders and organizations which, if followed, can help you change the world.

Achieve Breakthrough Performance with More Effective Leadership

Growth is good.

But growth can be really hard.

Maybe your organization’s growth has plateaued. Why has it stalled? Is the issue in strategy, alignment, execution, backlog, or capacity? Maybe all these areas?

Or maybe you have the opposite problem, and growth is exploding and your team can’t keep up. What needs to change to enable the organization to scale?

IntelliVen has created a one-of-a-kind tailored and immersive experience to prepare your leaders to answer these questions and address these problems.

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Manage to Lead Competency Maturity Model

The Manage to Lead for Breakthrough Performance Program arms leaders and their teams to maximize organization performance when facing a variety of challenges crucial to meeting your goals. 

The program introduces practical tools, methods, and principles consistent with Organization Development (OD) best practices for leaders and their teams of three to seven members, and their HR/OD business partner or business consultant, if they have one.

All organizations can benefit, especially those struggling to reach the next level or those facing such rapid growth that leaders are overwhelmed. Other organizations will find value as they seek to innovate in the face of market disruption. The program will also benefit those looking to capitalize on new technology, introduce new products, enter new markets or manage strategic initiatives. 

mtl infographic breakthrough performance large1
Manage to Lead flipped classroom learning where Your Case IS the Course

The IntelliVen MtL for Breakthrough Performance Program focuses on making sure your leaders are clear and aligned on important questions such as:

  • What are we trying to accomplish?
  • What do we provide?
  • Who are our target customers?
  • What problem do we solve for them?
  • What are we counting on each other to do?
  • How do we identify and respond to performance blockers?
  • Do our leaders possess and use the mindset, interpersonal skills and behaviors that propel excellent team performance?

IntelliVen is a San Francisco-based management consulting firm that works with up-and-coming leaders and their teams to get aligned and on track to achieve breakthrough performance. 

Our proprietary system of tools and templates package what we have learned from decades of running and growing dozens of successful businesses.

Seven truths drive a continuum of actions that are simple but not easy. MtL tools empower teams to mature operations in sync with stage of organization maturity.

We make doable the hard-to-implement actions driven by disarmingly simple truths.

The MtL Breakthrough Performance Program experience is 10 topic modules of guided lessons and live workshop sessions focused on your organization, your team’s unique dynamics, and your specific objectives.

modules
Topic modules build on each other to progressively prepare participant teams to prepare a board-worthy brief on their organization and the change they plan to make.

Your Case IS the Course. The program is a shared experience for your leadership team to work on, not just in, the business. You will apply business and organization development best practices to conceive, launch, and guide initiatives that realize targeted benefits, with real-time feedback. 

Guided by IntelliVen Principal Consultants with deep experience across all aspects of leadership and organization development, your team will be immersed in a unique interactive online curriculum complemented with live workshops featuring role-playing, case-based concept exploration, and direct feedback on your own case. 

Program alums join a learning community that is connected continuously online, and that convenes live virtually semi-annually, where new MtL System tools are introduced and progress with case application and lessons learned are shared.

The program is based on the IntelliVen Manage to Lead System, a collection of tools, methods, and principles drawn from decades of experience applying organization development concepts and human behavior theory to developing successful organizations.  MtL melds competence in process and business for breakthrough performance improvement as depicted in the following diagram:

Process and Content
Manage to Lead flipped classroom learning where Your Case IS the Course

We work with several universities to develop and offer leading executive team development programs. Our approach is distinguished in that everything we do reflects executive competence in organization development and the practical application of human behavior theory.

Elements of MtL have been taught at American University NtL/MSOD, MIT, Stanford, University of Maryland, George Mason University, Golden Gate University, and the University of Massachusetts at Amherst.

Ten Steps to Drive Change from the Inside

If you are frustrated by an organization resistant to embracing a change you believe is right, consider using the following steps as a road map to seeing your ideas through to reality:

Get Clear.

Write-up and share your point of view. While what you have in mind may seem clear to you, it likely is not yet to others. Writing about what you want to happen forces you to work out the logical progression of thought and to fill in the details to tell the story in a way others can understand. Share what you write with others to test for clarity and ask for help to make it clearer.

Focus on value.

Emphasize the business value your change would generate in terms others, especially those in positions of authority, can understand and appreciate.

Set the context for change.

Use the change framework to explain how what you have in mind to change exists today, why it needs to change, how it will be in the future, what must be done to get from here to there, and what will be difficult about effecting the change.

Continue reading Ten Steps to Drive Change from the Inside

How Leaders Learn From Those With a Stake in Their Success

Leaders Used to Rule Their Followers

A follower makes a leader. The relationship between leader and followers (i.e., the way the connection between leader and follower works, not just the state of being leader and follower) has changed. Leaders used to command-and-control workers, who were seen to be basically lazy, having to be told exactly what to do, and motivated only by security and money. Leaders had top-down authority and a tight rein on workers who could not be trusted to do good work without control.

A more democratic model eventually emerged. Workers were seen as responsible and motivated to do a good job, even without tight controls, punishment, and reward. This led to a less rigid leader-follower relationship, one more focused on creating happier, productive workers. The tools for doing that, however, have not been clear.

market-lead-position

Followers Now Enlighten Their Leaders

There is now even more change in how leaders and followers relate. Specifically, we see more emphasis on a leader’s capacity to build and sustain an inclusive and high-trust relationship with a loyal, capable, and motivated followership. Continue reading How Leaders Learn From Those With a Stake in Their Success

3 Levels of Human Identity Can Be Used to Build Relationships Across Difference

The business case for Diversity, Equity, Inclusion, and Anti-oppression (DEIA) programs in organizations is no longer being built…it has arrived. Investors, employees, and customers are making clear to leaders that DEIA is now critical to their bottom line and that it will be so forevermore.

Consequently, leaders must learn to integrate cross-cultural skills and competencies into all levels of the system.

Education and change management plans that help leaders, managers, and employees navigate their differences and use them to achieve better business results are important and, thankfully, becoming more available.

To start, it helps to have common language and frameworks that make it possible to understand the complexities of communication dynamics posed by working across social group identities such as age, ability, gender, culture, class, race, sexual orientation, and socioeconomic status.

In her article Alliances Across Difference: Useful strategies for building effective relationships across difference, Amber Mayes does us all a tremendous service by laying out two foundational concepts to get us started:

  • Levels of Human Identity
  • Social Power and Group Dynamics

Amber developed and uses these concepts with leaders across sectors, industries, and geographies to resolve conflict and unleash the power of diversity in organizations for 15+ years in her role as a consultant to leaders, teams, and organizations. Continue reading 3 Levels of Human Identity Can Be Used to Build Relationships Across Difference

Board Power! A Guide to Improve Board Performance

CEOs often fall into the trap of orchestrating meetings with their Board of Directors to:

  • Show how great they are and how well things are going (whether they really are or not!).

  • Avoid leaving the meeting with more to do than when it started.

A great deal of value can be derived from working with a board, but it takes a concerted effort to build, cultivate, prepare for, and work with individual board members and the board as a whole for that potential to be realized. Efforts to build a high-performing board are well-spent.

Continue reading Board Power! A Guide to Improve Board Performance