The Thrive! Blog...

June 2, 2011Need to better manage performance

How to get through your performance management system in only 5 questions Forget the damn performance management system already.  You’re resisting filling out the 5-, 9- or 15 page documents on each of the 5 or 10 or 20 team members that report to you.  “It’s so much paper,” you say “Can we shorten it?  […]

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April 18, 2011Leaders challenge their own mental models.

Leaders are responsible for generating results, or Outcomes, as illustrated in the Thinking-Action-Outcomes™ model below.  Those results are determined by the Actions that leaders take.  Hence, most leaders and management development courses focus their attention on technique and actions – more effective ways to set goals, feedback and coaching tactics, how to inspire people or how […]

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April 18, 2011Play 3 Critical Roles: Learner – Teacher –Steward around a core of Character

Many people define – either implicitly or explicitly – leadership as performing a series of common tasks like Planning, Staffing, Delegating (or Assigning), Controlling (or Influencing), etc. Leaders must perform those tasks well.  However, performing them well is insufficient to effectively leading the organization.   Great leadership requires going far beyond performing those tasks well.  It […]

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April 11, 2011Understanding: Succession Planning and Talent Management

Succession Planning and Talent Management WWCG works with our clients to develop the strategies, systems and processes to help our clients ensure they get the right people with the right capabilities and values into the right job role at the right time both now and in the future. We help ensure our clients have a […]

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April 11, 2011Understanding: Strategic Thinking and Learning Services

Strategic Thinking & Learning Our Strategic Thinking and Learning services are designed to help our clients: Define the current reality facing their businesses Understand the possible future scenarios they may face Develop a vision of their future organization and Devise and execute appropriate strategies for closing the gap between where they are and they want […]

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April 8, 2011The Business Challenge: Navigating Perpetual Whitewater

All organizations today are in a state of perpetual whitewater. Change is constant. New Challenges lurk around every bend in the river. These challenges include: Rapidly changing customer and consumer preferences; A competitive landscape which can change almost daily and may often come from an organization’s own suppliers and customers; Technology changes which can completely […]

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April 8, 2011Creating Effective 360 Degree Feedback: Our Thoughts

Over the years, we’ve developed some thoughts about how to make the 360 process work. They include: The focus of the process should be on learning and growth for the leaders, not creating accountability for the results. However, we must create accountability for following the process, but not for the numbers people receive in their […]

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April 8, 2011360 Degree Feedback: A Process That Works

Different organizations will have a different approach to making 360-degree feedback work inside their organizations. However, there are a few critical steps that significantly contribute to overall success: Step 1: Understand what’s important about your leaders’ performance as leaders. Step 2: Build the survey. The questions you ask must reflect what’s critical about the leaders’ […]

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April 8, 2011Beyond Technique: Thinking-Action-Outcomes

Many leadership development programs focus solely on teaching specific skills and techniques, like “listening” or “providing feedback.” While those techniques can be helpful, the key to truly developing leaders’ capabilities is to help them examine the underlying mental models, assumptions, beliefs and perceptions that drive their behavior in the first place. Utilizing our Thinking-Action-Outcomes model, […]

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March 31, 2011G2 Whitewater Testimonial

As an owner of a growing internet marketing company, I fully understand the importance of making important decisions quickly. I hired Sean Ryan as a consultant with the expectation that he would assist me in working through tough decisions, which would enable me to map out the future of my business. I needed Sean to […]

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