The Hybrid Experience Training Program
Over the past 20+ years, we have developed very specific capabilities to manage & lead change in complex situations, and we have made it our craft to transfer this knowledge in the most impactful way possible.
This experience has led us to create a training portfolio around the most pertinent topics that make our break success. This is not traditional training, however. Some call it experiential and experimental learning. You could see it as a mix of consulting, coaching and learning. We call it “A Hybrid Experience”.
Who are you?
We created this portfolio for managers & leaders in charge of change & transformation, managing business and people during times of change. It gives you a sharp edge coping with the challenges associated with change and turbulence, and it allows you to lead continuous evolution beyond the existing programs and projects. This is a portfolio for you if:
You 1: Recognize that there are not always simple solutions to complex situations, and you see the limitations of conventional consulting and training solutions.
You 2: See the importance to create conditions for yourself and your team to learn, grow and develop agency, as a mean to take charge and make change happen.
You 3: Are willing & able to make an effort to develop internal capabilities and practices to lead & manage change and transformation and you believe in your abilities to do so.
You 4: Have a curious mind, open for finding solutions that work for you, that you may not even imagine existing.
Our portfolio has been designed based key topics we helped clients with over the years. But it is only our view… What are the most relevant topics for you? What are your current challenges at hand? Where are the opportunities to lead & manage change better in your organisation?
Explore & discover the macro view
Get the leadership team at the highest level to pull in the same direction, with a profound alignment on the high-level intent of the transformation and change, a common interpretation on the strategic dependencies, and with a clear set of enablement actions for the top leadership team to prepare the organisation for change. This will remove ambiguity, confusion and friction at all levels and stages of change & transformation and create a positive force that pulls the initiative forward.
Demystify the culture-shift at hand
Take pragmatic action on a day-to-day basis to gradually instill new behavior in the organisation, that will take you to an entirely new culture over time. Creating a culture shift should not be complicated, mysterious, and grandiose. The best way to go about it is a systematic management and leadership effort to look in the mirror, be honest (in a kind way) of who you are and what you want to be and take small steps to change behavior. Start with the business, everything else is theoretical.
Get around informal roadblocks to change
Explore and discover how people in the change & transformation ecosystem see their roles. Nudge the roles towards the future way of working, and a transformation friendly posture. Map out dependencies, deliverables, and success measures between roles, within and outside of the initiatives. Set up roles with common purpose cross functions, and across teams. Re-wiring the organisation from static to dynamic lays down an express highway for the transformation and change to take place.
Feelings are strategic data points
Integrate the topic of emotions at work, into the continuous people management practice. Improve how to read them, understand them and act on the insights. Emotions are here, impacting work and creating discomfort, whether we like it or not. We are all biased to avoid this topic, but emotions are priceless datapoints on where to focus as a leader, and where the leverage is to navigate change and manage people and business. Feeling better at work is a mean to better business, and vice versa.
Go beyond the obvious in change & transformation
Map out how the forces of psychology of change play out, at individual & team level and at organizational scale. Identify the leverage points that enable change in a positive way and the pain points to address to facilitate transition. Master how to navigate defenses & resistance. Even a modest initiation of this work starts building a safe space of trust and respect that will not only enable change, but also build a healthy leadership & management culture beyond the transformation.
Create conditions for agency & results
Leadership is easy in theory, hard in practice: Listen. Empathy. Be supportive. Take time. Patience. Leading human beings during change is demanding. And leaders are human too. Sometimes it can be too much, and still, it is never enough. Get new perspective on how to lead during change, discover how to equip leaders to adapt to the context, employee needs and the leader’s own needs. Re-think the leadership posture & practices to create a sustainable, serene working environment for everyone.
Get around formal roadblocks to change
Set up a micro-system of new ways of working to avoid getting sucked into the inertia of existing processes, procedures & rules. Run experiments designed for learning, and for making change happen with speed & flexibility. Don’t try to do this with Agile buzzwords and window-dressing, it will not work. Lead & manage the operational change like you mean it, challenge yourselves to a new way of working, based on proven practices, and start counting weeks instead of years for initiatives to hit the streets.
Leading the way in a wicked world
Seize new practices for problem solving, to tap into collective intelligence, reframe paradoxical problems, reveal blind spots, and unlock the paths to discover what you do not know that you do not know. Working together in new ways and with new techniques to solve problems allows to find creative and innovative ways to move forward, and in the process is strengthens the ability to deal with uncertainty, cope with ambiguity and thrive during periods of change & transformation.
Common sense, augmented for impact.
Develop the financial literacy and business acumen across the organisation. When everyone understands how value is created in your future business model, and how each one contributes to this value across the organization, you can let go of the brakes and push out decision power closer to the customers, knowing that there is a shared view of what makes sense. Faster, better decisions and action with a common direction allows you to leap-frog into the new ways of doing business at scale.
What are We ?
We are not like everyone else.
We combine Business Experience from leadership positions in hypergrowth tech business, and the Human Experience from consulting, coaching, and learning, enabled by the EMC Program at INSEAD.
Over the years, our capabilities & knowledge transfer have been put to test in the most demanding change & transformation programs, across industries, geographies, and scopes, with great success.
Our “trainings” are successful because:
We 1: Use real situations & problems of the clients as cases for learning. This means no “time away from work” to learn, and it means direct application and impact from new knowledge.
We 2: Enable our client through practical tools, methods, and knowledge, as well as academic theory & knowledge, unique learning experiences, real time coaching and operational experience.
We 3: Are not typical consultants. The potential solutions are to be found in our interactions, where we think & work together, for you to find your own way of moving forward.
We 4: Help you connecting the Business Experience, that drives inspiration & motivation, with the Human Experience, that drives behavior & engagement.
This is what makes change happen.
How we work
We practice what we preach. Our engagements are pragmatic and flexible. If everything is clear in your mind, we design our interventions based on your specifications. If you are not sure what is needed, we can start by helping to clarify this, or just get started with trainings, Agile style, and learn & adapt as we go.
Action 1: Define a scope, theme, and topic to work on, either through a simple conversation, or a more thorough assessment
Action 2: You bring any operational challenges to the training session. We bring theory, workshop methods, experience, creativity and much more. We learn, explore, discover, workshop, think, reflect, discuss, and work our way towards practical action
Action 3: We follow up with a debrief, learnings and on the job coaching as required and needed