An executive transformation program
Evolution projects completed in 2022-2023 focused on:
• building an aligned and productive top management team
• transforming a company’s corporate culture
• supporting business changes and transformations
• implementing business vision and strategies
Project rationale
Modern management teams face a whole gamut of challenges including:

  1. New opportunities, ambitious goals and executive alignment on strategy and vision
  2. Unified management culture (heterogenous teams, new vs. seasoned managers, differences in culture, dynamics, experience, tools or expertise)
  3. Effective collaboration, distribution of responsibilities, management and leadership maturity at the team level
  4. Continuous development and improvement of management competencies, soft skills and personal traits
  5. Significant workload, increasing tension and stress in times of uncertainty and unprecedented change.

All these challenges faced by the team require new frameworks and strategies for cognition and action, collaboration, presence and engagement of leaders, as well as the ability to effect change across all organizational levels.


EVOLUTION. Program architecture
Evolution is a program for personal and team transformation designed to prepare an executive team for new challenges, transformational business goals en route to the corporate vision in a complex and uncertain environment (both internal and external).

The program is aimed at expanding perception, exploration of additional sources of energy and creativity, development of radical collaboration and amalgamation of disparate loci of strength, overcoming barriers to ambitious growth, preserving an interest in life, joy and pleasure of doing one’s job.

Program audience

10-100 executives and key managers of the same company

Length

12-18 months, on average 1 module every 2-3 months

Program: first stage

Prepare and conduct a team diagnostics session (2 days)

Program plan

Team session

Team session

2 days
  • Team diagnostics
  • Development Center
  • Agree on deliverables and the team development program

Module 1

Module 1

2-3 days

Practice 1

Practice 1

2−3 months
  • Hogan
  • Projects
  • Workshops
  • Coaching
  • 1:1
  • Practice

Module 2

Module 2

2 days

Practice 2

Practice 2

2-3 months
  • Projects
  • Workshops
  • Coaching
  • 1:1
  • Practice

Module 3

Module 3

2-3 days

Practice 3

Practice 3

2-3 months
  • Projects
  • Workshops
  • Coaching
  • 1:1
  • Practice

Module 4

Module 4

2 days

Practice 4

Practice 4

2-3 months
  • Projects
  • Workshops
  • Coaching
  • 1:1
  • Practice

Module 5

Module 5

2-3 days
Team diagnostics, formulation of a development program

In project phase 1 we propose running a diagnostic session for the executive team (based on Hogan Assessment methodologies) in order to explore the team’s current state, command of key competencies (based on Development Center *), alignment with the true north goals and strategies, readiness for change and collaboration.

During the session, the team will be able to engage deeply in a conversation about the current business situation, new prospects and opportunities and will:
  • articulate an aligned position and vision of where it is going, what managerial competencies it needs and how team members want to interact with each other,
  • assume agency and ownership of the team transformation,
  • articulate developmental goals for the team as a whole and its every member,
  • develop a program of initiatives and actions for personal, team and organizational transformation (what needs to be changed as the first priority and what stays).
Evolution Projects

Project implementation can be both a result and an indicator of successful program completion

As part of the team diagnostics we will invite participants to develop projects and initiatives to address business objectives relevant for everyone.

Project work will serve both research and developmental purposes, as participants will try out new methods and techniques, getting new experience and unexpected results – ultimately expanding their toolbox of behaviors and cognitive strategies

What’s the outcome of Evolution? Results to expect
The participants
will improve their performance across important projects and tasks, and will acquire a whole arsenal of frameworks, methods and practices to help them:
  • manage themselves and their stresses, bring themselves to resourceful states, improve performance, identify additional sources of energy and motivation
  • run complex changes and transformations
  • develop new products and models
  • think at the level of the whole team/company, take ownership of tasks outside of one’s usual purview
  • spot opportunities, find new/unorthodox solutions
  • collaborate and develop productive partnerships in the team/company as a whole
  • develop and lead their teams
The company
will benefit from a successful program by getting:
  • an aligned team of engaged managers focused on developing and implementing a business strategy
  • a boost in the development of key executives — modern management practices and techniques, energy and motivation, readiness to take the company to the next level despite the complex and uncertain environment, and to pursue the New
  • novel solutions and methods, an upgrade of the management culture
  • implementation of essential, transformative business projects.

THE WORLD IS COMPLEX, EVER-CHANGING, UNPREDICTABLE

We cannot afford to treat the future as a simple extension of the present

We suggest to EVOLVE =

  • To be adaptive, to develop and transform oneself and others

  • To expand one’s toolbox of behaviors and cognitive strategies

  • To identify left-field solutions and new management practices and tools

  • To master meta skills of intuition, empathy and awareness

  • To build fruitful and profound relations

Certificates, licenses, tools, methods
  • Hogan Assessments®, 3 Minute Mile, UK
  • Vertical Development for organizations. GLA, UK
  • Vertical Development for Leaders, Global Leadership Profile, GLP®, © William R.Torbert, LLC and Elaine Barker, Ltd. UK
  • leadership maturity coaching (LMC) certification process. Part I, Part II. Susanne Cook-Greuter, Center for Leadership Maturity (Vertical Development Academy), California, USA
  • STRUCTOGRAM® international. IBSA AG, Switzerland
  • MBTI®, OPP UK

  • Theory U O.Sharmer, PFP-Presencing Institute, Germany
  • Immunity-To-Change, W.Kegan, Minds at Work, USA
  • Transformadonal and Integral Leadership Program MetaIntegtal, California, USA,

  • Stage performing, Jan Fabre, Belgium
  • Mindfulness practitioner. USA
  • MBSR, Mindful Academy Solterreno
  • Arnold Mindell Process Work, ISPWR

  • Executive Coaching. UC Berkeley, USA
  • Executive Coaching. University of Cambridge, UK
  • Facilitator. Sam Kaner School, USA
  • Ardui Associates, Belgium
  • ICF, ECI business coach
  • Clean Language, Ancora Imparo, Moscow
  • MBСТ, CBTA
  • Transactional Analysis, ICU, MIP, (ЕАТА) ТА 101
  • Shadow Work, BFT
  • Psychodrama Techniques in Coaching, PCRTI, Moscow
  • Human Asset Review®, LeaderFit®, Odgers Berndtson

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