Safety Mindsets: Living Safer by Choice
Many organisations are challenged by maintaining a clean safety record, particularly in those organisations which are inherently dangerous. Millions have been spent on processes, proceedures, instituting reward and punishments, and in working with behaviourally based safety approaches.
Unfortunately for all of this human nature is what it is and unsafe acts consciously and unconsciously occur. There are a multitude of reasons for this. And compliance to numbers is an all to real occurrence.
Pathways to Performance has developed an approach to Safety that goes to the heart of the matter -that of the understanding and shifting the mindsets that drive behaviour. In this one or two day workshop the participants get to explore the realities of their own actions, the implications, and what belief systems are driving unsafe acts. This is a holistic journey where we focus not just on work but on the whole life of the individual, and those groups of whom he or she is a member. Recognising it is all about personal accountability and choice moment by moment, the program empowers the participant to take control of their life and their behaviour, consciously.
Developing Balance of Masculine and Feminine in Leadership
Many women, in order to be successful and acknowledged within corporate, consciously or unconsciously take on masculine energy and behaviours and sublimate their own inherent feminine qualities. The context for success in the 21st century is in fact calling for both genders to embrace fully the power and benefits of both masculine and feminine in balance.
The journey to wholeness is one that the modern leader needs to embrace.
Pathways to Performance is also available to facilitate this exploration for mixed groups of men and women, or for men’s groups alone.
Culture in Mergers and Acquisitions
Mergers and Acquisitions usually arise in order to add supplementary business offerings and drive inorganic growth. This may mean that the actual business being acquired is different than the core, or if not, even similar businesses will have different cultures due to history, leadership and management practices, strategy, process and procedures.
Enlightened organisations are seeking to generate value creation that goes beyond cost cutting, and in order to do this consideration needs to given to new strategic options and organizational transformation, including the culture of the forming entity.
At Pathways to Performance, we assist both organization through the process to create this value. The process of culture development can’t be left to chance if success is to be optimized. It needs to be consciously designed as a culture transformation intervention.
In order to facilitate the effective integration, the degree of cultural similarity will drive the type and scope of interventions that will need to be undertaken, Pathways to Performance has three integration design approaches and dimensions, to working with Culture in Mergers and Aquisition.
- Similar Cultures : “Reconcile minor differences and execute”
- Slightly Different Cultures : “Discover common ground and energise”
- Very Different Cultures : “Develop a third way which leverages the strengths of both cultures and forms the basis for a different entity and set of cultural norms going forward.
There are five stages all up that need to be addressed in order to build a culture that supports M&A success, one prior and four following the completion of the deal.
The Five Stages
- The undertaking of cultural due diligence
- Insights: Culture Audit ( in a timely manner after finalization of the deal ) to identify the degree of similarity or difference, and choose the integration design approach.
- Designing the new culture, and getting top team alignment
- Implementing to create critical mass to drive the shift
- Tracking progress and Re-enforcing the new culture
Spouses of The Leaders: ‘A personal exploration’
Pathways to Performance has developed a one day program for the spouses of Leaders. This workshop focuses on personal insight and development and is generally run in the context of a Leadership Team retreat where spouses and significant others are invited to attend. It provides the opportunity for spouses to connect and relate at a deeper level, exploring commonalities and, within a safe environment explore what it means to be the spouse or partner of a Senior / Top Leader.