Radiance Organizational Services
We offer a unique combination of organization development interventions and the use of coaching skills to raise the bar and create high-performance standards to improve organizational effectiveness.
Every organization is unique and our services are tailored to meet your needs. We partner with organizations to improve organizational well-being and performance, jumpstart innovation, and promote continuous learning, long-term growth, and sustainability.
We work closely with organizations to catalyze transformation in the areas of:
Radiance Organizational Services
Hired executives are expected to produce faster results than ever before.
The statistics are sobering: a very high percentage of executives hired from outside, and also of those promoted internally, fail in the first 18 months.
To meet the challenge of navigating the crucial first three months, we created an executive onboarding solution that dramatically increases the likelihood of success. This coaching and consulting process can improve a lot the executive transitions.
We have a condensed program that produces in a few weeks the trust-building and learning that often takes up many months.
During the workshops, executives are counseled to take full advantage of their brief initial period at organizations, taught to leverage it as an invaluable opportunity to access information, learn the culture, assess needs, and initiate change as they lay the foundation for long-term success.
Executives are most vulnerable during the transition and we help in this process to acquire the knowledge they need and to build key relationships that create early success.
This executive onboarding package includes:
Partnering with HR to ensure alignment and logistics.
Private transition coaching meetings, beginning before the first day.
Facilitated meetings with the hiring manager to ensure alignment on expectations and strategic situation.
Facilitated meetings with the direct report team that gets everyone on the same page.
Establish clarity about the key stakeholders and strategy to build relationships.
We can schedule a one-day or a two-day program, aligned with the executive needs.
Action Learning is a process that involves a small group working on real problems, taking action, and learning as individuals, as a team, and as an organization. It helps organizations develop creative, flexible, and successful strategies for pressing problems.
Action Learning solves problems and develops leaders simultaneously because its simple rules force participants to think critically and work collaboratively.
Action Learning is particularly effective for solving complex problems that may appear unsolvable. It elevates the norms, the collaboration, the creativity, and the courage of groups.
The Action Learning coach assists group members in reflecting on the advancement of their group functioning, rather than on their problem-solving. In this way, Action Learning participants become effective leaders as they solve difficult problems.
Action Learning empowers individuals, teams, and organizations. It generates a new way of problem-solving and action taking in the business sphere.
Action Learning will enhance the performance of your business or organization.
Action Learning is a process of insightful questioning and reflective listening.
Action Learning tackles problems through a process of first asking questions to clarify the exact nature of the problem, reflecting and identifying possible solutions, and only then taking action.
Questions build group dialogue and cohesiveness, generate innovative and systems thinking, and enhance learning results.
The components of Action Learning are:
# A problem
# An action learning group or team
# A process of insightful questioning and reflective listening
# An action taken on the problem
# A commitment to learning
# An action learning coach facilitate all of the above
Individuals that are leading from the middle of organizations face unique challenges, including getting the top and the bottom of the hierarchy to work together; collaborating across the organization, and maintaining resilience in the face of uncertainty and complex problems.
As leaders balance demanding jobs and their lives outside of work, a clear understanding of one’s own leadership style and clarity around development goals is imperative for success.
Our Leadership Development Program is a four-day, research-based immersive training for mid-level leaders, nowadays available online.
A deeply personal, feedback-intense, learning experience, this professional development for leaders helps give you a clear perspective on who you are and how to thrive, both personally and professionally.
It also equips you to forge a clear path forward in your career, with support for the future.
Participants in our Leadership Development Program will:
Bridge the gap between senior management and the front lines
Lead across boundaries and recognize the impact power and authority have on direction, alignment, and commitment in systems and procedures
Learn all the way to collaboration to accelerate team performance
Solve complex problems and take direct action to lead in a complex and disruptive environment
Manage stress, build resiliency, and leverage multiple roles
Build a network to continue personal and professional development for leaders
Coaching Skills for Leaders
In both the public and private sectors, while there are many important leadership skills and competencies required for business success, a coaching leadership style is proving to be much more effective with today’s employees than the more authoritarian styles that many business leaders operate under. Leaders who coach employees instead of commanding them are able to build a much more talented and agile workforce, which leads to a healthy and growing business or organization.
Coaching Skills for Leaders is a three-day course that is designed for leaders who are interested in learning some coaching skills, but who are not interested in becoming Certified Coaches. In this course, participants learn about coaching and its effectiveness as a tool for motivating, supporting, and leading others.
Participants learn and practice a basic coach-like approach to conversations with a heavy focus on active listening and asking powerful questions. Participants examine and experience how a coach-like approach to key conversations can lead to better results as compared to using a directive approach or avoiding the conversation altogether. And given the challenges of communication during COVID-19, participants will learn how coach-like conversations increase morale and motivation.
Expectations of the Participants
Participants will spend 5.5 hours per day in the online environment in Zoom.
A computer with a camera is required for participating in the program. Participants can expect to spend about 30 percent of that time practicing the skills in breakout rooms with fellow participants. To receive credit for the program, participants must attend 100 percent of the course.
Following the course, participants will be required to complete an assignment and report back in an online discussion to the instructor and to fellow classmates. This assignment will be due 30 days after the last day of attendance in the program.
Diversity and Inclusion
Gain insights and fresh approaches that will help you increase your talent pool, encourage diverse perspectives to drive individual and team performance, and eliminate impediments to creating an inclusive workplace where employees feel that their endeavors are valued.
Improve group and team performance by expanding the talent pool and leveraging different perspectives and skillsets.
Foster a culture of inclusion where employees feel respected and their perspectives and contributions valued.
Examine potential barriers to both diversity and inclusion and design solutions to overcome those obstacles.
Distinguish cultural myths from credible research in order to design and implement solutions that create diversity in the workplace and increase organizational performance.
An engaging and flexible learning experience, without the application requirements or financial and time investment of a longer program.
What is Team Building?
Team building is the improvement of group dynamics via activities and processes. For example, you can play connection games, attend workshops, or do trust-building exercises.
Why is Team Building important?
Team building is essential to healthy work culture and improves a variety of important organizational metrics. These metrics include job satisfaction, employee retention, productivity, and profitability.
Groups that do team building tend to have better communication, show more trust, and work together more effectively to overcome challenges.
Some of the benefits of Team Building
# Fosters friendships among team members
# Boost company culture
# Brings out hidden talents or strengths
# Drives team cooperation and collaboration
# Creates shared memories and talking points
# Boosts team spirit and morale
# Inspires productivity and motivation
# Strengthens communication among team members
# Hones conflict resolution and problem-solving skills
# Breaks up the monotony of the workweek
# Encourages new skill formation
# Builds trust for teamwork and collaboration
How we explore the challenges we face is often framed by the approaches and strategies we use to examine them.
This program in systems thinking assesses system behaviors by examining the entire system—including human, political, community, resource, environmental, and social processes—to get a holistic view into how organizations and individuals often look at the world, assess problems, and create solutions.
And since the way systems are designed determines outcomes, we also look at the intended and unintended consequences of various actions.
Using nonlinear thinking to complement our typical linear way of thinking can lead to deeper insight into problems and potential solutions, which is the focus of this program.
Systems Thinking examples include ecosystems, cars, and human bodies, as well as organizations.
Systems Thinkers, have taught us that a system is a product of the interaction of its parts, not just the sum of its parts. For example, if you take the car apart it is no longer a car, as it has lost its essential functions.
In education, this means a shift from viewing education as a system in which one teacher provides information to many students toward a system in which there are many information resources accessible by one student, only one of which is the teacher.
The tools and strategies of systems thinking include the ladder of inference, behavior-over-time graph, connection circle, stock-flow map, iceberg visual, and causal loop diagram. These visual tools are used to collect, analyze, synthesize and communicate insights about systems.
The four patterns of System Thinking -distinctions, systems, relationships and perspectives- go by the acronym DSRP.
Facilitating Complex Systems Change
How Do you Change a Complex System?
Changing Complex Systems.
Systems mindset as the basis. Training the systems mindset. Share and grow with others. Grow your own toolset.
Tools to understand the system.
Understanding human dynamics. Include Beneficiaries. Face also challenging conversation. Set clear boundaries.
Fundamentally, a complex system is a sophisticated structure, device, or other entity that consists of many components that interact with one another; there are often many logical dependencies between the components, and there are many variables that affect their intricate interactions. Complex systems typically cost millions of dollars—if not billions—to develop or construct, and there are typically many parties involved in the process.
Examples of complex systems include ant hills, ants themselves, human economies, climate, nervous systems, cells, and living things, including human beings, as well as modern energy or telecommunication infrastructures, etc.
Other examples of complex systems more related to organizations and companies are:
Airplanes, Spacecraft, Ships, Offshore drilling rigs, Automobiles, Computer chips, Manufacturing automation systems, Buildings, Bridges, Computer systems, and the like.
Activities on complex systems projects such as requirements, design, procurement, build/construction/fabrication, testing, reliability, logistics, and team coordination become much more difficult than with smaller projects because of their large scale and the number of activities that require coordination.
A Structured Approach to Planning Complex Systems must include:
Reducing complexity through decomposition
Implementing the right controls
Implementing the right tools