CLOE: Strategy to Reality

Our Concepts And Methodology

Our concepts are thoroughly tried, tested, proven and are based on first principles. Thus they are enduring, effective, and have univerisal application. Because the key tools are flexible process-based ‘handrails’ (to be intelligently applied), they may be embedded and build organizational capability that transcends the movement of people in and out of the organization.

Organizational Leadership Capacity

Building organizational leadership capacity means developing leadership in depth and breadth across an organization or partnership with the intention of:

Integrating leadership across levels, locations and divisions, and aligning accountability with authority
Enabling aligned activity and buildig engagement and commitment in a constantly dynamic and changing environment
Aligning work outputs to both the ‘higher intent and desired effects’
Reducing decision-making times
Building trust, confidence and morale within the workforce
Increasing productivity, quality an dinnovation and eliminating waste of resources and effort
Increasing organizational agility and responsiveness, and enabling change
Minimising risk – built-in ‘leadership redundancy’

The major changes with ‘level of leadership’ are complexity, time horizon and felt responsibility. This allows common processes to be introduced for the core ‘clarity creating and engaging’ activities of problem-solving and decision making, planning and briefing. These processes are not for unthinking ‘rote’ use, but are guidelines for intelligent application which cascade and recur down and across the organization. This is the basis of building organizational leadership capacity. When the ‘what’ has been assimilated, we concentrate on developing the ‘how’ – the emotional intelligence and style or behaviour with which these tools are applied, while also transferring coaching, feedback and other leadership skills.

Some of our conceptual tools are illustrated here:

Our development methodology is shown below: