Quantum Leadership – Workshop 1 (Planning Process)
The Appleton Greene Corporate Training Program (CTP) for Quantum Leadership is provided by Ms. Feinholz MBA CLP Certified Learning Provider (CLP). Program Specifications: Monthly cost USD$2,500.00; Monthly Workshops 6 hours; Monthly Support 4 hours; Program Duration 12 months; Program orders subject to ongoing availability.
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Learning Provider Profile
For over 35 years, Ms. Feinholz MBA CLP has consulted to the leaders and management teams of evolving businesses, helping them improve their results and execute their business more profitably and productively. Her consulting services initially focused on helping these business leaders and owners learn how to set clear vision and strategies and expanded to improving how to operate their businesses by applying sound fundamental business principles throughout their organization.
Through her management consulting, executive coaching and facilitation, Ms. Feinholz transfers the tools and skills used in Fortune 100 companies to privately held and publicly traded businesses. In addition to her work with UCLA Medical Center, Avon Products, Walt Disney Imagineering, the Los Angeles Metropolitan Transit Authority Mattel and WorldVision, she has consulted to over 250 small and mid-sized companies as they grow, change strategy and create new value. Her clients have included manufacturers, software developers, professional services Erms, start-up entrepreneurs and executives advancing their careers.
Ms. Feinholz‘s consulting activities include: working with management to clarify their vision and goals; identifying the new culture being targeted; prioritizing management decisions through planning activities; developing communication vehicles to create buy-in among management and employees, redesigning business processes, structures and organizational relationships and effectiveness, and designing and implementing leadership and performance management systems that help the organization get the greatest value from everyone’s efforts. Her work across the organization includes: leading internal teams in their participation in change efforts; facilitating implementation; and conducting training and coaching to transfer management methodologies, processes and skills to her clients.
Ms. Feinholz’s knowledge and experience in various technical, managerial and executive positions drew her to recognize that one of the key missing elements throughout her clients’ organizations was leadership adeptness.
As her client base grew, Ms. Feinholz became aware that many business leaders and owners, regardless of the industry or size or type of company, were not preparing themselves or their businesses for their eventual exit from their roles. She further determined that 3 Factors placed her clients’ organizations at risk.
First, businesses that had key technical and management functions optimized still neglected to put attention on installing the leadership bench strength required to stabilize an organization beyond the tenure of who was currently in leadership roles.
Second, whether an individual transitioned their role at the timing of their choosing or due to unexpected opportunities and events, every leader eventually progressed to more complex and strategic responsibilities. At times that meant they exited the company itself. Thus, the business needed to be prepared for succession events regardless of the circumstances.
Third, in tracking the information shared through employee exit interviews she was able to determine the effects the lack of strong leadership had on company culture, employee morale, and employee retention. She uncovered the fact that employees no longer see the C-Suite as the sole agents of leadership in the organization but expect it to be present and experienced more intimately throughout the organization.
Ms. Feinholz decided the best way to install those elements was to design and deliver a leadership development program that would effectively install the QL principles and practices at any level of title and arena of responsibility. That meant taking the best techniques of leadership theory, the insights of modern high-performance leaders, and incorporating adult learning followed by simplifying what was learned and systematizing it so that it can now be learned and installed in a broad spectrum of any organization’s business leaders.
The Quantum Leadership (QL) concept began in 2002 and has been repeatedly tested, implemented and refined for twenty years across industries and company roles.
MOST Analysis
Mission Statement
The first workshop, Planning Process is designed to launch participant’s growth in the arenas both of organizational leadership and of personal leadership capabilities and practices.
The workshop will teach the participants to research and identify the external and internal challenges their organization currently faces in recruitment, engagement, and retention of valued employees. We will set the groundwork for participating with HR Business Partners to impact the metrics and results of the organization to articulate the challenges of the organization
Many professionals do not fully understand their own leadership value, and they don’t have the roadmap for increasing their competence and leverage for stabilizing their employees’ experiences, increasing loyalty, and optimizing performance. confidently and make a bigger impact
Through the exercises in the workshop, they will begin to assess own their current capabilities as a leader, so they learn to present themselves as increasingly effective and impactful.
By the end of this workshop participants will be able to use 90-Day planning for the course as well as other initiatives in their areas of responsibility.
Objectives
01. Leadership Transformation: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
02. Learning Curve Master: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
03. Action-Learning Methodology: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
04. Compelling Conditions: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
05. Organizational Objectives: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
06. Setting Conditions: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
07. Collaborative Evaluation: departmental SWOT analysis; strategy research & development. 1 Month
08. Gap Analysis: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
09. Quantum Leadership: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
10. Assessments: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
11. Creating Roadmaps: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
12. Action Planning: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
Strategies
01. Leadership Transformation: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
02. Learning Curve Master: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
03. Action-Learning Methodology: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
04. Compelling Conditions: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
05. Organizational Objectives: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
06. Setting Conditions: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
07. Collaborative Evaluation: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
08. Gap Analysis: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
09. Quantum Leadership: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
10. Assessments: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
11. Creating Roadmaps: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
12. Action Planning: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
Tasks
01. Create a task on your calendar, to be completed within the next month, to analyze Leadership Transformation.
02. Create a task on your calendar, to be completed within the next month, to analyze Learning Curve Master.
03. Create a task on your calendar, to be completed within the next month, to analyze Action-Learning Methodology.
04. Create a task on your calendar, to be completed within the next month, to analyze Compelling Conditions.
05. Create a task on your calendar, to be completed within the next month, to analyze Organizational Objectives.
06. Create a task on your calendar, to be completed within the next month, to analyze Setting Conditions.
07. Create a task on your calendar, to be completed within the next month, to analyze Collaborative Evaluation.
08. Create a task on your calendar, to be completed within the next month, to analyze Gap Analysis.
09. Create a task on your calendar, to be completed within the next month, to analyze Quantum Leadership.
10. Create a task on your calendar, to be completed within the next month, to analyze Assessments.
11. Create a task on your calendar, to be completed within the next month, to analyze Creating Roadmaps.
12. Create a task on your calendar, to be completed within the next month, to analyze Action Planning.
Introduction
This course is titled Quantum Leadership. Quantum refers to the smallest amount of energy or effort needed to produce the desired interaction or result. Each leadership process will be examined, learned, put into practice, and refined to reduce the time, effort and energy required for Quantum Leaders to play their role in the organization.
History
Whether referred to as The Great Reset or Resignation, the work-life balance shifts and workplace challenges being posed are here to stay. Each current leadership process and practice will be reviewed and evaluated for its tangible impact on the business’s benchmarks and the course’s KPIs and integrated into your ongoing leadership activities. The very first step in the corporate training program installing Quantum Leadership in an organization is creating a plan.
Current Position
In order to advance as leaders, each person needs to know both their starting point in terms of knowledge and skills, as well as the destination there are aiming for. Critical to leadership success is the fact that current research is showing that employees are becoming increasingly selective about where they wish to be employed and for what duration. Business leaders are facing an environment of forced organizational transformations to meet the challenges of employee retention and performance growth.
Each fundamental leadership practice requires re-thinking and redesign for the organization to stabilize its workforce and manage the soaring costs of employee recruitment and retention. The first workshop in The Quantum Leadership 2-year Program will examine what it takes for leaders to be successful in this turbulent business climate.
Future Outlook
Before diving into specific leadership practices, you will learn to research issues, analyze the current external and internal factors, assess their implications for the company, create plans to address them, and implement, adapt, and adjust the practices and processes required for success in leadership activities to affect the desired effective outcomes.
We will cover how to create a fixed plan implemented in 30 and 90-day cycles. Each 90-day plan will include your assessment of the current state of your skill, practice, or process, followed by creating a desired future state, a roadmap for putting the new processes into practice, and actionable steps to be undertaken between the workshops.
Accountability partners will be assigned. Check-ins and adjustments to the practices and processes will be designed and implemented during the focused span of each topic module. Upon completion of the project assignments, your results will be evaluated against the benchmarks and objectives set during the planning steps.
You will use the insights you gain through the span of the module to set the Quantum version of the Planning which will be incorporated into each next module. By the end of this workshop, you will be able to use research and planning for the course as well as other initiatives in your areas of responsibility.
Executive Summary
Chapter 1: Leadership Transformation
Each month we will deep dive into a key component of leadership transformation. Our objective is to transcend incremental process and skills improvement and truly transform your practices and skill set, and your organization, rendering it dramatically changed from its previous state. This radical shift is required for future success. As you progress through the course, we will use the following process to transform aspects of your organization and yourself.