What is?

STELL*R Leadership Journey

SLJ

This is a series of 9 remote training modules helping any leader to understand and practice the STELL*R Leadership principles.By mastering the STELL*R leadership Principles, a leadership team can implement and manage a healthy culture, where people’s habits generate and sustain the desired results for the organization. SLJ clarifies how leaders can influence the habits of their followers by providing the right knowledge about all 6 pillars of the STELL*R model.

STELL*R Principles

CHDR – Change Habits, Drive Results

The purpose of this module is to familiarize participants with the STELL*R Leadership model and to give them a big picture of the entire journey.

It reveals what a STELL*R culture is and how can be built for any organization. It also clarifies what are the leverages of a leader to influence people’s behaviors towards the desired results.

Vision and Strategy

The purpose of this module is to prove how powerful and influent a clear intention can be.

In the same time a lack of clarity in defining and communicating THE INTENTION generates
disengagement and waste of energy.

During the 2 sessions of this module the participants define the most important elements of a clear intention: Vision, Mission, Objectives, Strategy, and Ideal Culture. They will practice powerful definitions of Vision, Mission and Strategy and will plan on how to communicate those definitions to the people thy lead.

  • Clear INTENTION first, then action;
  • Why is Vision important?
  • How to define an inspiring Vision;
  • Why is mission important?
  • How to define a clear Mission;
  • Strategy and Objectives, you need them both

Two remote workshops followed by apply it missions and advisory meetings.

For remote workshops:

  • teaching
  • Case studies
  • Working groups
  • Guided introspection
  • Online consultation followed by real time answers display and debrief

For missions:

  • Individual exercise – team analysis

For advisory sessions:

  • Individual feedback, one hour of 121 conversation, Q&A.

Results vs Values

How can We live our values when the pressure on results is so high? Many times, we might consider values as a luxury asset, when our job depends on delivering results. It is an illusion. Living values means nothing but Results on a longer term.

This workshop explores the relationship between Result and Values and its aim is to dissolve the myth that a leader is supposed to choose either Values, or Results. The highest results on a long term are generated by living our values.

  • The difference between Aspirational Values and Real Values.
  • Having or not having a clear set of aspirational values? What is the difference? What is the impact on results?
  • How to define a set of aspirational values and to describe the behaviors behind those values.
  • How to always describe values in correlation with the expected results.

Two remote workshops followed by “apply it” missions and advisory meetings.

For workshops:

  • Teaching
  • Working groups
  • Guided introspection
  • Online consultation followed by real time answers display and debrief

For “apply it” missions:

  • Individual exercise – team analysis
  • 360 Feedback

The Funnel of Joy

The competition is tough. In the new reality the fiercest competition is not on capital or on information any longer. It is about attracting and keeping for your company the best people in the market. For decades, offering the best salary was enough. Now it is not.

This workshop explores concepts like higher purpose, real values, true to self and authenticity. The aim of the workshop is to help leaders creating a more attractive working place, by understanding and influencing the permanent need for joy of people.

  • Why people tend to leave companies with high Cultural Tension.
  • How to explore real values of individuals.
  • Our main target was never to achieve results, but to feel all the positive emotions generated by achieving results.
  • In order to generate a safe environment, personal equilibrium of the leaders is the key.

Two remote workshops followed by “apply it” missions and advisory meetings.

For workshops:

  • Teaching
  • Working groups
  • Guided introspection
  • Online consultation followed by real time answers display and debrief

For “apply it” missions:

  • Individual exercise – team analysis
  • 360 Feedback

Empowering People

Many leaders struggle somewhere between control and laissez-faire, having a hard time in figuring out what is the right amount of power they should transfer to their people and how. Meanwhile, empowerment is seen as key for having an engaged and high-performing team.

This module invites leaders to go beyond general principles of empowering people or their own leadership style and focus on individuals and their perceptions and needs. High control and laissez-faire might be both used by the same leader and lead to performance.

  • How to read the need of power of each individual.
  • The difference of given and perceived power and its relevance.
  • Where does the perception of being empowered come from?
  • Leadership behaviors to increase/ decrease the level of empowerment.
  • Toxic behaviors related to empowerment.

Two remote workshops followed by apply it missions and advisory meetings.

For workshops

  • Case studies
  • Working groups
  • Guided introspection
  • Online consultation followed by real time answers display an debrief

For missions

  • Individual exercise – team analysis
  • 360 Feedback on empowerment related behaviors

Interpersonal Skills

A good leader is a good psychologist. As a leader you influence people’s behavior, and in order to do that you need to understand how people think and feel, and what are the reasons behind this behavior.

This is a workshop about the psychological contract between leaders and followers, and about the needs behind this contract.

  • What is the psychological contract?
  • What are the basic psychological needs?
  • What are the critical needs you should focus on?
  • People expect from their leaders to make them feel safe.
  •  

Two remote workshops followed by “apply it” missions and advisory meetings.

For workshops:

  • Teaching
  • Working groups
  • Guided introspection
  • Online consultation followed by real time answers display and debrief

For “apply it” missions:

  • Individual exercise – team analysis
  • 360 Feedback

Leading Change

Are you driving change? Are you affected by changes? In any case you might be, understanding how changes processes work and what are the main threats to the success of such a process, is an important skill for any mature leader.

This workshop describes each phase of a strategic change process and invite participants to explore possible threats which might block the process. It also generates a checklist of the main actions a leader should complete for a smooth transition to the new reality.

  • What are the main four stages of a strategic change process?
  • What are the threats generated by a change to the psychological needs?
  • How to clarify the “Burning platform”, “the vision” and the path.
  • How to communicate during the entire process.
  •  

Two remote workshops followed by “apply it” missions and advisory meetings.

For workshops:

  • Teaching
  • Working groups
  • Guided introspection
  • Online consultation followed by real time answers display and debrief

For “apply it” missions:

  • Individual exercise – team analysis

360 Feedback

 

Group Decision Making

What are the hidden sources of success and failure in group decision making? What is the real impact of a leader when participating with his team in such a process? From groupthink to collaboration in decision making – all scenarios are possible for a team, but not all of them are used or preferred by the group.

The module invites leaders to have a realistic and human perspective on the decision-making process, to see their team as a group of human beings invited to decide on one thing while struggling with their own interests and emotions. And start from there their effort of getting high quality decisions.

  • Understand what they, themselves, bring to the table beyond facts and reason and explicit intentions;
  • How to become aware of their real objectives when organizing group meetings for deciding;
  • How to facilitate the decision-making process.
  • See what lies behind the explicit declarations and discussions;
  • How to understand the individual realities of those involved in decision making.
  •  

Two remote workshops followed by apply it missions and advisory meetings.

For workshops

  • Movie analysis
  • Online consultation followed by real time answers display and debrief
  • Group role play
  • Working groups

For missions

  • Individual exercise – understanding their own constructive and toxic behaviors
  • Individual exercise – Understanding individual realities of people in their team

Organizational Systems and Structures

For great results, any organization needs a healthy culture. But this is not enough if the Structure of the organization does not support the right culture.

This workshop investigates how a leader can tune the Organizational Layout and the PPP list (Policies, Processes and Procedures) with the Ideal culture, for getting the expected results. The participants start with the ideal behaviors in mind and evaluate if the Structures and the Systems of their organization encourage those behaviors or not. If the answer is no, what are the changes we need to implement?

  • There is no organization relying only on Culture. Structure is needed too.
  • How the Organizational Layout, Job Design and Processes of the company influence people’s behavior.
  • Why is necessary to regularly review the Structure and the PPP list of an organization, in order to make sure thy do not generate toxic behaviors.
  • How to involve the team for generating new, improved processes and procedures.
  •  

Two remote workshops followed by “apply it” missions and advisory meetings.

For workshops:

  • Teaching
  • Working groups
  • Guided introspection
  • Online consultation followed by real time answers display and debrief

For “apply it” missions:

  • Individual exercise – team analysis

360 Feedback

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© TrendConsult 2021. All rights reserved.

Use of this site is subject to the Terms and Conditions and the Privacy Statement.

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