Senior Team Alignment/Effectiveness

Senior Team Alignment/Effectiveness

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For a Senior Team to be highly effective and deliver on the organisation strategy, they need to create a climate of Trust, Openness and Engagement. In order for this climate to exist, they need to be aligned in their thinking and behaviour, and working towards a common goal as opposed to individual goals. Alignment, both within the senior team and with the tiers below, is critical for organisational effectiveness. Our first role would be to ensure that such alignment exists.

Using an adapted version of a model designed by Professor Robert Dilts, we take delegates through their real understanding of important ‘levels’ including Purpose, Identity and Behaviour, increasing Awareness, Control, Performance and ultimately Results.


This is an intensive three day programme with the output being a one or two page document, which will act as the benchmark for values driven performance measurement moving forward. Alignment within this team is vital if any future change is to have a solid foundation.



A two day alignment workshop based on the core principals of Robert Dilts ‘Logical Levels’ methodology supported by an Emotional Intelligence (EI) report, and the Leadership Climate Indicator (LCI) outputs. This would be conducted with the Executive Leadership Team. The third day is a follow-up eight to twelve weeks after the initial workshop, to revisit and ensure the new behaviours are embedded in the team.



To gain alignment and buy-in for the programme, whilst raising the individual’s awareness around the key components for Effective Followership and their role as Sponsor in the process. The goal is to ensure there is full alignment and clarity around all aspects of the logical levels, and to build and broaden with any previous programmes.


Who can benefit

  • Newly appointed Managers
  • Mid-Managers
  • Senior Executives, Directors
  • People who want to maximise the effectiveness and enjoyment of their careers, and achieve a feeling of fulfillment and progression
  • Individuals who have management responsibilities, but no formal training, and are serious about developing their abilities.
  • Practicing team leaders seeking to move up to the next level of management
  • Managers who need to lead people through organisational change, budget cuts or other pressures
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