Sustaining

Organizational Health

Sustaining

ABAMI will assist the organization in putting in place just enough structure to reinforce the
newly defined clarity and developing the leaders across the organization to support it.

organizational-health-2

Developing the leaders to instill the change into the DNA of the organization is a critical part in sustaining the newly defined clarity. At ABAMI we have a powerful and proven leadership development model. We use the model as the foundation for customizing client specific leadership tool box’s.

The ABAMI Model covers the following four aspects of developing a High Impact Leader:

  • Leads Self: Developing self awareness and understanding of own values, purpose, competence, SWOT, style, emotional & social intelligence
  • Connects with Others: Builds trust, credibility, engages and empowers others. Nurtures talent and builds a high performing team
  • Builds Agility in the Organization: Instills a winning and agile culture focused on achieving results and resilient enough to handle changes
  • Understands and Masters the Landscape: Focused on understanding customers, competitors, opportunities and threats and innovates to find new ways to serve and win in the market

Each High Impact Leadership Journey is designed specifically to the client needs and environment. We use a number of modules from our vast  library  to fit the culture and the DNA of the organization.

To sustain the defined clarity the organization needs to ensure all internal systems and procedures are adjusted and aligned to reinforce the new organizational path.

There are some key areas which need attention to ensure sustainability:

  • Developing Performance Matrices, KPIs and measurement techniques based on the desired behaviors, values and competencies
  • Recruitment and selection policies based on the defined behaviors, values and competencies. Induction programs designed around the values
  • Compensation and reward systems are built around the elements of the organizations newly defined clarity
  • Meetings are either strategic or operational. Strategic meetings review the directions and the achievement against the defined clarity elements

To measure the progress of the new path in the organization we recommend the use of the IBM PULSE platform to measure the ongoing level of engagement and progress of change by listening to the peoples voice.

High Impact Leadership Model

The ABAMI High Impact Leadership model is the foundation for designing leadership development journeys.

The model was developed based on our vast experience in designing and delivering leadership programs, over the last 30 years, with an aim to give leaders a defined path to effectively develop themselves and others, and to make an impact.
The High Impact Leadership model combines both smart and healthy aspects of a leader’s development journey. The four stages of achieving High Impact Leadership, addressed in the model are:

  • Leads self
  • Connects with others
  • Builds agility in the organization
  • Understands and masters the landscape
highimpactleadershipmodel
The ability to know one self, what motivates me and drives me to success.  My values, aspirations and my vison of me.

The first step to effective leadership is knowing oneself. Self-Awareness is essential to allow leaders to lead from their inner strength whilst confronting their weaknesses, developing their strengths and building healthy relationships built on trust. Knowing and leading self allows leaders to stay open to new ideas and constructive criticism. While being aware that the development journey is a never-ending exercise.

By looking inwards, we look at one’s preferred style and the strengths and weaknesses associated with their preferred style. This creates awareness for areas of development or understanding where complementary talent is needed.

Leaders will be guided to become aware of their own inner core values, talents and competencies allowing them to understand the source of their personal credibility and to lead effectively and consistently from within.

 

Inspiring a common vision and instilling a winning organizational culture.

Once you can lead self, you can now connect with and lead others. In this component, the leaders develop their ability to build meaningful relationships with their peers, their team members and their leaders to obtain the best results. To enable leaders to do this we equip them with an understanding of team dynamics, emotional intelligence, conflict handling, influencing skills and an understanding of the concept of the whole person. Leaders develop their talent to deal and appeal to different people in different situations to help them to evolve.

 

Adapting your leadership style and behavior to engage, motivate, develop and influence others

The leader’s role is to ensure the organization is agile and resilient to deal with the myriad challenges of a fast-changing environment. In this aspect, we focus on building the leader’s ability to align his team with the organization’s vision and strategy. To develop the direction, communicate it and align others to it. And when circumstances change, redirect the organization to a new more effective path to achieve the desired results. All the while building a positive performance based culture.

The ability to not just foresee obstacles in the distance, but be adaptive enough in the market to continue to meet customers growing needs.

This component focuses on the leader’s ability to read and influence the landscape while adapting the organization’s direction accordingly. To be aware of the global as well as local trends, and can be adaptive to make the organization ready to respond appropriately to remain at the forefront. To always be focused on meeting customers growing and escalating needs, and finding innovative ways to respond to the market dynamics.

Sample High Impact Leadership Journey

Using the ABAMI Leadership model as a foundation we design a customized journey for each target audience

Modules Directory

Over 100 modules that can be configured together to build a customized journey to fit the
specific requirements for each audience

Code Modules

Lead Self

MODLS01 Self Leadership 
MODLS02 Personal Effectiveness
MODLS03 Self & Others Awareness 
MODLS04 Fulfillment
MODLS05 Personal SWOT
MODLS06 SMART goals
MODLS07 Prioritizing 
MODLS08 Building Trust through Gaining Credibility 
MODLS09 Awareness on Emotional Intelligence
MODLS10 Building Emotional Resilience
MODLS11 The Human Side of Change
MODLS12 Managing Stress
MODLS13 Being Decisive
MODLS14 Assertiveness
MODLS15 Active Listening 
MODLS16 Taking Initiative
MODLS17 Creative Thinking
MODLS18 Happiness by Choice
MODLS19 The Balanced Healthy Executive
MODLS20 Business Etiquette & Protocol
MODLS21 Positive thinking

Connects with others

MODCO01 The four roles of leadership 
MODCO02 The Role of the Leader in Engaging the Whole Person 
MODCO03 Stages of Team Development 
MODCO04 Characteristics of High Performing Teams
MODCO05 Leaders role in overcoming team dysfunctions
MODCO06 Building trust
MODCO07 Waves of Trust
MODCO08 Relationship trust
MODCO09 Understanding conflict
MODCO10 Conflict handling modes 
MODCO11 Achieving commitment
MODCO12 Embracing Accountability 
MODCO13 Focusing on Results
MODCO14 Influencing Others
MODCO15 Effective Coaching 
MODCO16 Giving feedback on performance
MODCO17 Situational Leadership
MODCO18 Understanding Behavioral Styles
MODCO19 Developing Empathetic Behavior
MODCO20 Career counselling
MODCO21 Mentoring
MODCO22 Recognition
MODCO23 Motivation
MODCO24 Effective meetings
MODCO25 Cross generational teams
MODCO26 Working with Different Cultures
MODCO27 Communication Model
MODCO28 Overcoming Communication Barriers
MODCO29 Delegation
MODCO30 Being Empathetic to your Customers
MODCO31 Basic Business Writing
MODCO32 Preparing an Effective Presentation
MODCO33 Delivering an Impactful Presentation

Building agility in the organization

MODBA01 Business process reengineering
MODBA02 Processes and workflows
MODBA03 Value driven behaviors
MODBA04 Understanding the strategic planning process
MODBA05 Mastering the closed loop management system
MODBA06 Strategic management tools
MODBA07 Strategic leadership essentials
MODBA08 Aligning the team through the 6 rights
MODBA09 Introduction to performance management
MODBA10 Systems to monitor performance
MODBA11 Culture of high performance
MODBA12 Goal alignment system 
MODBA13 Project life cycle
MODBA14 Communicating with influence and gaining commitment 
MODBA15 Strategies to overcome obstacles to change 
MODBA16 Problem solving - 4D
MODBA17 Understanding and communicating the strategic plan 
MODBA18 Translate and communicate strategy 
MODBA19 Organizational trust
MODBA20 Cross functional collaboration
MODBA21 Planning and organizing
MODBA22 Knowledge Management
MODBA23 Introduction to project management
MODBA24 Performance appraisal
MODBA25 Political awareness
MODBA26 Quality management
MODBA27 Talent management
MODBA28 Risk Mitigation

Understanding and mastering the landscape

MODML01 Innovation and change
MODML02 Innovation map
MODML03 Service excellence
MODML04 Managing customer expectations
MODML05 Customer complaints and feedback
MODML06 Managing customer life cycle
MODML07 Managing customer relationships
MODML08 Mastering the landscape
MODML09 Global trends
MODML10 Networking effectively
MODML11 Social Media 
MODML12 Stakeholder identification & understanding
MODML13 Stakeholder engagement

Pulse Surveys from IBM Kenexa

Get fresh insights with IBM® Kenexa® Employee Voice

Overview

  • Self-service surveys can be created and deployed in a matter of minutes by your internal team.
  • Census surveys will be fully managed by an expert IBM team.
  • Scientific models are used, as and when applicable, to relate to the desired outcomes
  • Integrated cognitive analytics deliver predictive capabilities. Powered by Watson® Analytics™.
  • Data from all surveys conducted on the Employee Voice platform is housed in a single, secure solution for cross-program analysis.

How it is Deployed

  • Cloud-based SaaS platform. No hardware installation required.
  • Platform set-up in four weeks or less.
  • No limit on number of users.
  • Surveys are mobile-first. Complete surveys on a desktop, a laptop, mobile devices, a shared computer, or an internet-enabled kiosk device.
  • Single platform for the surveys your organization needs – census survey, quick polls, pulse surveys, culture, safety, exit and onboarding surveys.
  • IBM team support with design of the questionnaire(s), overall strategy, executive dialogue on results, and action planning recommendations.
  • Extensive training provided for survey platform, cognitive analytics tool, and Survey Champions.