Courses

1. Evolutionary Leadership for Sustainability
    
2. The Leadership, Conversations and Accomplishment course
    
3. Productive Conversations and Relationships
    
4. Systems Thinking for Organizational Learning and Sustainability

Coaching for Authenticity, Effectiveness, and Leadership

Course: Evolutionary Leadership for Sustainability.

The purpose of this course is to develop leaders who can create humane and ecological sustainable organizations, communities, institutions, and societies.

The course objectives are:

1. To understand the world mega-crisis and its role in unsustainable social systems.
2. To develop both a personal and social vision of sustainability.
3. To learn a leadership discipline based on seven evolutionary competencies.
4. To apply the competencies and principles of sustainability to your personal life, community or organization and assist your company in adapting corporate citizenship to its goals and culture.
5. To design the technology, systems, processes, and products in support of sustainability.
6. Create an action plan for translating your vision and knowledge into reality and results.

Some of the evolutionary competencies are:

This course offers you the opportunity to become a leader who recognizes the need to be responsible for profit (wealth), people (citizenship), and planet (ecology), so that we create alignment and alliances between business, governments and civil society toward building sustainable institutions and societies.

Course length: 4 days.
This course can be customized to fit the needs of your organization.

Recommended readings:

Course: The Leadership, Conversations and Accomplishment course.

This course offers a new paradigm of leadership, one in which the work of leaders is recognized as taking place in conversations, relationships, and effective action.
In this “Language paradigm,” we observe organizations and institutions as constituted in networks of conversations that generate commitments to accomplish the strategic objectives of the enterprise. We also observe that specific conversations that produce effective coordination of action and produce results constitute the core unit of work in organizations.

The objectives of the course are:

1. To become a leader who is competent in sets of powerful conversations.
2. To apply those conversations in transforming teams and organizations through productive relationships, strategy and action alignment, and results orientation.
3. To focus on the core unit of work and manage the collaboration and coordination of effective action between individuals and/or teams.
4. To understand that the quality of your thinking and relationships and your capacity for effective action is directly related to the quality of the conversations that you have with yourself and others.
5. To bring out the talent in people and mobilize them toward accomplishment and greatness.

We have selected several conversations that support the work of leaders:

1. Building relationships.
2. Inventing possibilities and creating the future.
3. Coordinating of action and producing results.
4. Dealing with breakdowns.
5. Coaching and team building.
6. Cultivating communities of learning and practice.

Leadership is the work of transforming people’s ability to generate possibilities, new realities, and produce extraordinary results. Leaders run the business and shape the future of their organizations in the context of powerful conversations. As individuals and as leaders, we design ourselves and the social and technological networks in which we work in language.

Course length: 3 days.

Recommended reading:

Course: Productive Conversations and Relationships

In this course we focus on people and the human element as the central dimension of the organization. We understand that the organization is a human community that exists in several dimensions. One of those dimensions is the need for human beings to form productive and meaningful relationships and communities. Another dimension is the essentiality for people to collaborate in a productive manner in order to achieve results.

We see that conversations are at the heart of any interpersonal relationship or social system, whether it is a team, a community, or an organization. In a sense, an organization is a network of conversations.

We will focus on seven conversations that can facilitate the transformation of individuals, teams, and community. These seven conversations facilitate the following processes:

The objectives of the course are:

1. To develop your personal vision and mastery.
2. To build trust and productive relationships.
3. To examine the big assumptions that influence mental models.
4. To create productive teams and team learning.
5. To learn to create a culture of collaboration and creativity.

These conversations are the foundation for building trust, collaboration, productive relationships, and more satisfying work environments/cultures. When human beings have the conversational tools for transforming themselves and work, creativity, innovation, and extraordinary results are possible.

Course length: 3 days.

Recommended readings:

Systems Thinking for Organizational Learning and Sustainability

The purpose of this course is to transform the way in which you observe reality, so that you can begin to observe complex systems and a complex world, in such a way that you can observe the system dynamics behind complex problems and be able to solve them, or design better systems.

Systems thinking is a discipline and a framework for seeing the interrelationships between things, rather than seeing just the parts, events, or snapshots of reality. Systems thinking is a set of general principles from science, biology, ecology, and social sciences.

These principles allow the observer to see the behavior and dynamics of  complex systems like organizations, ecosystems, communities, institutions, economic systems, and society.

A systems perspective involves a shift of mind , or a shift in the kind of observer you are, and fundamentally the shift is from seeing parts to seeing wholes, and in seeing the hidden connections between the parts and between other systems. Systems thinking is also a language, with its own set of distinctions, and vocabulary. One of the interesting things about language is that it shapes perception. What we see depends on the kind of observer that we are, our worldview, and the kind of distinctions we have.

The key objectives of the course are :

From a systems perspective, our organizations, institutions, and societies are more and more interconnected, and interdependent and we live in a world where most of our problems are systemic in nature.. All of our institutions need to engage in a continuous process of learning, adaptation, and evolving. Systems thinking is one of the key disciplines that can help leaders observe a complex world, and also be able to shape its direction toward a more humane and sustainable future. In this course we will explore and discover the systemic connections between our individual actions, our organizational performance, and the larger social systems. The possibility is there to evolve our organizations and societies toward learning and sustainable societies.

This course is three or five days, depending on the needs of the client

Recommended readings

Coaching for Authenticity, Effectiveness, and Leadership
 
Engaging in coaching to bring out the best in people. CEL coaching will provide executives with a powerful methodology to develop themselves in key dimensions of their work. Executive coaching is a highly personal learning process, it is an action-learning process designed to enhance effective action, learning agility, and personal mastery. The overarching goal of coaching is a more effective leader who is also a more self-aware leader, and is committed to a process of continuous learning and development.

Executive coaching will be customized to individual needs, but a typical process includes:

The coaching process provides the executive with:

1. A supportive relationship for transformation
2. Valid information and feedback
3. A thinking partner and a new knowledge base
4. Time for reflection and informed choice
5. Internal commitment.
    

Some benefits and outcomes:

The executive has more time and motivation to coach others and develop other leaders.

CEL recommends that executive coaching relationships extend over a 9-12 month period. Please contact us for a fee quotation based on your needs.

Recommended readings

Send mail to manuel@evolutionleader.com with questions or comments about this web site.
Last modified: April 10, 2005