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Team Learning Summits

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Some questions…

Is working across the organisation like pushing water uphill?

Which parts of the organisational system are connected, and which might be disconnected? What is the impact of this?

To what level do departments avoid having the important conversations they need to have with each other, making collaboration and co-ordination and fantasy?

What do other parts of your system really think and feel about what is going on? To what level do you know?

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Our Learning Summits provide the catalyst for organisational alignment and performance be increasing the quality of ‘team to team’ working, connectedness and alignment.

Purpose and learning outcomes

Our work creates whole systems change of real depth that ensures:

  • The end of silo working
  • A truly shared vision and purpose for the organisation towards which all leaders and teams are aligned
  • Greater collective learning, impact and clarity of individual and team contribution
  • Release of resource and knowledge through healthy conversation and trust building
  • Drawing in voices and insight from stakeholders, partners and staff which creates greater cohesion, mindset alignment and supports the creation of sustainable change; building leadership capability by enabling leaders and teams to be more ‘systems savvy’ and sustain results more easily.

Process:

Our learning summits, which can range in size from between 15 to 150 people, fall into two main categories:

1

Teamship learning summits: Individual teams from within the organisation are brought together virtually or in person for 1-2 days where team to team learning and performance can be enhanced.

2

Organisational learning summits: We bring the principal parts of the organizational ‘system’ together in a one day summit to further the creation of a modern Learning Organization. This is one that is characterised by a ‘growth mindset’ where the basic assumption is that the organisation that learns together, particularly through good conversation, is the organisation that will outperform its competitors.

A common factor across both type of summit is the recognition that organisations that actively take time to learn are always more successful, because they develop their ability to extract learning from their experience to adapt to new challenges.

Consequently, a key part of this work is supporting organisations to establish a Learning Rhythm where regular reflection and learning become part of the organisation’s operational rhythm and culture.

As a result, you will get:

  Systemic and mindset ‘shift’ in the organisational system by encouraging each part to see itself from multiple perspectives

  Increasing clarity in role, expectations, commitment, accountability and personal and collective leadership and ownership of change

  Enrolment in critical change initiatives

  Co-ordinated action that leads to sustainable change

  Alignment and therefore greater productivity

If you are interested in how we can support, you get in touch.

Book a free, no obligation meeting with David

CFT-Team-Pics-David-Webster

 

If you're interested in our service or want to know more about how Centre For Teams can help you, please book in a meeting with me David to discuss any of your questions.

The meeting is free

No obligation to move forwards

Professional and friendly advice

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