Executive Leadership Development Difference | Behaviour and Change | Lasting Organizational Change

Grid targets behaviour and organizational change at the source: the attitudes, values, and beliefs that motivate behaviours.

We call this The Power Zone, the core level where lasting change begins.

The Power Zone easily represents the most powerful yet untapped resource in an organization.

People can see the immediate value of developing detailed strategies for budgets, new products, or procedures because the subject matter is tangible — resources and results can be defined and measured. Quite properly, organizations focus considerably on these management activities.

Conversely, due to behaviors and relationships being intangible, people rarely share a collective understanding of what behaviors are sound and unsound and lack ways to measure progress. As a result, people and organizations most often function unconsciously when it comes to behaviors and relationships. They usually respond and react disjointedly according to each person's inherent values and attitudes, past practiced group behavior (good or bad), or early, independently learned behavior.

Yet it is these behaviors and relationships that underlie the hundreds, thousands, or millions of interactions occurring daily that form the complex foundation and culture of an organization. This is the iceberg hidden below the water underlying how an organization functions, and ultimately, the results it achieves.

Working within The Power Zone, Grid learning provides tangible, practical strategies for improving relationship skills such as critique, advocacy, conflict resolution, initiative, decision-making, inquiry, and resilience.

Grid theory and methodology give people the power to harness and enhance these skills for more dynamic, open, confident, and productive organizations.

See what some past participants had to say.
Larger scale internal implementation.
Contact Grid in Toronto, Ontario, Canada or the UK and the US.