Stages for Building a High Performance Culture

Cultural transformation does not need to be a slow and tedious process.

There are three stages for effectively building a culture of accountability. With the Malandro methodology, each stage creates momentum for the next, and sustainable results are quickly produced.

“When you tell people precisely what you want, it closes the gap between your expectations and their execution.”

Stage 1 Overview: Introduce High Performance

The transformation to high performance usually starts with a single person (a CEO or business unit leader) or a single team.

Ideally, you’ll send key leaders to the High Performance Leadership session and send your senior team to the 100% Accountability for Senior Leaders session. Having done that, we’re confident you’ll be convinced by the new partnerships, alignment, and business results you and your team produce, and that you’ll want to move forward.

But first things first. Here’s how you can get on the road to high performance…

Getting on the road to high performance

You can choose individual sessions below, or we can tailor an entire road map to high performance, specifically for your group or organization.

  • Private CEO Session
  • 3 for 1 High Performance Leadership Session
  • 100% Accountability Team Session for Senior Leaders
  • Executive Speak with Impact: Mobilizing Groups to Action
  • Selling Effectiveness: 21st Century Selling
  • Keynotes by Dr. Loretta Malandro

Outcomes of Stage 1

  • A cohesive and aligned leadership team at the top of the business group or enterprise. One that leads by example and sends a consistent, positive message to the organization. A message about their committed partnership in achieving enterprise objectives, and their commitment to building a high performance culture.
  • A senior team that works effectively together — and with urgency — in addressing key business challenges and seizing new opportunities.
  • Clear behavioral standards and guidelines for how leaders at all levels in the organization are expected to behave.
  • The ability to build and lead a high performance culture based on 100% accountability and committed partnerships.

“Your competence, expertise, and commitment as a leader will not overcome poor communication skills. Sorry.”

Stage 2 Overview: Build Critical Mass

To engage people and build momentum for high performance, you need to generate buy-in amongst your strategic managers, leaders and teams. The influential people who will champion the tenets of high performance and — more importantly — lead by example.

Building critical mass

By this stage of the process, we’ll know your organization and leaders well. As part of your tailored roadmap to high performance, we’ll recommend the most efficient and effective method for building critical mass in your organization. Below are the vehicles we use to rapidly build critical mass and momentum.

Outcomes of Stage 2

  • A strong core of influencers who raise performance by working together in committed partnerships and high performance teams.
  • Highly effective cross-functional teams who don’t tolerate silos, turf wars or unhealthy competition. Teams that work collaboratively and with urgency to overcome challenges and achieve enterprise objectives.
  • A strong group of advocates — both formal and informal leaders — who demonstrate high performance behaviors and make it a ‘way of life’ in the organization.
  • A high level of ownership in, and enthusiasm about, taking personal accountability and learning how to apply high performance behaviors to everyday business challenges.

Stage 3 Overview: Roll Out Enterprise-Wide

Now that your senior executives and influential teams and managers have mastered high performance behaviors, you have enough momentum to roll it out to the entire enterprise.

Rolling out high performance to the enterprise

You can roll out high performance to your entire organization, by having us certify your people as facilitators for customized learning segments on 100% accountability.

This is the stage of the process where we transfer ‘ownership’ to you and your organization, so that your high performance behaviors become a permanent part of your culture. During this stage, we’ll establish a special design group from your organization, and working closely with this group, we’ll:

  1. Assess your needs and identify how to reach the broadest base possible in order to make high performance a way of life in your company.
  2. Leverage your internal resources by certifying your people to lead tailored learning segments on 100% Accountability™. We’ll recommend the number of facilitators you’ll need and the criteria for selecting facilitator candidates.
  3. Develop video-based learning segments, featuring your people as ‘talent’, as well as written materials, real-life exercises, participant workbooks and facilitator workbooks, all customized with your company logo, values and vision, with messages throughout from your top leaders. These materials will be used during certification of your facilitators, and, ultimately, by your facilitators as they roll out 100% Accountability™ across your enterprise.
  4. Develop and certify your facilitators to effectively introduce and champion 100% Accountability™ to their peers.
  5. Provide on-going development, consulting and coaching to help your facilitators excel in their new role.

This means everything will be focused on your people: the sessions will be tailored to their needs, based on their culture, facilitated by their peers, and supported by materials that feature their colleagues. This is the most effective way for you to send a clear message: “Our high performance culture is here to stay.”

Outcomes of Stage 3

  • Integration of high performance behaviors into the fabric of your organization, ensuring they are sustainable, and that everyone is operating by the same, uniform standards and expectations.
  • A high performance culture that is ‘owned’ by everyone.
  • Actively engaged employees who hold themselves and others accountable for both business results and impact on people.
  • Elimination of any remaining barriers to collaboration.
  • Committed partnerships throughout the enterprise.
  • Leaders at all levels, and an environment where informal leaders emerge and demand higher levels of excellence from themselves, peers and superiors.