{"id":2372,"date":"2013-06-27T11:00:14","date_gmt":"2013-06-27T10:00:14","guid":{"rendered":"http:\/\/www.idenk.com\/blog\/?p=2372"},"modified":"2013-06-27T10:49:35","modified_gmt":"2013-06-27T09:49:35","slug":"the-chief-culture-officer","status":"publish","type":"post","link":"http:\/\/www.idenk.com\/blog\/the-chief-culture-officer\/","title":{"rendered":"The chief culture officer?"},"content":{"rendered":"

In our work, as regular readers will know, we support senior leaders in shaping the thinking (creative exploration, option generation, decision making) and behaviour (values, ways of working, culture) of their senior teams and organisations. Many years later, we still find the 4i model <\/a>helpful in framing this task.<\/p>\n

As a colleague pointed out to me this week, one of the early management theorists, Jacques, made a big deal of getting the right sort of thinkers at the appropriate level in an organisation (noun) with the right degree of \u2018requisite organisation\u2019 (verb) \u2013 see this<\/a>\u00a0 and this<\/a>.<\/p>\n

However, this more modern piece <\/a>\u2013 actually published this week \u2013 is a more contemporary account, with the role of CEO as the guardian of not just the thinking of an institution, but of its behaviour too. We like this \u2013 as do a number of clients we have shared it with over the last few days.<\/p>\n

We have long believed that what leaders say and do matters \u2013 more than their ability to personally think clever new ideas. This twin focus (on thinking and behaviuour) is part of the way we like to develop teams in what we sometimes call our \u2018Team Gymnasium\u2019 of several development sessions linked to specific readings, assessments and conversations. Some of the ideas that are core to this process are those of Lencioni (for his team model), Heron (for the 6 interventions), Fairtlough (for responsibility autonomy) \u2013 alongside some of our ideas on VIP (values into practice), FFO (front foot organisations) and NPO (noble purpose organisations).<\/p>\n

As always, we are happy to share more on any of this FOC (free of charge)\u2026<\/p>\n

That is enough TLAs<\/a> for now \u2013 by the way there are \u2018only\u2019 17 thousand possible permutations I read recently! So a few more to go\u2026(even accounting for a couple more here<\/a>)<\/p>\n","protected":false},"excerpt":{"rendered":"

In our work, as regular readers will know, we support senior leaders in shaping the thinking (creative exploration, option generation, decision making) and behaviour (values, ways of working, culture) of their senior teams and organisations. Many years later, we still find the 4i model helpful in framing this task. As a colleague pointed out to […]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[156,25],"tags":[50,54],"_links":{"self":[{"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/posts\/2372"}],"collection":[{"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/comments?post=2372"}],"version-history":[{"count":3,"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/posts\/2372\/revisions"}],"predecessor-version":[{"id":2385,"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/posts\/2372\/revisions\/2385"}],"wp:attachment":[{"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/media?parent=2372"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/categories?post=2372"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/tags?post=2372"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}