Caruso Leadership Approach: Meaning, Behavior Outcome
All of our clients know that Caruso Leadership’s work starts with the leadership team. Once it is clear that leadership has a demonstrable understanding of what they’ve learned (because behaviors have significantly changed) we can begin to work through all of the levels of the organization in order to create a unified cultural understanding that edifies efforts toward goals and objectives.
“How we define our problems determines the solutions that we will or will not consider.” – Joe Caruso
While we tailor our approach to each organization’s needs, here are the steps you can expect on the journey to organizational transformation and improved outcomes. Keep in mind that it’s not just the Caruso Leadership process, but how the process is applied that truly differentiates what we do.
1. Analyze the Why Behind the What: What is Your Story?
We begin with a detailed and objective analysis of the Leadership Team’s thinking and behavior, generally conducted anonymously through interviews and surveys, to get the most honest and deepest feedback possible. This critical first step uncover the real narratives or myths that guide and govern the current thinking and behavior of the organization.
2. Accept the Reality: It Is What It Is
Next, there is the delicate part about introducing the leadership team and the organization to their own collective narrative in a way that doesn’t offend or create animosity. This allows us, together with the client, to examine the difference and distance between what is and what should be.
3. Introduce Conceptual Tools to Adjust and Advance in the Context of Life
Once we gain acceptance on the current reality (what is), we can begin to introduce conceptual tools in such a manner that the stakeholders embrace the notions and begin to consider how the tools could help them in their personal lives. Stakeholders are able to embrace the conceptual tools for two reasons: they are presented in a manner that makes sense, and they are presented, at first, without a direct and overt correlation to the workplace. This approach is one of the hallmarks of Caruso Leadership’s unique value in facilitating dynamic change within an organization. Without stating so directly, this is the beginning of creating the shared foundational context that will be at the core of the new cultural understanding. We call these: Simple, Common, Timeless Human Truths and use them in both a personal and professional application, individually and across the organization.
4. Use Conceptual Tools to Adjust and Advance in the Context of Work
Workplace examples are carefully and slowly introduced as the individual and collective minds begin to recognize a new and different understanding of themselves, both individually and collectively, in the context of their work. This shift in perspective begins to reach critical mass with the group, which allows the entire group to move toward a conversation that examines their collective narrative and current behaviors and consider what we might want to let go of moving forward.
5. Moving Forward With Collective Understanding, Openness to Change
By this point in the process the group is usually ready to approach their challenges with a more edifying sense of collective self, which allows a more collaborative conversation around how to utilize the newly learned conceptual tools to make the necessary changes.
6. Practice Awareness and Regulation
From here, it’s all about reinforcing the foundational conceptual tools, and doing some individual work with the leaders in order to have a more personal conversation around their particular challenges and proclivities.
This is where the individual leaders learn which of their stories and proclivities serve them and which don’t when they face stressful circumstances. We then explore how they can become more aware of themselves the moment that their proclivities aren’t serving them.