When we get people adopting the beliefs that will move us to R2, when they start talking about them, sharing them, and sharing stories about them, we accelerate culture change in the right direction. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

The Leadership Trap is experienced when a leader of a team or an entire organization falls prey to the allure that comes from the temporary results that occur when we focus on managing behavior, as opposed to beliefs. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

Our change methodology defines the current results you are getting today as R1. When those results need to be different, the question becomes very simple: Can the existing culture produce the new results you need to achieve? Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

The more Type 1 Experiences you can create, the more quickly you will help people adopt the beliefs you need them to hold, necessary to achieving your R2. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

Not all experiences we create are equal in their ability to help us shape workplace beliefs. Some are much more effective than others. We have identified four Experiences Types that people create which can have an impact on workplace beliefs. Interview with New York Times bestselling author, Roger Connors.…

We use a typology to classify how effective experiences are at changing beliefs. Not everyone is going to interpret an experience in the same way, and how they interpret that experience will determine how it will influence their beliefs. Interview with New York Times bestselling author, Roger Connors.…

When you are using the Four Cultural Tools effectively, they drive the culture-changing conversations. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

The formal approach to culture change includes simple tools that structure the change effort in a way that makes it actionable and measurable. The informal approach provides the spontaneous, unstructured actions and conversations that complete the process. Interview with New York Times bestselling author, Roger Connors.…

You can only suspend belief-bias for a short period of time. Once you open that window and people are willing to consider a new, fresh point of view, that window will close quickly. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

People will not give up their existing beliefs very easily. If you don’t deal with the Belief-Bias instinct first, you slow down the change process. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

It is imperative that early in the culture change process a clear, simple set of Cultural Beliefs are identified for the organization. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

We are often told by the senior leaders that we work with that The Results Pyramid model is the most powerful model about organizational behavior they have ever seen. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

To manage C2 contradictions that arise during the culture change process, it is important that leaders continue to make the compelling case for change, while quickly discovering and addressing any contradictions. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

We use a results-based approach in all of our training and consulting engagements. Our focus on helping leaders and organizations achieve their desired Key Results distinguishes our methodology and approach from all other competitors in the field. Interview with New York Times bestselling author, Roger Connors.…

The central model presented in How Did That Happen? is The Accountability Sequence. This model is divided into two parts: the Outer Ring and the Inner Ring, and provides a powerful process for effectively holding others accountable. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

It’s the question we ask when things go wrong and people don’t follow through. The strategies and approaches we review in the book show you how to have fewer How Did That Happen? moments by holding people accountable the positive, principled way. Interview with New York Times bestselling author, Roger Connors.…

Mastering the ability to accelerate culture change is an essential core competency for every leader who wants to keep his or her organization competitive and focused. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

When you have a smart strategy and you create a culture that can execute that strategy, then you can literally get game-changing results. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

The Wizard of Oz metaphor receives a light treatment throughout the book, but is a powerful illustration that shows the positive impact that personal accountability can have in the quest for results. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

The Oz Principle presents a simple, but powerful model we call The Steps To Accountability. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

Partners In Leadership has produced the most comprehensive study on workplace accountability and culture ever conducted. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

Our approach incorporates the technology, content and experience necessary to help clients incorporate the right retention and application activities. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

Our change methodology is summed up in three words: Train. Retain. Sustain.® Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

We offer professional accreditation certification on PILtools.com for all training participants. This certification can be listed with your professional achievements and can be verified by a third party on our website: partnersinleadership.com. Interview with New York Times bestselling author, Roger Connors.…

We appreciate the prioritization of culture high on the agenda of senior executives. However, without an effective strategy, culture alone is not going to get you where you want to go. You have to do both very well in order to achieve sustained success. Interview with New York Times bestselling author, Roger Connors.…

Leaders are looking for more “traction” in the change process. More early adopters, better results, and faster progress. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

Partners In Leadership has authored four New York Times bestselling books. The first, The Oz Principle has been published in numerous languages and has been well received around the globe. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership

Roger Connors and Tom Smith founded the company in 1989. Since then, Partners In Leadership has become the world’s premier provider of Accountability Training and Culture Change services around the world. Interview with New York Times bestselling author, Roger Connors.Autor: Partners In Leadership