WE EXIST TO HELP BUSY NGO CEOs MOVE THEIR URGENT INITIATIVES FORWARD WITH MINIMUM FRICTION
Culture Renovation | CEO Consigliere | Change Resiliency
Board Revitalization | Leadership Upskilling
We at LGC believe that human potential is infinite and, when unleashed,
can help to solve the problems facing us today and in the future.
We at LGC believe that the global development sector
must invest today to re-imagine and re-create itself to be relevant in the future.
ORGANIZATIONS IMPACTED
KEY TIMES CLIENTS CALL ON US
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When you end a leadership team meeting frustrated yet again with the leaders and you don’t know what else to do.
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When everything you’ve done to get culture right is still not working and you’re wondering if it's hopeless.
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When you are dreading your next board meeting as an energy drain rather than an energy boost.
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When the exit interviews point to the toxic management style of one of your executives and you can’t afford to lose more good staff.
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When you decide it is time to go and your transition plan - or lack thereof - probably won’t cut it.
OUR WORK
Going From Lost to Found
Challenge: A CEO was overwhelmed with the myriad of mission-critical challenges facing him. He was moving his organization from a start-up into the next level of operations and doing so in the times of COVID as well as responding to complex operational challenges including losing his most senior executive.
Solution: The CEO engaged us to help him workshop his plans, ideas, goals, and challenges and map out priorities and actions steps, and to provide advice and a sounding board.
Results: In two 2 hour sessions, the CEO had a roadmap with clear priorities and actions. He expressed relief in moving from overwhelm to a clear and manageable path forward.
Executive Team Refresh
Challenge: After two years of working virtually and with new members, the executive team was more like polite strangers at a cocktail party than a well-oiled soccer team.
Solution: With our design and facilitation, the team identified a shared vision and charter, agree on priorities, improved collaboration and communication, and established a process for monitoring progress.
Results: The CEO reported that the team collaboration and communication had improved by 50%.
What the heck? Unraveling the Mysteries of Culture
Challenge: The organizational culture felt wrong but the leadership team could not put their finger on what was making it wrong. Staff weren’t happy in their work and managers weren’t happy with the staff and the leaders weren’t happy with the managers.
Solution: We proposed a Discovery Process to get the facts out and recommend a process forward to a more productive culture. Interviews, meeting with leadership, focus groups, and a deep dive into old surveys, exit interviews, and other data were the initial steps. With that data, the ELT created their “blue Sky” vision for culture for the organization.
Results: A roadmap forward with action steps to launch a larger culture renovation effort.
Challenge: Proposal derailment was one of the immediate outcomes when two organizations merged. As the staff and leadership in one of the newly created departments were unable to agree on the structure, roles, processes, systems, and even titles which made it impossible to have discussions and move forward on important proposals.
Solution: We brought together a subset of the two legacy organizations in the new department, including senior leadership, to discuss, debate, and decide on the nuts and bullets of the newly merged department.
Results: A structure with roles for the new department that was approved by the CEO.
Created a Strategic Roadmap to Merge
2 Revenue Critical Teams in 90 Days
Challenge: The results of an employee engagement survey revealed that the workers thought that the executive team of a midsize organization was rigid, closed, and holding the reins too tightly.
Solution: We worked with the individual executives over 8 months. They each identified two areas for leadership growth that would have a significant positive impact for themselves and the organization. The executives worked with an executive coach and gathered feedforward from each other and from staff both areas of success and suggestions to improve.
Result: After 8 months, each of the executives were rated in surveys as having improved in leadership effectiveness by 29%.
Improving Leadership Effectivness by 29%
WHY US
Conducted needs analysis of 300+ organizations, boards, teams, and
individuals around the world to identify the gaps in performance, strengths,
and solutions with an action plan.
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Delivered +500 workshops, retreats, and events globally, including virtually,
to organizations, boards, staff, and leaders in the global development and
nonprofit sector who turn to us for advice, consultation, and group facilitation
to address damaging issues in more than 65 countries.
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Mentored, trained, advised, and coached 5,000 boards, leaders, middle
managers, executives, emerging leaders, and retiring leaders globally.
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Thought-leadership in board engagement and CEO transitions.
HOW WE WORK
WITH OUR CLIENTS
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Advising CEOs and Board Chair
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Retreats; Laser-focused board, organizational, and team retreats (virtual and in-person)
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Coaching for executives, managers, emerging leaders
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Training (tailored)/professional development
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Instruments and assessments
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Diagnosis of organization, team, individual
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Knowledge transfer
AREAS OF
CORE EXPERTISE
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CEO support
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Leadership development programs
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Executive Transition
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Strategy development
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Board alignment and effectiveness
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Organizational culture
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DEI
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Change resilience
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Team development
AFFILIATES
We are signature to CREED.
We are a member of Society for International Development USA (SID).