• getting an accurate diagnosis of the real problems, and
• "fade-out"--the difficulty in following through on desired changes.

The first step of any change effort is to gain a clear understanding of where you are now, and where you want to go. Self-deception prevents objective study at the individual level, and culture prevents it at the organizational level. Leaders need to understand the fears, values, assumptions, and beliefs that define their organization’s culture before they can successfully address and drive change efforts.

Grid International, Inc. is addressing the diagnosis and fade-out issues with a new arsenal of electronic tools that complement its experiential learning-based seminars. These tools provide fast and easy measurement of individual and team relationships and organizational culture.

The Grid Organizational Culture Survey and Workshop

The Grid Organizational Culture Survey--completed online--works in conjunction with the Organizational Culture Workshop to provide a basis for structuring sound, achievable culture change.

When used in conjunction with analytical, system-based change strategies, the culture diagnosis gives leaders a complete picture of the tangible and the intangible. The eight dimensions of company culture examined in the electronic survey and the workshop are:

• Authority: Is authority exercised in ways that inspire and mobilize the organization's resources?
• Goals and Objectives: Are goals and objectives defined and shared in ways that motivate people toward collective achievement?
• Conflict Resolution: Is conflict addressed and managed in objective ways that promote diversity and sound relationships?
• Coordination: Is coordination among different groups based on mutual trust, respect, and cooperation with a well-defined purpose?
• Critique: Is critique used in ways that foster improvement and raise awareness of strengths and weaknesses?
• Commitment: Do people feel and demonstrate a sense of identity, enthusiasm, and responsibility for achieving results?
• Productivity: Does productivity stem from a sense of personal satisfaction and a desire for forward progress?
• Standards of Excellence: Are performance standards clearly defined, achievable, and based on producing the best possible outcomes?

The ensuing workshop gives leaders the chance to define what a sound culture looks like, and reveals the differences between that soundest view and the company's current culture. This comparison gives leaders the understanding and the power to begin culture change in ways that inspire and motivate people rather dominate, push, or control them.

Grid e-Coach

Grid e-Coach addresses "fade-out." Participants in Grid seminars leave with practical experience, strategic action plans, and personal goals in hand, but applying those strategies and maintaining momentum back in the workplace can be a challenge. Use Grid e-Coach to increase the quality of back-home application of Grid learning:

• Transfer Grid seminar learning back into existing relationships where change needs to happen.
• Incorporate an ongoing support system within those relationships.
• Promote ongoing measurement and continuous improvement.

Grid e-Coach is quick and user-friendly. Five to 10 minutes every other week for 10 weeks after a seminar experience is all it takes to get the benefit of online features:

• Locate and communicate with people who have similar goals.
• Request feedback on progress.
• Access a database of goal-specific advice and tips.

Grid e-Coach brings people together in more constructive ways to collaborate on rewarding, personal change and improvement.

Grid-360 Feedback

We know that when it comes to bottom line success, the soft issues drive hard issues. We understand that certain behaviors are critical for success but difficult to define and measure.

How many times have you seen the following:

• a talended but dominating manager alienates key direct reports
• a valuable leader fails to involve the right people in critical decisions
• an experienced leader fails to generate the kind of enthusiasm and commitment needed for change efforts

We also know that what gets measured gets done; so quantifying the impact of behaviors like those listed above is critical for strategic planning. The Grid-360 Feedback tool helps you deliver ROI as it relates to leadership and culture development. It provides a way to clarify best practices (point B) and compare them with existing behaviors (point A). We take it one step further, however, and show you how to get from point A to point B.

Grid-360 Feedback allows you to target and measure performance as it relates to 30 specific aspects of seven behavior skill categories:

• Critique: Learning from experience by anticipating and examining how behavior and actions affect results
• Initiative: Initiating and promoting actions, and exercising support for activities
• Inquiry: Seeking information, practicing active listening, and testing for understanding
• Advocacy: Expressing attitudes, opinions, ideas, and convictions
• Decision Making: Using appropriate resources, and evaluating criteria and consequences in making decisions
• Conflict Resolution: Confronting and working through differences and disagreement toward resolution
• Resilience Dealing with and recovering from setbacks and failure

No previous Grid experience is necessary to use Grid-360 Feedback. The skill-set examined is universal, and the results promote introspection and impetus for change. By providing an ongoing evaluation of strengths and weaknesses, Grid-360 Feedback results help people to ask themselves such questions as "Am I getting better at delegating department work?" and "Are my decision-making skills improving?"

Participants use the tool to solicit constructive feedback on their strengths and weaknesses from colleagues, direct reports, managers--even clients if appropriate. Anyone can be a resource for Grid-360 Feedback. Comparing a self-assessment with feedback from others is a simple way to contrast intended versus actual behavior in realistic terms and create a personal focus on the behaviors, skills, and knowledge that are needed to be more successful.

Grid-360 Feedback is a powerful tool to use in evaluating skills for personal improvement as well as for organizational performance appraisal. Peroidic evalutions help track and measure improvement in real terms.

When used in conjunction with Grid seminars, Grid e-Coach, and other tools, Grid-360 Feedback can complete the picture of follow-through and continuous improvement. Like a pilot's flight plan, the model and the method together delineate a clear path from where you are to your desired destination--and how you plan to get there.

Grid-360 Feedback is User Friendly

The easy-to-use, online process ensures high participation rates. E-mail and internet access are the only tools necessary. Anonymity ensures candid, accurate answers; cutting-edge encryption and data protection ensure security. In-depth, customizable reports let you analyze results and translate them into real pathways for improved performance. In addition to individual feedback reports, there is also a summary report at an organizational level.

Grid-360 Feedback can be used as a stand-alone system for performance evaluation and improvement or in conjunction with a specific event, project, or training program. Its flexibility, simplicity, and quick delivery of analyses provide a solid foundation for positive, measurable change at both the individual and organizational level.