Anonymous has been given loads of suggestions. As suggested by others, one cannot find any remedy without knowing the cause. A good way is to work on a one-on-one basis. Coaching is a good way to find out what the underlying issues affecting their behaviors are. Part of the cultural issues can also be addressed through coaching. Training may not be the solution as behaviors are often best handled on a one-on-one basis. Marshall Goldsmith (world-renowned executive coach) had successfully addressed behavioral change using executive coaching. I have personally handled behavioral aspects in my sales coaching with executives. Their sales non-performance is often not due to skills incompetency but rather behavioral inadequacies/non-awareness.
You may start with group coaching after carrying out a 360-degree survey on the highly skilled leaders as suggested by Indu Wadhwa. Feedback from the said survey could be used to draw a common thread as a starting journey for the intended behavioral shift. Once you get them to agree that "something" needs to be worked on in order to bring the organization to a higher level, and coaching could be a way forward, half the success is done. Sell them that coaching will help to bring better results through them. As a benefit (of what's in it for them), a coaching program should be envisaged to 'grow them' to partake in the coaching culture within the organization. In a way, it's a coach the coach to help them shift their thoughts, beliefs, intentions, and behaviors. Through this, they will realize the feedback from others (done via the 360 survey) and will do something for themselves to be better. This is a good launching pad for them to shift (their behaviors) forward. These are my thoughts for you. CTFoo, Malaysia.
From Malaysia, Ampang
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13You may start with group coaching after carrying out a 360-degree survey on the highly skilled leaders as suggested by Indu Wadhwa. Feedback from the said survey could be used to draw a common thread as a starting journey for the intended behavioral shift. Once you get them to agree that "something" needs to be worked on in order to bring the organization to a higher level, and coaching could be a way forward, half the success is done. Sell them that coaching will help to bring better results through them. As a benefit (of what's in it for them), a coaching program should be envisaged to 'grow them' to partake in the coaching culture within the organization. In a way, it's a coach the coach to help them shift their thoughts, beliefs, intentions, and behaviors. Through this, they will realize the feedback from others (done via the 360 survey) and will do something for themselves to be better. This is a good launching pad for them to shift (their behaviors) forward. These are my thoughts for you. CTFoo, Malaysia.
From Malaysia, Ampang
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