Kind of Culture

Culture is a word that has widely varying meanings. Our definition of healthy culture is one where everyone is developed to operate in a personally responsible manner and where the wellbeing of individuals and the collective group are equally important.

Time for an Upgrade

Organizational culture models are evolving to support people in trusting one another and operating from their conscious intention, personal power, and initiative. They are then able to cross function on teams so that together everyone is capable of co-creating new systems and processes to nurture your changing business.

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Shared Power

Conventional hierarchy and control models are replaced with power-within for all and the development of initiative and intrinsic motivation, leading to co-creation of exceptional success

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Purpose And Value Based

Purpose and values are priority, so everyone focuses on the highest WHY, is intrinsically motivated, and builds from visions for exceptional advantages

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Everyone learns to use their inductive reasoning, has opportunities to both lead and follow confidently and on the fly, without being told, so efficiency and cross-functional teamwork skyrockets


Everyone feels secure to be themselves and show up authentically, unguarded and whole, unleashing high levels of service to coworkers, vendors, the community, one’s family, and all whom your organization serves.

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Fully Distributive

Everyone is developed simultaneously so leaders focus on explosive growth

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Responsibilitywith Freedom

Both are equally promoted and upheld so no one is enabled, coerced, or neglected. Rather, everyone exercises choice, finds meaning, and is inspired to be and become high performing and innovative

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What KIND of leadership development?

A Responsibility-Based Framework

Today’s workforce can no longer be defined by a minority of larger-than-life heroes identified as the “leaders”. Responsibility means everyone becomes able-to-respond. Each effectively addresses needs related to current and future trends, what’s required to stay competitive, and how to continuously improve, so creativity and innovation becomes a team sport.

Goal of a Responsibility-Based Culture:

Transferring Responsibility

Everyone is supported to adopt task ownership; managing relationships, productivity, engagement, purpose, values, visions, and a progress plan.


Like a well-constructed house, the foundation is, well… foundational! Trustworthiness among people is THE top priority, and crucial to a healthy culture. Despite this, it is often overlooked. Understanding eight behaviors that build trust is key and knowing how to recognize which are being neglected or violated must then lead to repairing those behaviors so high trust is restored.

Distributing Skills to All

No one would think of limiting cell phones and computers to only titled leaders. No one should limit leadership development either. We use a 7-step process for distributing a common language and tools to all staff. The end result: Everyone can lead and follow flexibly, cross function on teams, and collaborate to improve systems of every kind to meet all business objectives together.

Emotional Intelligence

Emotional intelligence is self and social awareness and self and relationship management. Most people are open to and appreciate new awareness. When it comes to changing behavior however, they need support and processes to manage their own tasks. These include managing relationships (including with self, authority figures, and peers), productivity, engagement, and a progress plan.

Social Interest

Social interest is considering the consequences one causes others. Some people are neglected in developing as individuals. Others are not taught to consider the impacts their behavior has on those around them. Social interest is high when every person is supported to be their best individually while simultaneously learning to be thoughtful and supportive to others.


Teamwork is social interest, plus successfully navigating the four stages of team: pseudo-community, chaos, empty and true community. Understanding these stages are key to establishing authentic connections with others built on the 8 behaviors that build trust. Team cohesion requires a combination of support and skills to ensure that everyone manages the social dynamics effectively.

Intrinsic Motivation

Many people rely on extrinsic (external) motivation due to the use of control practices that reduce intrinsic (internal) motivation in them. Use of control begins in childhood and continues into adulthood. The cost is immeasurable and is the root cause of all struggles in and between people. Dismantling extrinsic motivation practices and developing intrinsic ones instead is a key concept in our model.

Personal Responsibility

Polling shows that many people are disengaged at work. Doing the bare minimum (quiet quitting), feeling, acting and sounding like victims. Others may actively sabotage which costs organizations time, money, engaged staff, and reputations. Our culture model is called responsibility-based because helping instill in every person accountable thinking and behaving is every leader’s dream come true.
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