hi this is Jeff from vital smarts Australia New Zealand I want to share with you today a little bit about what we call the convergence model there's plenty of research globally that clearly indicates organizations that are culturally strong and really good at communication have overall a much better capacity to be able to achieve results and targets we use a triangle to represent the convergence model and different types of organizations we see in the marketplace on one side is culture and on the other side results now these results will vary across different industries for example in healthcare it can be hitting the patient safety targets or in a large manufacturing organization it can be productivity targets and key performance indicators and in a private organization it can be financial results what we know for sure is a different organizations have different capacities to be able to hit their desired results and we see them typically falling into one of five different categories that reflect the environment and culture within the organization let's have a look at each of these categories to better understand each type of organization why they sit where they do and how our Crucial Conversations training might fit the first level is controlling organizations in a controlling environment within an organization that tends to be what are referred to as a do as I say culture it's their way or the highway they don't tend to see any need to build culture and they typically don't do anything much in the way of training beyond what is absolutely required of them in these organizations Crucial Conversations training is just irrelevant and has no context and no real of meaning for these organizations number two compliant organisations can be very large and often have a very politically correct environment they can be okay places to work but they're very political where the culture is very much of saying and doing the right thing innovation in a compliant environment would only occur to the degree to which people felt they were saying and doing the things they are allowed to do these organizations do run training but everything is based upon what we refer to as cost or comfort training based on price or are they working with someone they have used regularly before for example a lot of very big and quite wealthy private schools here in Australia well tell you they want world-class training as long as it is to a fixed daily budget that's really their only criteria there's no requirement for measurable outcomes or does it fit a learning and development plan or is it going to help out with changing behavior it just has to fit a budget in the case of a large software company that we spoke to about our Crucial Conversations training they end up getting someone that has been doing training for them for about 20 years and that person has now developed a communication program specifically for them were there any outcomes from the training who knows it was more about having the comfortable face someone they related to but in doing the training rather than about a program that was going to produce results bringing in our Crucial Conversations training into compliant organisations can be quite confronting the leaders in these organizations really don't want to be held accountable they really want to be able to call the shots the third category are what we call cooperative organizations and there are a lot of these in our marketplace here in Australia New Zealand they're often in the formative stages of getting some sort of professional development and developing a learning plan these organizations are quite friendly but just don't operate well under pressure they're not really good at holding other people accountable they might talk about how to do it but there's no real skills to do it and they just don't do it very well these cooperative organizations typically do two types of training compliance training or competitive training compliance training is really about what they are required to do to tick the box that says they are compliant when they do Crucial Conversations training they often want to do it over one day rather than two there is no long-term plan for embedding the skills into the organisation they just want to get it done and out of the way and of course we know how ineffective that can be in changing behaviour when I say competitive training it is the organisation looking for the most competitive solution to get it over and done with often based on who can deliver it the fastest what we find in this particular part of the market is a Crucial Conversations training is not necessarily a vital skill but is definitely useful to these organizations now let's look at committed organizations this level is where a lot of our clients said these are organizations that have very motivated workforces however they acknowledge that there are people in these organizations that are low in certain skills such as human skills around communication for example well they might be very high in technical skills these organizations will typically have an organizational development framework like a learning and development plan as well as a competency framework they'll have also used a survey tool like human Synergistics or some other type of measurement system the results show that there are gaps that exist around employee engagement as well as communication committed organizations will often run training in programs such as situational leadership seven Habits or other programs and whilst these programs touch on communication they often don't provide practical solutions on how to have the tough conversations for these committed organizations Crucial Conversations is essential it's the essential skill set that helps them to complete their organizational development framework then there are convergent organizations these are high-performing organizations that I just talked about culture they actively build it they have environments where people will hold each other accountable to their organization's values and behaviors they've got a very strong professional development program and often have already some sort of well-developed communication process in place a great example of this here in Australia is a very large food organization where we have trained to run a thousand people these Crucial Conversations training alongside programs such as situational leadership emotional intelligence seven habits and a range of others there are very metrics driven organizations in order to measure performance and results in these organizations they see their having skills like Crucial Conversations training it's not only essential but integral to drive culture and therefore results so where do we go from here Crucial Conversations use globally is not so much a training program it's really much more of an intervention and helping organizations to create permanent sustainable behavioral change in helping leaders managers in the team step up the tough conversations and toughest and not only deal with them but deal with them every day so what impact will Crucial Conversations have within your organization it will depend upon a number of things number one it will depend upon your current culture and what cultural development you have done or are undertaking number two it will depend upon your leadership development framework and your organizational development plans number three it will really depend upon your organizational outcomes and what results your organization really wants to achieve so the next step from here is to go to WWE are smart so are you and book a call with us today alternatively you can register on our website for whatever up and coming webinars which will give you a lot more information about what impact Crucial Conversations will have within your organization we look forward to hearing from you