', 'Thought drives behaviour and behaviour drives results. I highly recommend this easy-to-read book. "A leader doesn't just get the message across; he is the message." Warren Bennis The. Increased teamwork and cross-organizational collaboration is preached, yet the senior team does not collaborate across divisional lines. Larrys personal purpose is to help an ever-widening number of people live life at their best mentally, emotionally, physically, and purposefully. I think it is unnatural for you to be dishonest and your people to be honest. The article would be a good resource to share as part of takeaways after the session. Senn founded the global culture-shaping consulting firm Senn Delaney in 1978 to help organizations enhance spirit and create healthy, high-performance cultures. The bad news is that many culture-changing initiatives still fall short of their intended purpose. When leadership, team-building, and culture-shaping training are a part of the change process, the senior team should be the first team to take part. There are 47 other people named Clifton Huang on AllPeople. Read it as a book, use it as a reference guide. Larry and his wife, Bernadette, have five children and five grandchildren, all who share an equal passion for family, well-being, and personal growth. They were not fully aligned or mutually supportive. What makes a CEO a standout top performer, says Seale, is an added I was introduced to the concepts of the Mood Elevator and "be here now" 18-plus months ago. It has to be about who they are as people. Senn Delaney uses inside-out learning to inspire change at a deeper level: Bill continued, We're not telling them how they're supposed to be; we're giving them insight into a self-selection that they need to make about a shift that would align with the culture. You get that its bigger than you. The challenge for CEOs is that while continuous professional development is a given when it comes to talent management at lower levels, often the one person who misses out is also one of the most important the CEO. Cultivating a learning mindset is also about having the right frame of mind. Peter Drucker got it right: Culture eats strategy for breakfast.. All Rights Reserved. The Four Culture-Shaping Principles to Shift a Culture. Senn Delaney is a culture-shaping organization that helps other organizations redefine who they are and what they want to be to become better employees, better managers, and better organizations. This book provides the keys to unlocking the foundation of all personal growth potential - our thoughts! I need to make it sound compelling. He has also worked with Governors of States and US President s Cabinet members. He is also co-author of several books, including the best-selling Winning Teams, Winning Cultures and 21st Century Leadership. Part of what Senn-Delaney does is offer moments of decompression, providing space that the leaders have not allowed themselves. To keep companies innovative and agile, organizations that nurture a culture with curiosity and an open, learning mindset supported by encouragement for risk-taking and innovation will have a good chance of doing well. Senn Delaney - "unfreezing" leadership - Leadership leads and models - Leadership is consistent for the long term Reinforcing messages - "culture practice" at executive team - Reinforcing concepts at every opportunity e.g., missing "f's", "blue chip", etc. Dr. Larry Senn has been called the father of corporate culture for his pioneering research on the topic and for founding the first firm devoted solely to creating healthy high performance cultures. I was introduced to the concepts of the Mood Elevator and "be here now" 18-plus months ago. Chances are you can still see at least remnants that have made an impact many years later. He is chairman and founder of international culture-shaping firm Senn Delaney, a Heidrick & Struggles company. While it might have been mentioned by some, what is clear now is the importance of organizations having a purposeor noble cause to help bring the best out of people. We are not as creative as we can be. This button displays the currently selected search type. Gratitude is all our perspective about appreciating the realities of life and all it has to offer. A very simple concept yields enormous benefit. Sign up for my newsletter to stay in touch, The Mood Elevator is a graphic that helps illustrate the human experience in our day to day lives, I dont know how to say the word retirement as the concept is foreign to me. He is the best selling author of. It was a spinoff of Senn Delaney Management Consultants, a business process consulting firm. Plus they have a high level of vitality and energy about them, and a learning mindset.'. Changing what people do is not enough, Bill said. This is not necessarily due to any failings on the part of HR departments, however. Larry has a B.S. But more importantly, there will be huge beneficial impact on the culture of the top team and the organisation. Purpose-driven organizations have always had added benefits by members being able to rally around one common goal as a company. The Mood Elevator is one tool he has created to make that a reality for tens of thousands of people. Amazing individual. She was SVP HR at Senn Delaney, and was co-author with Larry of an earlier book, The Human Operating System An Owners Manual. Larry has led culture-shaping engagements for the leaders of numerous organizations, including dozens of CEOs of Fortune 500 companies, state governors, members of two U.S. president's cabinets, deans of business schools and the presidents of major universities. Continually guiding, supporting, and reinforcing the culture shift helps to keep the change alive and allows the organization to constantly evolve its culture over time. It's a business imperativeit is not an initiative.. Leaders must establish common priorities and communicate those priorities across the entire organization, often and with clarity. It's almost like we have an organ in our body that needs to be transplanted and the body is going to tend to reject it; cultures do the same exact thing. Over 1 million people around the world in client organizations have been introduced to the Mood Elevator as part of culture shaping work. He competed in his first sprint triathlon at the age of 70, and has completed in over 50 triathlons in the more than ten years since, including first place wins in Long Beach, Newport Beach, Redondo Beach, and Hermosa Beach in his age group last year. Based on his early work, Larry was recently named The father of corporate culture by CEO Forum magazine. Since its founding in 1978, Senn Delaney has had a singular focus: To create healthy, high-performance cultures. A successful culture-shaping process requires an integrated approach that must begin at the top of the organization and be embedded throughout the company Personal change. We concluded that our mixed success was a result of starting to shape cultures at the wrong level in the organization. The next week, that same person could have a major health scare and sure enough, theyre eating greens and going to the gym. These concepts work. As Senn Delaney Culture Shaping (now Heidrick Consulting Center of Excellence) celebrates its 40th anniversary, the founder reflects on how business and leaders have evolved. You've been the chief investment officer in this holding company. Try it , practice it .. see the impact. Be the vision and then write it. Advertisement. Not easy when you have been thinking and behaving the same way for years. Our breakthrough in shaping culture 40 years ago came from learning how to creatively unfreeze old habits through engineered epiphanies in team sessions, beginning with the CEO. However, if the change process you embark on begins with your leaders personal and behavioral change, then theres a better chance of broader organizational change and success. Seale does not believe that he has all the answers. The best leaders, says Seale, are not embarrassed to go into a call centre or onto the factory floor and learn from the people who are doing the real work. To keep the focus on culture, Senn Delaney recommends having a cultural leadership team that aligns all the internal systems, primarily human resources systems, to make sure they reinforce the message and the desired culture. Larry's vision and leadership of four decades has helped Senn Delaney become an international firm that is widely recognized as the leading authority and practitioner in the field of culture shaping. But that's tied up with the sort of thinking that says that you don't want to be coached or look like you are learning because you are the boss, and it might make you look weak or lose respect.'. Some stores had measurable increases in service levels and increased market share, while others didnt. You may not think you have time, but if you dont make time to improve and grow, you may have a lot more time on your hands in the future than you would like.'. We discovered this in an interesting way. Larry Senn's purpose in writing Up the Mood Elevator- Living Life at Your Best is to share some profound principles and fascinating concepts to improve your ride on your own Mood Elevator. Contact info: chuang@narcissisticfilms.com Find more info on AllPeople about Clifton Huang and Narcissistic Films Inc, as well as people who work for similar businesses nearby, colleagues for other branches, and more people with a similar name. Editors Note: We are honored to share Dr. Larry Senns wisdom with our readers and colleagues through the above article, previously on our blogs at ConstructiveCultureandCultureUniversity, and through his live presentation at our Ultimate Culture Conference. For as long as organizations have existed, theyve had cultures by default or design, although most were by default. That is still true today. Larry has led culture-shaping engagements for the leaders of numerous organizations, including dozens of CEOs of Fortune 500 companies, state governors, members of two U.S. president's cabinets, deans of business schools and the presidents of major universities. He is more interested in the insights that CEOs can offer, rather than imposing some grand high-performance plan. I've got to do something straight away." She specializes in documenting the change journeys of organizations across industries, as well as helping others understand Human Synergistics' processes and change solutions. When attendees are asked about the value of the session, the classic responses are, My boss is the one who should be attending, or It sounds great, but thats not the way it is around here; just look at my manager.. For Bob Muschewske of Personnel Decisions International, a successful HR Can Drive Results For busy managers and executives with little time to read, or for those not accustomed to introspection, this book is engaging and easy to absorb. The analogy of the elevator made the visual very practical to apply. 'We spend time helping CEOs identify their true vision, their purpose and direction, which results in authentic leadership, and then encourage them to be that vision for a while before communicating it. The talent dilemma: is it better to rapidly promote your shining stars Institute of Directors (IoD): Professional Development Programmes How well we do it impacts our relationship, our personal effectiveness, our career, and our experience of life. Larry brings a powerful story and great messages to any leadership conference. Written by Larry Senn- Founder & Chairman of Senn-Delaney: The Culture Shaping Firm, The Mood Elevator is a guide to living life at your best. Dr. Larry Senn is a pioneer in the field of corporate culture. I've had great success using this simple, approachable text as part of my executive coaching practice. consisted of Senn Delaney's seven partners (the legacy partners). He has authored numerous thought papers and books on how to do this, including the book, Winning Teams, Winning Cultures. Weve always been big proponents of teaching our clients to share appreciationgenerously through their organization. Everyone gets a pocket card of The Mood Elevator, and it becomes a prized possession for years to come. How well we do it impacts our relationship, our personal effectiveness, our career, and our experience of life. Commit to this essential first step and youll be on firm footing towards shaping a healthy, high-performing company culture. Please use a different way to share. This volume does an excellent job of presenting these key concepts that can change your life for the better. For more information about Senn Delaney, please visit: www.senndelaney.com Things that rob us of our vitality are what Seale calls gravity issues. One of the things that makes Senn Delaneys inside-out learning approach successful is that it is infinitely scalable. In addition to his role as chairman, Larry actively works with clients on culture-shaping initiatives. Follow authors to get new release updates, plus improved recommendations. The 8 Characteristics of a High-Performance Team, The Cultural Aspects of Mergers and Acquisitions, The last frontier: Maximizing organizational synergies, Now is the time for leaders to check the shadows they cast, The CEO's most important job: Aligning strategy, structure and culture, Master of Business Administration, Management, Doctorate in Management, Organizational Behavior. For busy managers and executives with little time to read, or for those not accustomed to introspection, this book is engaging and easy to absorb. at Senn-Delaney, global consultants specialising in shaping organisational culture, CEOs need to continuously improve, grow, learn and adapt. The values, habits, and biases of the founders and dominant leaders left an imprint on the organization. Because of the critical need for the senior team to role-model the new culture, it is the group that first needs to come together to define the guiding behaviors for the rest of the organization. --David Novak (Chairman & CEO, Yum! We used to talk about continuous improvement; now, it is all about agility and speed. I was first introduced to the concept of the Mood Elevator . Things that once took years to complete now need to be finished in months.