Corporate Sector




Sector Challenges We Solve

Companies today face a far more complex and interconnected world than even a few decades ago. From small businesses to global multinational corporations, organizations must learn to effectively operate and innovate to be successful. In this environment, five major challenges rise to the top of organizations’ priorities:


One
Leadership

Leadership remains the single most important factor in organizational success, but not for the reasons many in the past have assumed. The key to sustained growth and success in the modern economy is not a dominant leader or even a visionary one, but a leader who equips people to work collaboratively with vigor and initiative. This requires:

  1. Changing the mindsets of leaders from inward to outward
  2. Equipping leaders with outward mindset skills to lead and manage their teams and enterprises
  3. Building relationship skills
  4. Improving listening and learning practices
  5. Strengthening communication and correction skills
Two
Teaming and Collaboration

Individuals, teams, and departments in organizations are interrelated—they affect and are affected by each other. The key to collaboration and teamwork is helping people to be accountable not only for their actions and outputs but also for their influence on others. Organizational success depends on building intra- and inter-team understanding and accountability. This work dramatically improves problems common with:

  1. Silos
  2. Labor-management relations
  3. Mergers and acquisitions
  4. Conflict
  5. Stagnation
Three
Innovation and Performance

Increased performance and heightened levels of innovation depend on building highly engaged workforces that work together cross-functionally so that different viewpoints and expertise can merge together to produce truly innovative solutions. In order to achieve this, organizations need:

  1. Lateral as well as vertical alignment
  2. Ongoing and real-time performance conversations
  3. A performance management system that fosters continuous employee growth
  4. High employee engagement
  5. A collaborative culture
Four
Culture Change and Integration

To be successful in today’s environment, companies must create and maintain a truly effective, high-performing culture. This includes:

  1. Improving employee engagement
  2. Maintaining a desired culture even as the company grows
  3. Managing multi-generational workforces
  4. Aligning individual and organizational performance management systems
  5. Creating a culture of innovation and/or continuous improvement (Lean/Six-Sigma implementation)
Strategic Planning and Execution

In an increasingly complex world, future-oriented thinking becomes more difficult and more necessary. Organizations must become effective in:

  1. Strategic planning
  2. Organizational alignment around strategic objectives
  3. Leadership development—preparing capable leaders, especially if managers are technical experts without leadership training
  4. Maintaining human relationships as we work more virtually
  5. Learning and development via e-learning platforms


Arbinger Solutions

By helping companies develop, implement, and sustain an outward mindset, Arbinger enables them to engage all their talent and resources without the people friction that often hinders effective leadership, collaboration, and decision-making. We work across all industries.

We deliver transformation to corporations through the following programs and services:

  • Developing and Implementing an Outward Mindset
  • Outward Leadership
  • Implementation Tools
  • Executive Coaching
  • Systems and Process Consulting
  • Outward Mindset Strategic Planning and Execution


Arbinger handbooks and other resources

Scaling Outward Mindset

Our five-step transformation process applies to individuals, teams, and organizations of all sizes. We scale our support based on your needs and objectives.

Small Businesses and Teams

Small teams can attend our public workshops or engage in-house training, in person or via virtual delivery. The benefit of the in-house option—in addition to convenience—is the ability to tailor the examples and discussions to the company’s specific environment, challenges, and needs.
Medium-Sized Corporations

Depending on a company’s goals, a select group of leaders might first attend a public workshop—in person or virtually—to begin implementing Arbinger’s tools in their own work. To roll out a larger program in an organization, we recommend in-house workshops and the implementation of Arbinger tools. Employees who attend a train-the-trainer course can then teach Arbinger’s material to anyone in the organization on an ongoing basis. This approach enables rapid implementation as well as sustainable transformation.
Large Enterprises

Key leaders in every organization should participate in our foundational workshop and leadership training tracks. For organizations structured such that in-person workshops are not possible for front-line employees needing training, we offer a modular delivery method in which videos and group discussions replace the full-day workshop content.





Results and Outcomes

Improved business performance


Increased collaboration


Engaged and productive employees

Innovation and efficiencies


Increased accountability


Enhanced leadership competencies


Effective communication


Effective knowledge transfer across generational or functional gaps





Partnering with Learning and Development Professionals

Getting Employees to Make Time for L&D

We work with clients to design training programs that fit employees’ schedules. Whether the challenge is a shift-based workforce, inability to spend days out of the office, or simply a feeling of “I’m too busy,” we have found solutions that work for a range of workforces.

Scaling the Efforts of a Small L&D Team

Arbinger supplements your team! Moreover, our Train-the-Trainer certification can prepare not only your team but also other employees you recommend to deliver our material across your workforce.

Demonstrating ROI

At the beginning of an engagement, we recommend setting baselines and establishing target objectives for both mindset and key business metrics. To accomplish this, we will work with you to levy our Mindset Assessment and/or Organizational Assessment across your organization and identify target business outcomes. Conducting these assessments on a regular basis will enable you to measure improvements in mindset and to link the training or change program to your organization’s business results.

Corporate Case Study Highlights

RaytheonRaytheon


Raytheon

Transforming the Culture and Results of a Defense Contractor following Multiple Mergers
Outfit7Outfit7


Outfit7

Accelerating Collaboration in a Fast-Paced Software Development Company
Speak with an Arbinger Consultant