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DEVELOPMENTAL LEARNING ORGANIZATIONS
LEADERSHIP & CULTURAL TRANSFORMATION STRATEGIC & OPERATIONAL EXCELLENCE |
At The Helix Group, we bring the most effective combination of methods and processes to enhance both the personal growth of the people and financial success for the business for generations to come.
We build business communities where individual human development is co-equal with financial return, creating a truly sustainable dual bottom-line organization.
We build business communities where individual human development is co-equal with financial return, creating a truly sustainable dual bottom-line organization.
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Facilitating Dual Bottom-Line Development
Kazimierz Gozdz and the Helix Group offer a process for transforming business enterprises into communities that facilitate the growth and development of their workforce on a daily basis. These companies use the pursuit of an excellent financial return as the curriculum for the developmental growth of their workforce.
They are workplace communities where delivering a profit is co-equal with the development of their people; the training curriculum for employee development becomes the operation of the company - no longer "merely" a human resource function.
The leadership required to build and run these organizations as communities that grow and develop is demanding. Leaders practice self-reflection, communal self-reflection, and organizational self-awareness in equal measure with financial rigor and operational excellence. While great attention is paid to operational capability, the viewpoint from which deployment occurs is more geared toward transformative adult education practices than toward command and control management.
The result is a Deliberately Developmental Learning Organization, in which operational excellence is fueled by and reinforces personal growth and development at all levels.
Kazimierz Gozdz and the Helix Group offer a process for transforming business enterprises into communities that facilitate the growth and development of their workforce on a daily basis. These companies use the pursuit of an excellent financial return as the curriculum for the developmental growth of their workforce.
They are workplace communities where delivering a profit is co-equal with the development of their people; the training curriculum for employee development becomes the operation of the company - no longer "merely" a human resource function.
The leadership required to build and run these organizations as communities that grow and develop is demanding. Leaders practice self-reflection, communal self-reflection, and organizational self-awareness in equal measure with financial rigor and operational excellence. While great attention is paid to operational capability, the viewpoint from which deployment occurs is more geared toward transformative adult education practices than toward command and control management.
The result is a Deliberately Developmental Learning Organization, in which operational excellence is fueled by and reinforces personal growth and development at all levels.
Deliberately Developmental Learning Organizations...
o What the DDLO is: its current value proposition and long-term strategic and operational differentiation;
o How the daily tasks of business become the means of continuous development.
This approach has been evolving over several decades and been applied in a number of corporate settings. This website provides an overview of our approach and practices, and you're welcome to contact us any time for more information, or for an assessment of your organization's current status.
- Not only encourage learning but deliberately promote development – defined as an increased capacity for knowing and learning.
- Pursue a self-renewing value proposition as a key driver of operational excellence and development.
- Assume the entire organization needs to continuously adapt to increased external complexity in the marketplace and the operating environment.
- Learn, by necessity, at the communal and enterprise level as well as individual.
- Interpret what they already know in new contexts, as well as learning more.
- Increase individual and organizational mental complexity and ability to transfer knowledge.
- Define their Essence – that which they want to endure beyond every developmental progression – which is codified in their Operating Philosophy as an enduring purpose, core values, axioms, and principles of work and business, stating:
o What the DDLO is: its current value proposition and long-term strategic and operational differentiation;
o How the daily tasks of business become the means of continuous development.
- strategically develop their cultures for excellence at all levels of operation and administration
This approach has been evolving over several decades and been applied in a number of corporate settings. This website provides an overview of our approach and practices, and you're welcome to contact us any time for more information, or for an assessment of your organization's current status.