We use the spiral design philosophy in all we do. Humans aren’t linear creatures, nor are the teams and organizations we support. As we grow, our path can be charted as a spiral, each revolution growing larger than the preceding one. When we assume we’re linear, we quickly run out of the one thing that’s our limiting resource, ENERGY. You can see this in nature, too, the golden ratio of growth is meant to specifically maximize our energy absorption and depletion. This has been tested over 4.5 billion years; it’s working!
A spiral (a.k.a. phased) approach consistently enables us to break down large, strategic goals into realistic first steps and celebrate milestones.
Where are you now? Where would you like to go?
The New Horizon Strategies Transition Model can help you, your team or your organization get from here to there.
Phase 1: Reflect – “Looking Back before we Look Ahead (LBLA)™”
Something doesn’t feel quite right or you know a change is on the horizon. But what should you do? What comes first? Do we have to do anything? How do we get everyone on the same page?
First, reflect. Look in the rear view mirror. Remember how you, the team, and the organization got to this point. What was it we were aiming for initially? What’s the life cycle you’ve already been through? What worked well, and what would have been even better if…? This creates the first draft of goal areas to focus on moving forward.
How have all your related and unrelated experiences led to where you are today? Often our lives seem to be a series of random events, but when we look in the rear-view mirror, we get the connections. What connections do you see Looking Back before you Look Ahead™?
Phase 2: Resonate – Future Setting™
What is it you really, really, REALLY want? In the resonate phase, it’s time to honestly assess what’s going on right now relative to what you know needs to happen (or is happening) in the future. Sometimes we can get so stuck “working the plan,” we don’t pay attention to how everything we’re doing is affecting us emotionally. Gathering data such as culture surveys, individual and group feedback, 360 assessments, personality tests, interviews and metrics are leading indicators into what might have gotten us to this point, but the biggest data point is how it sits with us emotionally, physically, mentally and spiritually. We don’t give ourselves permission to acknowledge that things often change. Our values, our motivations, our relationships. A high performing team isn’t always going to be high performing based on a myriad of factors. How will you assess what’s right…right now? This is critical to beginning Future Setting™. Various strategic visioning tools are used to help cast a vision for purpose, legacy, and goals for the future…a future that resonates both individually and organizationally.
Phase 3: Reform – Implementing our Goals with LAP™
Reform is the choice we now get to make about what to do and exactly how to accomplish it. The reform phase considers the work you’ve done in reflect and resonate to tune the future based on the genuine needs of today. The reform phase connects your past, present and future. This is your courageous planning step: a chance to lay out what makes the most sense right now. (It’s the solution for right now – not for the rest of your life – because you don’t know what you may need long into the future.) But, how will we know what’s right right now?
We use the New Horizon Strategies LAP™ principle: Learning, Awareness, Practice. Because one size does not fit all, we use various models, tools, videos, books, and references depending on what you’re specifically working on, we guide you through LAP after LAP to perfect your skills to reach all your New Horizons.
Phase 4: Refocus – RESULTS!
When you refocus, you’re ready to re-engage on your path with your new plan of action and team buy-in. Refocus includes not only how you will begin your new path – but also how you will integrate your new path into the one you’re already walking. Whether you’ve engaged New Horizon Strategies for coaching or consulting, this step consists of documenting the results of our work together in a combination of results forms, a comparison final assessment, feedback, ROI, and where possible a Case Study to clearly sell wins to other partners or parts of the culture within an organization. When you’re finished with one transition, you may find another one waiting for you. This cycle of growth for ourselves, our teams and our organizations never ends. And, isn’t that the point?
When you’re finished with one transition, you may find another one waiting for you.
This cycle of growth for ourselves, our teams and our organizations never ends.