BECAUZ Accelerators

A Comprehensive Approach to Change

The BECAUZ Accelerator program utilizes proprietary Processes, Tools and Systems to install transformational change in Leaders, Teams and Organization. This process accelerates change because of our proven processes, dynamic facilitation and an integrated, systemic approach.

How do we maximize our impact as a World Class IT Organization and embrace the challenges presented by global economic and IT events and trends?

Walter PuschnerVP - Worldwide Field ITMicrosoft

How can we create a leadership team to transform our firm?

Mike PongonCOOPoint B

How can we most effectively communicate our Real Estate Repositioning offering to add value for our clients?

Tony StewartVice PresidentMcKinstry

How do we maximize our impact as a World Class IT Organization and embrace the challenges presented by global economic and IT events and trends?

Walter PuschnerVP - Worldwide Field ITMicrosoft

BECAUZ tailors the programs they offer us to closely align to our business needs. Each and every interaction has its own dynamic, and they are able to adjust what they do, live in the moment, to maximize results and value. That kind of adaptability and dynamism is a core skill you don’t often find.

Walter PuschnerVice President, User ExperienceMicrosoft

BECAUZ are savvy social architects who create environments that lead to extraordinary learning and results. With your help, our 80-person extended leadership team has moved from a “command and control” focus to an “inspire and involve” culture, with alignment and ownership embedded into the leadership ecosystem.

Jacky WrightVPMicrosoft SESIT

With BECAUZ we have consistently generated breakthrough results and have been able to align our teams around transformational strategy. We have built an adaptive organization that flourishes in the midst of uncertainty and innovates to create solutions that were unimaginable just a few years ago.

B.J. MooreVice PreidentMicrosoft - Enterprise Commerce IT

How can we engage our entire organization and partners as leaders to realize our vision?

Senior Director of a field readiness group

How do we get our engineering leads and their teams to perform at even higher levels as we grow and scale our business?

Brett HelselSr. VP EngineeringIsilon Systems, Inc.

What would be possible across teams if we collaborated?

Andrew ClaphamSenior DirectorDesign & Construction

How can we drive team performance, build client relationships and generate a better bottom line?

Erika SchmidtPresident & COOFrause

How can we build a global innovation engine without adding people or additional dollars?

Tyson HartmanChief Technology OfficerAvanade

Growing a High-Trust Workplace

Do you trust your co-workers? Do they trust you?

If there’s one key ingredient that makes or breaks a relationship, it’s trust or the lack of trust. Whether we look at someone through the lens of trust or distrust has an inescapable impact on our dynamic with that person.

concepts-in-actionTrust isn’t icing on the cake in the workplace it’s a critical ingredient of the cake. In a high-trust work environment, people are able to able to get better, faster results. Trust is an accelerator of team performance; it enables work to move through the system more quickly.

Too bad that none of us are 100% trustworthy. Though it’s not because we have bad intentions or are cheats and liars. We have trust issues in the workplace mostly because of our blind spots; because we’re not aware of how we impact others. We cause mistrust by creating a disconnect between the standards, values and expectations people have of us and our actual behavior.

One way to grow trust in the workplace is to expand personal awareness of how we impact others. To do that, you can evaluate yourself on “trust indicators,” which are behaviors that relate to other people’s willingness to trust one another. Consider your behavior in light of these four attributes:

1. Reliability: Can people count on you? Do you do what you say you will do?
2. Acceptance: Do you listen? Do you respect other points of view and honor differences?
3. Openness: Are you straightforward and transparent? Do you avoid having hidden agendas?
4. Congruence: Are you sincere? Do your words match your actions?

These aren’t easy questions to answer. You may want to get feedback from others on how your behavior is perceived around these attributes. Perhaps think of role models or people in your life who exhibit these behaviors and what that means to your level of trust and ultimately, your relationship.

FOR REFERENCE: the following blog was posted in September to accompany the “BECAUZ Talks” video with John Barron

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