WE infuse organisations with the skills + positive energy to change the world

What we do

All organisations face challenges: problems + opportunities

Leadership + culture are multipliers – they unlock capacity to solve challenges

Effective organisations recognise that maintaining focus on leadership + culture is a key part of their sustainable success

Vibrant Frog is expert at Defining, Building and Reinforcing the leadership + culture required for success

DEFINE

Leadership + culture is about getting things done: the right things, in a useful way.

So DEFINE is understanding, sharing + agreeing:

The leadership + culture you need to achieve your goals (organisational strategy, business objectives, performance metrics, behavioural + capability aims), and
The leadership + culture you currently have

BUILd

Once DEFINE has illustrated the gap, we need to bridge it. This is BUILD.

In most cases, the fastest + cheapest place to start is with the people you already have.

Start with senior leaders. Help them create space to focus on the big challenges + opportunities that only they can solve. Facilitate their ability to shape your desired culture through their leadership behaviours. Exec coaching + team effectiveness workshops work a treat in this space.

At the same time, equip your mid-level leaders (key integrators) to handle the increased autonomy + to build relationships, networks + flow across the business. Leadership Development Programs (LDPs) can get this done cost effectively.

Once-off + unsupported efforts do not create sustainable change. If you want a return on your investment that spans years, and shows up in your longer-term business performance, you need to REINFORCE the leadership or cultural work done.

This doesn’t have to be onerous." to "This doesn't have to be onerous - it will depend on where you got to in the BUILD. That said, a Leadership cascade supporting an LDP will always pay off.

Reinforce

targeted workshop + keynote presentation

DISCOVER THE PROCESS

5 UNCOMFORTABLE TRUTHS

Stories

Culture is not a people problem

Apparently, culture matters … some say it eats strategy for breakfast (well, Peter Drucker did, and then everyone else said it lots).

Coping is not an endpoint

Optimal people performance is not about running them into the ground. Coping is not a valid (or sustainable, or moral) goal.

You have to slow down to go fast

There’s a recurring cliché in business: work smarter not harder. Like all clichés its far easier to talk about than do.

People are not your greatest asset

Ask nearly anyone in any organisation (especially the C suite) and they’ll say something like “our people are our greatest asset”. But as an organisation, are you actually behaving like they are?

The larger you get, the dumber you get

OK. Larger organisations aren’t actually ‘dumb’ – they often have some of the smartest people around. But they can appear dumb, both from the inside and the outside.