Claudette Rowley
Brings idea of “brilliant cultures” into the forefront of organizational development and design
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Claudette Rowley, CEO of Cultural Brilliance, is a thought leader, author and speaker in the field of organizational culture and change.
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Claudette Rowley, CEO of Cultural Brilliance, is a thought leader, author and speaker in the field of organizational culture and change. She’s the author of Embrace Your Brilliance: How to Align Yourself with Your Unique Potential, a contributing author to A Guide to Getting It: A Clear, Compelling Vision and Praxis III: Voices in Dialogue as well as numerous articles.
Claudette is a thought-provoking, engaging speaker who helps organizations build an effective and innovative organizational culture in a highly competitive marketplace. Her perspective on how to organize people around a shared goal clarifies how authentic cultures, trust-based communication and responsive leadership create the opportunity for, and can drive, exceptional performance.
For almost twenty years, Claudette has consulted, trained and coached executive leaders and management teams at Fortune 1000 companies, small businesses, and start-ups to create pro-active and innovative workplace cultures that delivers outstanding results throughout all areas of an organization. As a culture design consultant, she has a knack for building strategic plans that boost business performance and increase employee engagement at the same time.
Claudette is the creator the Cultural Brilliance Methodology, a five step process for creating, designing and integrating respectful, innovative organizational cultures. She speaks, writes, and consults with organizations to bring idea of “brilliant cultures” into the forefront of what is possible in organizational development and design. She is also the host of the globally syndicated radio show, Cultural Brilliance: The DNA of Organizational Excellence, discussing relevant topics such as “Cultural Authenticity”, “Creating Cultures of Innovation”, “Teaming”, “Can We Change Culture?” and “Conversations That Matter: Real Talk for Real Change.”
Claudette’s background includes experience working with technology companies such as Medtronic, Cell Signaling Technology, and Reveal Imaging, educational institutions such as Boston University School of Law and Harvard as well as non-profit organizations, and small businesses. She is also a certified executive coach who has helped hundreds of leaders and professionals change their careers, up their leadership game, and create personal lives that support their success.
In addition, Claudette coaches and trains individuals and teams to manage conflict and communicate strategically in a wide range of complex situations such as systemic conflict, business partner and co-leader disputes, and disruptions resulting from rapid organizational or cultural changes. She is also an experienced practitioner in the Five Dysfunctions of Team methodology, Myers-Briggs Type Indicator, the Synergist Quiz and Thomas-Kilmann Conflict Mode Instrument and facilitates leadership and team development training programs using these instruments.
She holds a Master’s Degree in Social Work from the University of Michigan, is a certified coach through the International Coach Federation and has trained in leading methodologies in organizational development, conflict resolution, mediation, the Predictable Success business life cycle model and Relationship Systems Coaching.
Unsuccessful cultural integration is the number two reason for deal failure during an acquisition (Aon Hewitt, 2011).
During a significant change like a merger or acquisition, integrating both cultures is critical for maximizing the value of the new organization. Organizations that thrive in today’s complex environment benefit from dynamic, robust cultures. When surveyed, many CEOs reported that they had no plan in place for integration and even if they did, they wished in hindsight that they’d devoted more time and resources to cultural integration.
Retain and increase the value of your deal by harnessing the strengths, authenticity and emotional energy of both cultures. Discover a five step process for successfully integrating corporate cultures in a way that eliminate culture clashes and create exceptional business results.
Learn:
- the environment required for successful cultural integration
- The significant, yet distinct roles, of senior leadership, managers, and employees
- A new model for merging cultures
As the economy has improved, your most talented employees may be looking for new opportunities outside of your company. People usually leave cultures that don’t value and support them. Now is the time to look at your organizational culture and learn now your employees view and value your company.
[It’s not uncommon for organizations to decide to improve their cultures without first assessing them. Changing your culture without understanding its hidden norms, unspoken rules and your employees’ perceptions of it usually wreaks havoc, even with the best of intentions. In fact, according to the Deloitte Human Capital Trends report of 2016, fewer than one in three CEOs understand their organizational cultures.]
Conducting an assessment of your culture is a critical first step when you’re working to improve it. Learn the keys to understanding what makes your culture tick, how your culture is viewed by employees at every level, and how to initiate change in alignment with your culture.
Learn how to:
- Apply three elements to assessing your culture successfully
- Identify opportunities to increase your productivity and improve your teamwork
- Eliminate “brain drain” in your company
- How to harness what you have learned to boost emotional energy and commitment throughout your workforce.
Many companies know that innovation is key to their survival yet struggle to foster a culture that allows innovation to thrive. In order to create an innovative culture, leaders need to understand the level of innovation currently operating within their organization. This is because innovative cultures are self-aware cultures. They understand their strengths and drawbacks and consistently challenge their mental models about themselves and their industry. These cultures understand that innovation itself is change and they embrace this transformation. Innovative cultures are learning organizations that view creativity and making mistakes as part of the process.
In order to create a culture of innovation, discover:
- The six keys to building a foundation for innovation
- The mindset needed to innovate successfully
- Whether you are on the right track to building an innovative culture
Culturally Brilliant organizations start by being in tune with each level of the organization. Employees and leaders alike become experts on their culture and create a roadmap for excellence that is unique to their organization.
- Decode your cultural DNA – identify a critical stage on the path to excellence.
- Not one or the other but both. Align culture and strategy without hesitation.
- Silence is Not Golden – Valuing ALL voices connectively, virtually, and vibrantly.
No matter what kind of organization you have, you must create a culture of brilliance if you are going to thrive in these challenging times.
Culture impacts the way people think and are wired and activated. The good news is that we, our brains, our minds are malleable. Much like the changing tide can erode a footprint in the sand, so too can changed experience over time reshape these brain activations. In this sense, the brain can be seen as a “cultural sponge” of sorts, absorbing the regularities of our surrounding physical and social environments.” Organizational culture has an entire system of activity, a collective, that once understood, can help shape a culture of excellence.
The neuroscience of brilliance helps us understand what sets the stage for a brilliant organization to develop. The neuroscience of brilliance is the dynamic between our self-awareness and our external environment that allows our raw talent, the worth of our contribution, and the best parts of ourselves to emerge fully.
- The End of the Culture Guessing Game – Learn about Neuroscience of Brilliance.
- Conversational intelligence (Judith Glaser’s work) – Creating a cultural environment model that fertilizes creativity, optimism, and self-responsibility and produces outstanding results.
- One for All…All for One – Cultivating a collective mindset of individual self-awareness and cultural authenticity at the level a brilliant organization requires.
- Slow Down to Speed Up – Pacing for performance is learning how to slow down to open up space for brilliance.
Too often organizations try to initiate change without creating an environment in which employees and leaders can tell the truth about their experiences. Why does this matter? Because you can’t change what you can’t talk about. Now add tone, body language, and a metaphor or two and we have a formula for misunderstanding and conflict. Authentic communication brings out the best in people interactions and directly impacts productivity, innovation and problem solving. It allows for relationships to develop, collaboration to grow, and your bottom line to flourish.
- Improve communication for high performance outcomes – Use motivation words and follow on supportive action.
- Lead with a “Best in People” communication mindset – Create the art of connecting and communication for positive change.
- Changing culture through conversation – Be authentically bold and say no to settling.
Do you understand your organization’s culture? Do you understand the impact of your leadership on your culture? If the answer is no, you may be inadvertently missing an opportunity to lead your company to greater success. Brilliant leaders are leaders who have a deep understanding of both their impact and their organization’s culture.
- Perception as reality – Seeing from the inside out.
- From compromise to creativity – How to fire up creativity every day.
- Open the floodgates of opportunity – Tap into opportunities for greater influence, greater vision, and greater mastery.
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