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“What I’ve seen
Landmark Education do is take an incredible leap
with the companies it has worked with – that is, a transformation in
the real sense of that term. And to me this is really quite serious,
quite significant, and something that goes way beyond the ordinary.”
Barry Bluestone, Professor of Political Economy, Northeastern
University
“The work we did with
Landmark
Education was part of a large-scale change effort to transform the
business…We were able to take US$50 million of cost out of the
business in under six months…”
Ian Sampson, General Manager, Human Resources and External Affairs,
New Zealand Steel Ltd
“What greatly impressed me with
regard to the
Landmark Education process and technology is that it
has a way of actually giving people… hands-on access… to altering
the culture of an organization...”
Michael Jensen Jesse Isidor Strauss, Professor of Business
Administration, Emeritus, Harvard Business School
“The results of the corporate initiatives of
Landmark Education
create an environment where the generative and committed action of
employees is powerfully elicited…”
Dan Yankelovich, Social Scientist; Public Opinion Analyst
The Landmark Education Process
We gain access to the source of the
organization's culture by using
a new technology
that views an organization as a
network of conversations.
A person's participation in
this network of conversations (the organizational culture) shapes
their view and their experience of work. The way a person views and
experiences their work determines their actions at work.
So by impacting the network of conversations in which people
participate, you impact the way people view their work - thus
impacting their actions.
Ultimately organizational results are a
product of people's actions.
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The Landmark Education
Business Curriculum
Our work in South East Asia, China, and Japan with
organizations and businesses is based
on the premise that conversations take place at three levels in an
organization.
- The first level is the executive level. At this level,
conversation around strategy takes place.
- The second level is the individual level. To address
conversation at this level, we run three-and-one-half day
workshops for groups of individuals in the organization. This
program is tailored to the business environment and addresses
'who you are being at work' as opposed to 'who you are being in
your life', and prepares people to be more effective in working
toward the company's strategic goals.
- Finally, there is a conversation at what we describe as the
operational level. This is the level at which projects are
created. Our work at this level is around supporting teams of
employees in creating and executing projects through which the
firm can achieve its strategic goals.
THE LANDMARK FORUM FOR EXECUTIVES
February 29, March 1 & 2, 2008
Friday
to Sunday 9 AM to 11 PM
Dubai, United Arab Emirates
The Landmark Education
Commitments and Deliverables
- Impacting short and long-term business
results.
- Increasing new insights into how people work
effectively together.
- Creating new insights into how people work
effectively together.
The Landmark Education
Core Competencies
- Ability to manage and facilitate large group
conversations to produce new and expanded outcomes and results.
- Ability to incorporate all aspects of
cultural, business and human diversity into a focus on the
business case.
- Ability to have management step outside their
separate, open adversarial roles and experience themselves as a
unified team.
- Ability to effectively create and
institutionalize corporate values, goals and objectives.
- Ability to uniquely design engagement
processes to address specific client needs.
- Ability to develop an environment where
organizations can effectively design and participate in building
futures and develop leadership necessary for implementing those
futures.
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