Mini-CAMP

A tailored leadership development experience

What is a mini-CAMP?

CAMP (Creating Alignment to Maximize Performance) is an intensive and challenging conditioning session designed to prepare leaders within an organization to combine and channel their energies toward a collective vision. As a CAMP normally includes creating a transformational plan for the organization, a mini-CAMP is shorter in time and focuses upon building effective leadership toward an existing organizational direction. The mini-CAMP begins in the afternoon of day 1 and proceeds to lunch on day 4. In other words, three days of sessions over a four-day span.

Although no two organizations are alike, hence, no two mini-CAMP sessions are exactly alike a common framework is used as the basis for CAMP agenda design. This framework incorporates all Four Transformation Cornerstones: Self Mastery, Interpersonal Mastery, Value Exchange, and Change Methodology:

  • Self-Mastery/Mindsets: This thrust focuses on change and improvement at the individual level. Here, a facilitator manages dialogue around several core concepts: How to increase effectiveness, personal performance and direction; and choosing mindsets that are causal in nature.
  • Interpersonal Mastery/Relationship Management: Our experience has taught us that poor interpersonal relationships within an organization are a primary driver of problems in performance, yet few attempt to address these interpersonal tensions directly and constructively. Current research points to how the best in class teams operate. Through powerful delivery methods, the lessons of high performance teams are internalized within session participants. Also, effective communications, trust and feedback are subjects often addressed.
  • Value Exchange/Requirements for Success: All the change tools in the world will not suffice if managers and leaders do not understand the requirement of success for their organization. Mini-CAMP sessions provide opportunities to develop and share knowledge about the critical factors that contribute to an organization’s survival and success.
  • Change Methodology/Systems for Change: Finally, CAMP sessions focus energy toward the methods by which the transformation is accomplished. We typically work with teams chartered to lead total system change and improvement, where the system targeted for improvement might be a distribution warehouse, a telecommunications corporation, a critical program, or a division.

What are the objectives of a mini-CAMP?

Developing effective, high-performance leaders starts with internal strength. The mini-CAMP facilitator guides participants through a consciousness raising process that supports each person to understand alignment to the organizational mission/vision/values within his or her own personal life and work direction. As a result, the following is achieved:

  • Self-aware leaders ready to move the organization forward utilizing internal motivation connected to personal purpose and vision.
  • Individuals with new and effective mental models on how best to lead and add their own unique value in the organization and helps individuals to transcend any experience of being a victim of change.
  • Improvements in communication competency.
  • Increased understanding of co-workers and shared understanding about how to better create transformative change in the workplace
  • Collective knowledge of the organization’s direction and how to leverage individual energies.

What is the learning style utilized?

The program is designed to transfer the theory, operational definitions and methods of leading change. Participants come to understand that transformation is not just about the methods but also about personal change and growth. In addition, simulations and demonstrations are embedded in the program to help develop skill. This is experiential learning and therefore, engaging and community building in nature.

How does this work fit within the broader subject of transformation?

The CAMP and mini-CAMP methodology is the centerpiece of the Transformation Cycle. The Transformation Cycle has been developed through over many years of research and field-testing. It integrates our knowledge and experience, along with world leaders in the area of organizational change. The Transformation Cycle has been applied successfully in numerous public and private sector organizations.

This cycle includes many of the traditional components of strategic planning, such as assessing and diagnosing the organization, defining a mission and vision, and identifying improvement objectives. The approach is unique in the attention that is given to important activities that support large scale transformation such as building commitment to the transformation plan, managing implementation, developing a performance measurement system to track progress, systematically improving knowledge and skills, and aligning individuals and teams toward common objectives.