For More Information: Strozzi Institute, www.strozziinstitute.com
Purpose:
To embody personal integrity, social dignity, and professional excellence in sustainable team and organizational change.
Outcomes:
• Transforms past behaviors into new actions
• Reveals importance of a leadership presence as a way to mobilize and motivate others
• Creates conversations for action
• Recognizes the importance of bringing the whole person to work
When to Use:
• To shift organizational culture connected to business results
• To build team alignment and cohesion
• To develop emerging leaders for succession planning
When Not to Use:
• Client is not committed
• Conditions of success are vague
• When mediation is called for instead of learning
• Client cannot rearrange priorities so participants can be fully engaged
Number of Participants:
• 8–1,000
Types of Participants:
• Broad cross-section, from senior executives to administrative assistants
• Multilevel, multifunctional
Typical Duration:
• Preparation: 2–3 days for client discovery
• Event: Two 4-day conferences over 6 months
• Follow-up: Coaching for individuals and teams
• Total Transition: Begins immediately through recurrent practices and covers a lifetime
Brief Example:
The Board of Continuing Education Services of New York State (BOCES) contracted to work directly with
their call centers. The call centers were consistently failing and drawing complaints from customers. During the discovery process, it was assessed that tech reps and support were quickly consumed by bad
moods and lost effectiveness with customers. After a couple of 2-day conferences with follow-up coaching, BOCES reported that complaints fell 85 percent and that the improved cycle time with customers paid for their engagement and saved $250,000 over the year.
Historical Context:
Created in 1985 by Richard Strozzi-Heckler, influenced by his study and research of the Somatic Philosophy of Learning and his implementation of the Trojan Warrior Project on Leadership Development
for the Army Special Forces. Additional contribution from Fernando Flores’s Ontology of Language. Use of
Aikido as a paradigm for conflict resolution and a leadership presence.
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