Making change stick: Post-retreat momentum and accountability (Part 2)

Your team meets for your annual offsite… but what happens after the retreat? Is there new energy, momentum, and a lasting impact on your organization… or… nothing? Zero change. The goal of a corporate retreat is not the retreat – it’s to move the needle: build alignment, a stronger team dynamic, and lasting change. Spend an hour with us to learn how to activate this change when your team returns to the office: • What seeds have to be planted before the retreat? • The role of the CEO at the retreat • Different takes on the retreat agenda • Techniques for building accountability • Reinforcing the learning and change 🎤 TOPICS & QUESTIONS ASKED WITH TIMESTAMPS: 00:00 Welcome Back to Part 2 00:10 Managing post-retreat expectations: Waning enthusiasm and reduced application as time passes… 09:28 When leadership team members are resistant to new ideas and feedback: can pre-retreat coaching for inflexible leaders help retreat outcomes? 14:48 How do you handle retreat participants who take a long time to come around to ideas? 16:43 How can we measure if our retreat was successful at building consensus and building our team? 20:56 How can we get everyone on the team to understand and sync up with the organizational strategy? 27:17 True or False: It would seem that the healthier the work culture, the better the retreats will go. 29: 10 How can you resolve an issue with the leadership, when they aren’t going to voluntarily share their toxic traits with you? 31:10 What value can an internal survey have when team members are unlikely to report significant issues for fear of being identified?