All projectsBoyner
Corporate Influencer Program
The three-week program for Boyner, delivered in solution partnership with Rise and Grow, was led by Prof. Dr. C. Ruhi Kaykayoğlu and Y. Bora Kaykayoğlu, with 14 Deputy General Managers (GMY) and 24 Directors participating. The program aims to strengthen the role of a leader or manager defined as a Corporate Influencer as a role model who promotes innovation, supports creative thinking, helps teams adapt to change, develops a culture of continuous learning and facilitates adaptation to technological change within the organization. It aims to make Corporate Influencers stronger leaders in this role. The program's core components are: 1. Training and Workshops: Leadership training and workshops based on the Double Diamond methodology were provided to develop problem-solving, innovation and creative thinking skills. 2. Leadership Potential Assessment: RAISEC, Myers Briggs, Carol Dweck Mindset and Innovation and Creative Thinking inventories were used to assess participants' leadership potential. 3. Innovation and Leadership Sharing Platforms: Participants exchanged ideas on innovation and leadership through sharing platforms
At a glance
- Project Focus
- Education and People · Creativity and Product Development
- Project Lead
- TrainerProf. Dr. C. Ruhi KaykayoğluTrainerY. Bora Kaykayoğlu
- Approaches Used
- Facilitation
- What Emerged
- Leadership and team development program · A framework for embedding new ways of working in the organization
- Sector
- Hizmet
Inside the project
Focus
How does leadership development evolve from a training program into organizational capacity?
The Boyner project focused on addressing the organization's training and workshop needs alongside the people and organizational dimensions.
The account of this project was structured around the organization's own definition of its needs.
Change becomes lasting not when it is announced, but when teams experience it within their own decision-making sphere.
Scope
We ran training sessions and workshops with 14 deputy general managers and 24 directors on problem-solving, innovation and creative thinking using the Double Diamond methodology. We used personality, mindset, innovation and creative thinking inventories to assess leadership potential. Through sharing platforms, we exchanged ideas with participants on innovation and leadership and discussed their projects and experiences.
Implementation
HOW WAS ORGANIZATIONAL DEVELOPMENT APPROACHED IN THIS PROJECT?
We approached organizational development not as a change to an organization chart, but as a change in people's daily working practices. The programs progressed through real business problems.
Human potential should be placed at the center of transformation, not in technology's shadow, but as an equal partner.
The journey we designed
- 01EXPLOREA situation map was developed by considering the organization's real needs, current ways of working and external signals together.
- 02REFRAMEDuring the training and workshop sections, participants practiced on their own problems.
- 03BRING IT INTO THE ORGANIZATIONA follow-through plan was created to connect new ways of thinking to the organization's workflows.
Kaykayoğlu project insight
Transformation becomes sustainable when human potential grows.
Explore further
Selected resources that examine the transformation highlighted by this project from a broader perspective.