Challenges You Face
- Getting better at collaboration, innovation, learning, and decision making
- Shifting (or maintaining) culture, mindsets, behaviors, and results
- Reducing friction around getting things done
- Making your organization a place where people thrive
Your Underlying Questions
- How do we create a culture of accountability?
- How do we get people to stop being so territorial? To stop hoarding information? To get aligned and heading in the same direction?
- How do I design my company for both efficiency and innovation?
- How do I bring process to my company without creating a bureaucracy that kills our innovative entrepreneurial spirit?
- How do we live our values?
Whether you are a multinational company or a 3 person start up, organizational change starts with good leadership.
If you aren’t on your own journey to becoming the leaders that the future organization needs, you can’t lead with integrity, won’t inspire others, and definitely aren’t capable of leading by example. Employees will smell their lack of skin in the game a mile away and be unmotivated to make their own changes. Organizational transformation also starts at the top in terms of vision. If you engage the organization in creating a compelling vision for the future, then the required shifts in mindsets, behaviors, culture, and business processes are more palatable. People are motivated because they want to help make the future organization a reality.
Many failed change efforts rely on communications designed to be delivered to employees by leaders. These fail because one-way communications don’t work. Instead, we design organizational change processes as a series of rich conversations between levels and functions, both online and offline. We focus on teaching you how to do what we do, and we design the change process to reinforce the new culture. In other words, the culture change process starts on Day 1, and it starts with you.