Strategic alignment and execution
Corporate culture is an incredibly powerful factor in a company’s long-term success. But because so many companies are managed and led by people whose expertise is heavily slanted towards the rational, financial, and logical part of the equation, culture is often subordinated, misunderstood,unappreciated and neglected. Strategy then is only as good as the people that implement it.
This often leaves leaders frustrated, causing them to abandon the hard work of culture that can only be embedded through daily practices in support of the desired culture. Culture is therefore not this nebulous and enigmatic phenomena, it is shaped in everyday interaction and organizational behaviours.
Strategy drives focus and direction while culture is the emotional, organic habitat in which a company’s strategy lives or dies.
Where strategy is the headline on the company’s narrative – culture requires a clearly understood common language to embrace and tell the story that includes mission, vision, values, and clear objectives, goals, targets and measures. Strategy is about intent and ingenuity and culture determines and measures desire, engagement, and execution capability. Strategy is imperative for differentiation, but a vibrant culture and climate delivers the strategic advantage. When culture supports strategy, execution is scalable, repeatable and sustainable, with clear competitive advantages. Finally, culture can and should be measured and managed, deliberately.
We measure culture and implement culture transformation programs.
There are innumerable views, debates and definitions of change and transformation management. But ultimately, transformational change represents a shift in the business culture of an organization resulting from a change in the underlying strategy and processes of the organization. It is much more complex than for example introducing a new performance management system, a new shift roster, a move from decentralized to centralized support service, or utilizing new personal productivity tools. Change initiatives are normally well defined as a transition from an "as-is" state to a "to be " state. The change management work focusses on execution.
We design and facilitate:
1. Strategy alignment workshops
2. Goal and objective formulation and alignment workshops
3. Vision, mission, business driver, value chain and value proposition development workshops.
4. Developing strategic focus areas
Culture and transformation
We apply licensed tools and technologies to measure, design and implement culture transformation programs in line with strategic direction.
Personal, organisational and societal change- and transformation management:
1. We apply licensed technologies, framework development and tools for change and transformation at personal, organisational, societal and governmental levels.
2. We run facilitated workshops for deep personal change with licensed approaches and tools that free up employee capacity to deal more effectively with personal and organisational change.
3. We apply a diagnostic and dialogic, systemic approach to change and transformation that focusses on sustainability, skills building and knowledge transfer.
4. Portfolio change management for large scale, complex transformation projects