How close is your organization to the state you want it to be?
With each service we aim at adding value both to the organization and to the company. It’s productive to consider the two different, and treat them accordingly. We can often observe the mistake that organizational problems are attempted to be fixed with the same toolbox that is used to fix companies with.
Organizational benefits include Company Benefits include
– creativity – productivity
– innovation – improved effectiveness
– motivation – improved performance
– organizational intelligence – improved top & bottom line
– authentic leadership
You may feel that your organization is in disarray. Depending on where you stand, you may perceive a disconnect between:
– the board and the CEO
– the CEO/executive team and the company
– managers and specialists
– team members
– the people and the company
– even the company and its environment (customers, vendors, local communities)
This disconnect results in many bad things we’re all familiar with:
– projects don’t get launched correctly
– projects don’t get delivered as planned
– planning itself becomes an abstract exercise
– managers get thrown off by unexpected things
– analysis paralysis
– “individually we’re smarter than together”
– initiatives get sabotaged
– decision makers can’t earn the trust of people
– high attrition rate among your top talent
– difficulties attracting top talent
– “shit storms”
While it may be tempting to address these and all those not even listed here individually, by bringing in experts in planning, communications, process improvement, psychology, culture and similar, experience shows, that the underlying problems tend to remain the same.
We propose a different approach: to go to the root of the disconnect. We partner up with you to solve problems together by initiating the right change. Nothing more and nothing less than necessary.
While it is laudable if it does, the right change doesn’t have to come from the board, the CEO or the management board. You may initiate this on any level of the organization fixing your own environment.
Things change. Even if the company was relatively well aligned, new market conditions, reaching a new stage of a company’s evolution or perhaps management failure may force the company to change course. Changing course, however, always requires internal realignment and, as we all have seen, introducing new processes (company toolbox) or redesigning old ones doesn’t automatically result in a realigned organization.
Change brings many opportunities for getting organization right and to have a fresh start both in terms of thinking and action.
Once the new concept, perhaps even the strategy has been articulated, instead of jumping right to the processes, we propose to start with people first. There is one type of change that people don’t resist: the one that they want; and what they want is not mechanical change that is sold to them in a sugarcoated wrapping.
We bring you a new perspective to help you realign your organization more successfully.
If your organization has been around for a while, you may be surprised to experience some organizational inertia: small things build up under the radar and all of a sudden the most unexpected things come to light, stuff that is not in your mission statement, not among values, stuff that you couldn’t imagine may happen to your company:
– meetings become meaningless and boring time wasters
– there is too much red tape
– you’re slow: at launching things, at making decisions, at stopping things
– people don’t take initiative and risk
– you’re seeing a yes man culture emerging or dominating
– the wrong type of people tend to get promoted
– the mistakes are getting stupider
– people become indifferent, often even cynical
– initiatives get sabotaged
– you are noticing and / or dealing with jerk problems and bullying
– and worse
Organizational inertia cost you: it costs you your organization and it costs you money in other ways too: in missed opportunities, in costly mistakes, in increasing sick days, in recruiting costs, etc.
Organizational inertia is a sign that people have stopped trying to communicate. In such cases it’s time to give more attention to and engage with them again better than before: they have a lot to say. If you want to liberate your organization, to re-energize it, to detoxicate it, we’d be very happy to help you with insights, thinking, guidance, perhaps even with some tools, tailored made to your situation.