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Organizational Consulting...
Cultural norms and change, two related topics, are
areas we provide leaders with consulting support and
custom workshops. We’ve learned that there are
fundamental actions leaders can and must do to ‘connect’
with the organization at large. Changing behavior at
an organizational level is no easy task and requires
focus, energy, and commitment. We help simplify the
process to help you get from ‘here to there’
with better results and less aggravation.
CULTURE
The impact that leaders have over behavior within organizations
cannot be over stated. Each operating decision, policy
mandate, and staff selection, as examples, sends messages
about what’s important and valued. These informal
but powerful messages establish behavioral incentives
for the organization. Eventually those behaviors turn
into organizational norms. The key is to have those
norms support your business objectives --all-too-often
they don’t. New norms often need to be established
when:
- The maturity, size, and complexity of the organization
increases
- Current norms aren’t adequately supporting
the business objectives
- The introduction of a new business strategy
- An environment experiencing high levels of change
These are but a few of the situations that might warrant
a leader to establish new, more productive norms. We
work with you to assess where you’re at and where
gaps exist. Most importantly, we help you define where
you want to be in the future and define the norms that
would be optimal in supporting your desired business
objectives. Then we collaboratively develop a strategy
to have the leadership begin shaping the new norms.
This is not an event—rather it becomes a part
of everyday business. Leaders play an integral role
in the process. Creation of these new norms leaves a
powerful imprint on the organization--something that
can not only improve results but be a source of pride
and satisfaction for leaders.
CHANGE INITIATIVES
Change is constant, difficult, and essential. Leading
and managing change organizationally is one of the most
critical factors that determine a leaders success. Quite
frankly, most leaders underestimate what it takes to
succeed at change initiatives. Subsequently, they often
fail to fully ‘connect’ with the broader
organization. This lack of ‘connection’
often creates set backs which severely impede the change
effort. Examples of situations where change becomes
an integral part of an organizational initiative include:
- Process improvement projects
- Reorganizations/mergers
- Reprioritization of business objectives
- Adjustments in work methods and procedures
These are just a few. The role that the leader plays
is significant. There are many factors that can work
against the leader—competing priorities, inexperience
with change, their own emotions, and simple impatience.
To a certain degree, it’s just as important to
know what not to do as what to do. Before any leader
embarks on a new initiative requiring change it’s
important to have your eyes wide open and have the right
resources available to support you. We provide consulting
services and custom workshops to help you and your team
through your change effort. It’s our objective
to not only help you successfully succeed at change
but accelerate the process.
Contact us for
more info
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