Enterprise Growth Initiatives

woman-sapling

Change is about shifting strategy, and culture is what drives strategy. Therefore, the biggest challenge leader’s face today is how to engage the organization in working strategically toward common goals and the larger the organization, the larger the challenge. The strategic shifts may be broad and deep, targeted towards addressing growth needs, including mergers and acquisitions, resetting strategy in the face of a competitive and market place, seeking new points of differentiation or recharging the culture with new ways of working.

For many people, change triggers fear, anxiety and resistance. For others it opens up new opportunities for growth. We work with our clients to create a context for change during periods of growth and transition. We help executives learn how to engage with their organization, and how to help break down silos, factions and cliques, in ways that reduce resistance and create positive energy for change. Executives learn productive ways of drawing out the wisdom and talent inside their organizations, and build a culture of mutual ownership, leadership and commitment to results across the organization – independent of the size of the company, the scope of the business or the geographic challenges.

Regardless of the business challenges presented, our powerful engagement technologies help provide executives with the tools and resources to successfully architect strategic change during their most challenging times. This may include pre- and post-mergers and acquisitions, customer-centric transformations and brand-building. Our work with clients is designed to increase the organization’s ability to drive the change process from within to raise the Cultural and Brand IQ – and in so doing to set standards of excellence that will ensure the company a leadership position in their industry.

We are in a continual state of “experimentation” with clients. We engage with them to enter what we call a Leadership Journey. This process serves as a metaphor that helps clients move out of thinking about “fixing things” and into a state of wonder about learning and growing into their next level of greatness.

Our ability to reach out next level of greatness is determined by climate, which is determined by the quality of the relationships, which is determined by the quality of the conversations.

We’ve learned how to intentionally create a “shift” in the way people “have conversations and work together” both inside the company and outside. Underlying the conversations is a shift from “I-centric Thinking” to “We-centric Thinking.” The result is that leaders, employees, customers, and clients start to work together differently — territoriality shifts to collaboration; fear shifts to anticipation of what we’re going to create together; there is a shift from a command and control environment to a co-creating environment.

Types of Initiatives

Team Level Initiatives: Team initiatives are designed to help teams within the organization achieve greater levels of collaboration and results, with a focus on key business challenges.

Cross-functional Level Initiatives: Cross-functional initiatives are designed to help teams across the organization to work together more innovatively and collaboratively on key business challenges to achieve the enterprise results.

Organizational Level Initiatives: Organizational initiatives are designed to help the organization develop a shared conversation around key business challenges – create clarity in direction, engagement and flawless execution.

The Process

Our enterprise process has multiple phases:

  1. Discovery
    During this phase we focus on uncovering the breadth and scope of the transformation. Through Discovery Interviews and Assessments, as well as through other tools for shaping and scoping the desired outcomes, we create a working document for change. During this process we Contract for Success and create Rules of Engagement to drive the engagement towards mutually agreed upon goals.
  2. Design
    Based on our insights uncovered during the Discovery Phase, we design the engagement to include stakeholder groups both inside and outside the organization. We create a roadmap for engaging those whose input and support are necessary, and we design a roadmap for ensuring engagement at all levels required for successful execution.
  3. Develop
    Based on our Design Phase, we work with our clients to develop teams poised for developing new strategies and taking on the new “collaborative experiments” which will ultimately lead to expanding their capacity to work together to achieve goals.
  4. Delivery
    Based on our Development Phase, we work with our clients to support the team leaders in engaging their teams in executing the changes uncovered during this process. These changes may involve internal and external customers, partners, and processes. Through this process executives emerge as leaders, and participants emerge more able to support and influence the results accountably. As a result, leadership competencies are embedded into how people work with each other to achieve results.
  5. Measure Results
    During the final phase of the engagement, we work with our clients to observe and measure the impact of the engagement and create follow-up strategies for sustain and expanding the results.