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CULTURAL-CHANGE CONSULTING SERVICES

Cultural Change picture

We implement Cultural Change

faster, cheaper,

and with fewer headaches.

We Lead Organizations Through Cultural Change

Past Cultural-Change Projects

Purpose and objectives of cultural-change projects we led.

100% Success Rate

Cultural Change Results

  • All of our projects improve performance and the results the organization obtains.

  • Helped a factory increase its efficiency from 55% to over 80%.

  • Reversed a negative trend in results through the development of a high-performance culture.

  • Improved organization performance to avoid a plant shutdown.

Cultural Change Results

  • Increased the leadership effectiveness of organizations.

  • Coached top managers through their organization's cultural-change effort.

  • Increased the competence of leaders at all levels of the organization through training and coaching.

  • Built the leadership structure and support systems needed to sustain leadership effectiveness.

Although every Cultural-Change project has a particular purpose, they all achieve a combination of the following objectives.

Develop Agility

  • Built organizational capability in change management.

  • Developed the skills to guide the organization through change.

  • Developed the skills to lead people through change.

  • Increased employees acceptance of change and engagement in the change effort.

  • Improved the speed and ability of the organization to react to change.

Create High-Performance Culture

  • Healed the wounds after a merger and downsizing and established an effective culture accepted by both sides.

  • Developed a strong leadership culture after an organization went through 5 years of hyper-growth.

  • Created cultures that improved organization results while “making employees' eyes shine”.

  • Helped reestablish a healthy culture after an organization used to double digit growth made its first loss and downsizing.

Cultural Change Results

  • Developed the leadership and culture to facilitate the implementation of a new operating model.

  • Created a culture that facilitated a complete shift in business focus while keeping the same people.

  • Created the culture needed to go from a monopoly into a competitive business environment.

  • Identified and removed inhibitors blocking a company’s change effort.

CULTURAL-CHANGE SERVICES

Most Cultural-Change Projects are Set-up to Fail

Unfortunately most change management efforts are designed to fail; they tend to be setup and managed like technical projects and underestimate the importance of the human side of change. This results in a catastrophic success rate for change efforts; it is commonly said that only 15% of change projects succeed. These failures not only generate a significant waste in resources, but also negatively impact the culture of the organization and people’s belief in management.

Design the Cultural-Change Strategies

Most cultural-change strategies are incomplete when heading into the implementation phase. We provide a range of strategic services from designing the global cultural-change strategy for a multi-national organization, fine-tuning an organization's change strategy, to creating the 3-month implementation strategy to overcome specific inhibitors and move through a specific step in the change process.

DESIGN THE GLOBAL CHANGE STRATEGY

We help design the global change-strategy that can provide the guidance, structure, and support local affiliates need to implement the desired changes.

FINE-TUNE THE LOCAL CHANGE STRATEGY

We help affiliates fine-tune their change strategy to achieve the global change objectives within the local culture.

DESIGN THE CULTURAL-CHANGE STRATEGY

  • Create the strategy and implementation methodology to achieve the organization's cultural-change objectives.

  • Identify adaptations in the culture needed to implement desired business changes and achieve the effectiveness desired.

  • Determine how to restore the culture after going through destructive events.

DESIGN LEADERSHIP STRATEGY

  • Help the leadership team identify best practices to support the change process.

  • Help the leadership team define the Roles & Responsibilities for all key actors.

  • Help the leadership identify key guidelines for leading their organization through change.

DESIGN SUPPORT PLATFORM

  • Help design the platform to support the local leaders in implementing the change.

  • Determine the systems needed to identify and eliminate inhibitors during implementation.

  • Assist the leadership team in designing a tool to measure the effectiveness of their change project and of the progress made.

  • Identify the systems needed to manage the transformation process.

CREATE THE ROADMAP

  • Design the plan to implement the business, cultural, and inhibitors strategies.

CREATE THE INHIBITORS STRATEGY

  • Identify inhibitors, resistors, and derailment factors relative to the desired change.

  • Design the method and sequence for overcoming the inhibitors of change.

DESIGN THE LAUNCH EVENT

Help design a kickoff event that can maximize the buy-in and motivation of employees and overcome the first wall of inhibitors.

Support the Transformation Process

COACH DIRECTORS THROUGH THE TRANSFORMATION

  • Coach executives through the process of directing their organizations through change.

  • Coach top managers in leading their people, departments and organizations through change.

  • Coach management teams through the transformation process.

MEASURE PROGRESS AND EFFETIVENESS OF THE CHANGE EFFORT

  • Measure the effectiveness of managers in leading their people through change.

  • Measure the effectiveness of the support provided by the management team. 

  • Measure the progress made and where the organization is in the transformation process.

IDENTIFY AND REMOVE INHIBITORS

  • Identify the inhibitors that are blocking progress.

  • Determine next step actions to overcome current inhibitors and move the organization through the next step of the transformation process.

Audits 

The audits can be used to identify weaknesses in the setup of a Cultural-Change project and provide corrective measures before they become serious issues. They can also be used to determine the strengths and weaknesses in the implementation of a Cultural-Change change effort and suggest corrective measures to improve the effectiveness in implementation and increase the probability of success of the organizations’ Cultural-Change effort.

AUDIT– Project Setup

  • Audit the quality of the Cultural-Change strategy

  • Audit the quality of the Inhibitors' Strategy

  • Audit the measurement tools

  • Audit the support structures

  • Audit organizational readiness

AUDIT – Implementation Effectiveness

  • Audit leader's effectiveness in leading the change effort

  • Audit the quality of the support provided

  • Audit the sequence and timing of important events

  • Audit the momentum of change

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