PULSCIPLINE™ Cultural-Change System
The question is not
Will you change?
The question is
Will you lead the change or be lead by it?
Sections
100 % Success Rate
WHEN TO USE PULSCIPLINE™
When you want to...
Achieve High-Performance
Build a High-Performance Organization
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Improve efficiency and achieve outstanding results
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Improve execution
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Develop an agile organization
Create a High-Performance Culture
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Create work environments that bring out the best in people
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Increase employee engagement and loyalty
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Reduce turnover, absenteeism, and burnout
Develop High-Performance Leaders
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Develop leaders who can motivate and empower people to achieve excellence
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Develop the mindset and skills to continuously improve performance
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Improve the leadership culture (decision-making, delegation, etc.)
Change the Culture
Rebuild a Culture After a Merger
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Integrate two organizational cultures into one
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Change the culture of an acquired organization
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Leverage the merger to build a high-performance culture
Create a Culture for a New Business Model
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Change the culture to achieve a significantly different mission or objectives
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Change the culture to better support new product lines
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Change the culture to handle a different business environment
Rebuild a Restructured Organization
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Heal the wounds from restructuring and reignite employee engagement
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Rebuild stronger teams
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Improve the performance of the organization
Or when…
You have limited financial resources
When resources are limited, and you need the change effort to generate savings that can help finance the transformation.
Your change effort needs a boost
When existing change efforts are stuck, and resistance is derailing progress—Pulscipline™ can break through barriers and get the change effort back on track.
We implement cultural change
faster, cheaper,
and with fewer headaches.
Pulse Methodology
Actions are structured in regular intervals, or "Pulses," to ensure consistent application of desired behaviors over time, that create new habits critical for improving leadership effectiveness and driving cultural change.
Complete System
Pulscipline™ offers a complete, end-to-end system for driving cultural change from creating the change strategy to sustaining the changes made. No part of the transformation is left to chance.
Overcome Inhibitors
Change projects fail due to the Inhibitors of Change. Our Pulscipline™ System was specifically designed to identify and eliminate these Inhibitors during both the strategic planning and transformation phases, ensuring success.
Robust
The elements of the Pulscipline™ system support one another to create a strong, resilient framework. If one service encounters unexpected difficulties, subsequent services can be used to overcome those inhibitors, allowing the system to effectively manage surprises and keep the transformation on track.
Flexible
The Pulscipline™ system is very structured, yet designed with the flexibility to handle the specific situations the organization presents while keeping the project on track.
KEY DIFFERENCES
What sets Pulscipline™ apart from other change management approaches?
Services Delivered by Experienced Leaders
Our change projects are guided by leaders who have led organizations through change and who can offer practical advice to resolve real world problems.
Simple and Practicale
Pulscipline™ focuses on delivering simple, practical, real-world solutions. Clients consistently highlight how the concepts and skills presented are easy to understand and implement.
Motivating
The Pulscipline™ methodology energizes both leaders and employees. By the later stages of the process, visitors often comment on how employees' "eyes shine" when discussing the transformation.
Proven Track Record
With over two decades of experience, it has consistently delivered successful cultural transformations across various industries. Pulscipline™ is not just a set of theories or recommendations; it’s a proven method for driving successful cultural transformation.
Satisfaction Guaranteed
We are so confident in our Pulscipline™ Change System and individual services, that we offer a money back guarantee.
REDEFINING SUCCESS FOR CULTURAL-CHANGE
We are redefining success for cultural change in a field where less than 25% of projects succeed.
100 % Success Rate
Takes18 Months
Satisfaction Guaranteed
Pays for Itself
Since its inception in 1996, the Pulscipline™ Change System has consistently achieved the transformation goals of every client. No exceptions.
We are so confident in the quality of our training programs and consulting services that we offer a satisfaction guarantee; if for any reason you are not satisfied with a service we delivered, we will not invoice that service.
The Pulscipline™ Change System consistently delivers results that far exceed the cost of our services. In most cases, the financial benefits in the first year of completion alone are more than ten times the investment. With sustained performance improvements, the return on investment continues to grow year after year.
Our cultural-change methodology typically takes 15 to 18 months from the launch of the transformation to achieving the cultural-change objectives.
Pulscipline™ System
We lead organizations step by step through the entire change process, staying engaged and committed to success. Here’s how we ensure that our method works:
Hands-On Throughout the Process
We don't just provide instructions and walk away. Pulscipline™ experts work closely with your leadership team to design, implement, and refine the strategy, ensuring the plan works in real-world conditions.
Actionable Steps
Pulscipline™ simplifies complex change initiatives into practical, manageable steps. Using a just-in-time approach, we provide the tools, training, and coaching leaders and teams need to implement changes immediately and effectively.
Continuous Support
As the transformation unfolds, we provide continuous coaching, support, and adjustments based on data and feedback to ensure that your organization stays on course and achieves its goals.
Guarantee Results
With Pulscipline™, success is not left to chance. We stay with you until the transformation is complete, guaranteeing s successful cultural change.
KEY FEATURES
Step-by-Step Implementation
Pulscipline™ breaks complex change initiatives into clear, manageable steps. This structured approach simplifies the management of change and allows organizations to track progress and know exactly where they stand at any time in the change process.
Comprehensive Change-Strategy
In the initial strategic workshop, participants leave with a robust change strategy that includes a step-by-step implementation plan, a measurement tool, an inhibitors strategy to overcome resistance, and a method to break through the initial wall of resistance.
Improve Leader Effectiveness
The Pulscipline™ system develops the full range of leadership and change management skills needed to improve performance, create work environments that bring out the best in people, overcome the first wall of resistance, and lead teams and organizations through change.
Engage Employees
Cultural change is accomplished through the actions of leaders and the workforce. Pulscipline™ ensures that everyone is aligned, engaged, and working together toward the desired outcomes—no one is left out of the change process.
Data-Driven
Pulscipline™ is a data-driven approach that tracks progress and inhibitors in real time, allowing us to adjust strategies as needed to maintain momentum and ensure success.
Periodic Action Plans
Pulscipline™ goes far beyond just surveying the organization. We provide periodic strategies that identify the actions departments, functions, and the organization should focus on to advance to the next step in the transformation. These PulseStrategies ensure that actions are taken at the right time and aligned across the organization.
Coaching Intensive
Pulscipline™ is a coaching-intensive method. Throughout the transformation, we provide just-in-time training while coaching and guiding top managers in leading their teams and organization through the change.
Sustainability & Continuous Improvement
The leadership and organizational capabilities developed with the Pulscipline™ system to implement the change empower the organization to continuously improve performance and independently manage future transformations.
Culture Change Training Programs
The following cultural-change training programs are integrated into the Pulscipline™ System to develop the understanding and skills needed to set and implement a corporate culture change that achieves sustainable results.
BUILD CLIENTS CAPABILITY IN CULTURAL CHANGE
To change the culture of an organization, we first need to develop the organization's capability to implement change.
DEVELOP ORGANIZATIONAL CAPABILITY
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Improve leadership effectiveness
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Develop an in-depth understanding of change management
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Develop the structure, tools, and processes for organizational change
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Develop skills critical for leading people, teams, and organizations through change
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Develop and environment that facilitates change
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Develop the structures for high-performance and continuous improvement
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Increase the acceptance and buy-in of employees to change
Increase Agility
Once our work is finished, the newly acquired capability renders the organization more agile and better equipped to handle change.
Develop Sustainability
Once a change project is complete, our clients leverage their newly developed capabilities to sustain the transformation and successfully lead future change initiatives long after we left.
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All of our projects improve performance and the results the organization obtains.
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Helped a factory increase its efficiency from 55% to over 80%.
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Reversed a negative trend in results through the development of a high-performance culture.
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Improved organization performance to avoid a plant shutdown.
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Improved the speed and range of a major product launch.
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In every cultural change project, we improve the effectiveness of leaders throughout the organization.
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Designed and implemented an internal leadership training program for 600+ leaders.
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Licensed a leadership training program for the MBA program at the University of Chicago.
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Coached top managers through their organization's cultural-change effort.
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Trained and coached leaders from CEOs to team leaders.
Results Obtained
Although every Cultural-Change project has a particular purpose, they all achieve a combination of the following objectives.
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Built organizational capability in change management.
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Developed the skills to guide the organization through change.
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Developed the skills to lead people through change.
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Increased employees acceptance of change and engagement in the change effort.
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Improved the speed and ability of the organization to react to change.
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Healed the wounds after a merger and downsizing and established an effective culture accepted by both sides.
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Developed a strong leadership culture after an organization went through 5 years of hyper-growth.
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Created cultures that improved organization results while “making employees' eyes shine”.
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Helped reestablish a healthy culture after an organization used to double digit growth made its first loss and downsizing.
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Developed the leadership and culture to facilitate the implementation of a new operating model.
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Created a culture that facilitated a complete shift in business focus while keeping the same people.
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Created the culture needed to go from a monopoly into a competitive business environment.
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Identified and removed inhibitors blocking a company’s change effort.
WHAT OUR CUSTOMERS SAY
A practical, seamless, and comprehensive system for implementing cultural change
Customer Description of Pulscipline™
"The [Pulscipline™] change method differs from anything I had heard of before, by being extremely “appropriate”: comprehensive whilst hands-on and realistic. As most HR Managers do, I know of Lewin, Beer or Shaw’s change models. I have read about different changes strategies, whether normative-re-educative, rational-empirical, power-coercive or action-centered strategy. But never before had I envisaged the global A to Z change process the way you do, integrating each factor in a logical and structured way. Resistance to change is treated with such in-depth attention that the inhibitors can get expressed (awareness is not enough!) and the proposed step-by-step attitude surely ensures success. The use of PulseSurveys is another element that shows concrete areas of focus with clear improvement priorities to be targeted, involving short and long term development plans. The method you propose is in my view structured enough to let no chance possible to failure but encompasses a wide and large scope enough to entitle the adaptability to any specific company or change process."
Béatrice Martin-Flatin,
HR Manager, Innovative Silicon SA
More Feedback about Our
Pulscipline™ Change System
Is there anything particularly different about the change method presented?
Vincent Schneider - Director Human Resources, Beckman Coulter
“I did like the overall model (from A to Z).”
Olivier Ghibellini - Director, Canova
"C’est tout simplement le meilleur qu'il m'ait été donné de suivre. Au-delà des concepts théoriques, c'est une vraie compréhension concrète et pratique de la méthodologie complète que j'emporte avec moi."
Anne Hari - Responsable Relations Agents et RH, Naville
“Strong model; solid material; approach including all perspectives.”
Bernt Möhle - Corporate Mgmt Development & Sourcing Manager, Nestlé
“The use of a “holistic” model.”
Franziska Vetter - HR Manager, Nespresso
“Takes into account the timeline of a project.”
Willi Studer - Director HR Dev. and Training, Orange Communications
“The change process. A planned approach.”
Christian Schröder - Direction Organisation - Groupe Pictet & Cie
“Methods capacity to identify and remove inhibitors.”
Guerrino Cozzi - Former Vice President HR, Serono International
“I strongly believe that the most important things in any organization are: Value Creation and Strategy Implementation. This program captures these two important subjects.”
Pascale Lopez - Project Manager, SITA
“New approach, very interesting.”
Georg Weidmann - Director UBS Leadership Institute, UBS
“I have never attended a program that linked change management with HR so well.”
Jacques Hussy - Head of CEO Office, UEFA
“The constancy of the approach from the vision to the operational level.”
What models or concepts did you find particularly helpful?
Chris Altmikus - Manager HR Transformation Program, Alcoa
“Use/power of data to influence/correct & adjust resource allocation.”
Yasmina Fornage - HR Manager, Altran
“PulseSurvey is a really powerful tool to measure the change and identify inhibitors/problems.”
Isabelle Sehl - Executive Coach, Cabinet Sehl-Maurino
“Introduce the soft skills as being a partner for strategic decisions.”
Renauld Bein - Global Development Manager, Huntsman
“Soft strategy – launch program contents – new culture creation – AB-BC model.”
Damaris Perez - Director HR Development & Training, Orange Communications
“Considerable attention is given to identifying inhibitors in a way that will make the management react.”
Guillaume Delannoy - Manager MOD, Philip Morris International
“The transformation process.”