What we do
Leaders have a profound and deep impact on the culture and environment of their enterprise.
We’ve found that organizational growth and transformation with concurrent and rapidly increasing staff levels changes the culture. We begin by collaborating with you to establish a desired culture -- a high performing culture -- built on a foundation of integrity, resilience, and innovation.
After identifying the current culture, we support your team to create a vision for your desired culture. Your team will then distinguish the gap between the current culture and your desired culture allowing your team to see new pathways to the high-performance culture you are committed to establishing.
As a result of this cultural transformation, employees, have the freedom to fully express their talent; become more engaged in their work and the organization naturally becomes a great place to work.
Our work is designed for organizations that are:
- Experiencing disruptive changes in their markets and industries
- Going through a merger or an acquisition
- Restructuring
- Managing leadership transitions or successions
- Experiencing rapid growth
- Designing and implementing new strategies and/or projects
- Needing to exceed business goals and results with velocity
- Embedding new or innovative methodology into their culture
Services
MERGERS AND ACQUISITIONS with CULTURAL INTEGRATION
Outcome:
Applying our methodologies in Design Thinking, participants on the implementation teams are naturally developed as leaders as they are part of a hands-on team making a significant contribution to the organization. They will learn new ways to iterate, probe, experiment and manage projects in an innovation environment. These skills in Design Thinking will enable them to be leaders of innovation and organizational agility in their organizations.
This methodology is proven and has shown to produce extraordinary business results. For example, for a goal of increasing operating margins by $15M over a year, the team reached $54M. The kickoff Design Thinking offsite was designed from our work with Tom Peters and IDEO. Everyone that has ever been on one of our innovation Design Thinking teams has been promoted in their job and grown exponentially as leaders; it has proven to be an extraordinary, hands-on Leadership Development process.
Mergers and Acquisition’s: Aspects of the Change Journey
- Leadership Transition
- Community Building
- Cultural Alignment: Create and Align on New Identity: Mission, Vision, Values and Culture
- Strategic Planning through the Lens of Newly Created Future
- Implementation of the Strategic Plan
- Organizational Design Consistent with New Identity
Strategy or Critical Projects Implementation
Applying our methodologies in Design Thinking, participants on the implementation teams are naturally developed as leaders as they are part of a hands-on team making a significant contribution to the organization. They will learn new ways to iterate, probe, experiment and manage projects in an innovation environment. These skills in Design Thinking will enable them to be leaders of innovation and organizational agility in their organizations.
This methodology is proven and has shown to produce extraordinary business results. For example, for a goal of increasing operating margins by $15M over a year, the team reached $54M. The kickoff Design Thinking offsite was designed from our work with Tom Peters and IDEO. Everyone that has ever been on one of our innovation Design Thinking teams has been promoted in their job and grown exponentially as leaders; it has proven to be an extraordinary, hands-on Leadership Development process.
Executive Team Alignment
A one or two day offsite to have an executive team align around a product, process, or addressing a business imperative. We begin by getting familiar with and analyzing what there is to align on-the pros and cons, and we interview everyone on the team. We customize the design using interview data.
The outcome: A team will be aligned and in action around a critical project, process or to explore a solution to a critic business issue. The alignment will increase the velocity of addressing and resolving the issue.
Leadership Development
Our Leadership Development programs are all customized to identify and address the leadership capability gaps that are needed to elevate the performance of leaders in the organization.
Outcomes:
Identify and refine one’s personal leadership model and the implications.
Practice key leadership capabilities:
- Systems Thinking and Design
- Deep listening from a blank canvas
- Shaping/Managing Culture
- Building Relationships
- Accountability
- Leading Learning
- Design Thinking- Innovation
Our Leadership Development curriculum is based on the following assumptions:
- Self-awareness is essential to effective leadership.
- There is no one right model for everyone.
- Personal alignment requires matching one’s leadership style with an organization’s culture.
- Leaders model learning by continuously developing their capabilities.
- Leaders design structures that promote learning and raise the collective IQ.
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Executive Forum
An executive team gets together every month to learn from each other. We use this offering in addition to the alignment sessions to continuously practice the alignment process as a team and to learn how to operate with resilience and agility in addressing issues.
Executive team members learn from each other and begin a practice of working within their team to align around issues and to learn how to navigate with their team members.
We customize each executive forum to include areas for development. We identify areas of development for each member, see where there is overlap amongst the team and design sessions to address areas of development needed for team members. This process can be used with boards as well.
