Senior leaders: Do you know the major issues that could take your company down?
Perhaps it’s safety?
The answer is different for every organization.
But if you want to achieve operational excellence, you need to identify the landmines: where your organization is most vulnerable to potential risk.
During an Operational Excellence program, we help you discover “the big rocks” so you can focus on improving what matters most.
We also help you identify your vision for the future (what could be) and compare it to the present (what is) so that together we can build a detailed top-level implementation plan from beginning to end.
Culture of Innovation
For success, we must have innovation.
For innovation, we must take risks.
To take risks, we must trust.
And to trust, we must be vulnerable.
Is that what’s happening in your organization today?
Or, as Dr. Brené Brown wonders, do “fear, disconnection and blame” run rampant?
Senior leaders that want to foster a culture of innovation must understand the importance of risk, trust and vulnerability. A Culture of Innovation program can help you get there.
A “can’t fail” culture – which shames or blames people who try something new but fail – is a culture that’s stifling innovation. Instead, you must create an environment where it’s safe to take calculated risks.
A Culture of Innovation program can help your workforce begin to change. When people trust each other, they will inherently take more risks. That opens the door to more creativity, problem solving and innovation – the definition of success.
If any sort of change is imminent in your organization – which it probably is! – then a structured change management initiative needs to be under way.
- What is the change that needs to happen?
- What is happening now?
- What are our goals for the future?
- What are we worried about?
We help senior leaders and others navigate from the unknown to the known by using these and other tools:
- Kotter International’s change management principles
- The stages of transition from Dr. Elisabeth Kübler-Ross
- The Hudson transition model
- Transtheoretical model of behavior change
- Our own New Horizon Strategies Transition Model
A Change Management program gives you a clear view of exactly what you want to do – what you need to do – and how you need to do it.
A change management initiative “shoved through the pipeline” is doomed because employees will resist the change.
That’s why an Organizational Development program must be the foundation for any change management initiative – whether it’s your safety, wellness or project management program; a merger or acquisition; or something as “simple” as a new time card system or office move.
A Change Management program tells you what you want and need to do, but how will you and other senior leaders prepare team members for this change?
- What is their mindset currently?
- What things must be done to win their support over time?
- Do they need awareness and education? Motivation? Reinforcement?
Remember: You and other senior leaders have already spent a long time contemplating the change and all the options for implementation. Your team members will need just as long to digest what’s happening!
An Organizational Development program will help you map out new ways for people throughout your organization to work together to meet any change management initiative with success.
It’s not uncommon for senior leaders to feel anxious about strategic planning.
(What if we didn’t meet every goal set last time? Will there be criticism and repercussions?)
Strategic planning doesn’t have to feel that way.
We start every Strategic Planning program by identifying – and celebrating! – your organization’s key accomplishments from the recent past.
This helps everyone appreciate what it took to get there and cultivates an attitude of gratitude. (Maybe you even recall some “surprise” accomplishments that weren’t even part of your original plan.)
If you take time to value what you’ve already done, the current strategic planning process no longer seems overwhelming. This critical look-back also calibrates your thinking about what’s realistic now.
You begin with energy and a positive outlook, which opens your mind to new possibilities and makes new goals feel more achievable.