Open for change
Reorganizations.
Creating a high-performance organization often requires not only optimizing an organization’s structure and roles but also changing its ways of working and its approach to building and aligning capabilities in leadership and culture.
Times of change.
In times of change it is all the more important to strengthen people’s confidence in themselves,
to support their trust in the organization and to open everyone’s eyes for the new chances and opportunities the new organization brings along.
In parallel of a reorganization it is crucial and possible to spread an encouraging, positive tone and to build the dynamics that create a joyful, satisfying work place for everyone involved.
Only when a reorganization goes along with a people-focused process, the targeted productivity increase will be sustainably achieved.
Companies with aligned leadership and a purpose-driven organizational culture outperform their peers.
They attract and retain a diverse workforce with high-caliber skills as they empower employees to
collaborate and succeed.
Not limited to the below, but…
There are typically three major types of behavior in the face of change:
Supporters who are enthusiastic about change
Skeptics who are thwarted by change
Those who wait to see what the change will bring
In order to make a reorganization an effective success from the beginning on, all types of employees need to be prepared, accompanied and encouraged according to their mindset and imagined future outcome of the reorganization.
Support openness for a changing environment
TOPIC examples:
1:1 coaching and consultation sessions
for key people
“InnoCircle” Workshops with newly founded teams
Open strategy sessions
Open House for employees who seek reflection with an external expert
Support Program for newly promoted employees
Outplacement Coaching Program