WE PROVIDE SOLUTIONS
Based on where your organization is in its lifecycle, we have a good indication of the challenges you face when dealing with matters of scale, agility and complexity. Because of these dynamics we tailor our solutions to fit your organization’s needs.
Building an agile growth organization in its early stages so that it can STAY AGILE as it scales and RETAIN ITS INNOVATIVE PEOPLE and CULTURE
Challenged at an inflection point in the organization's lifecycle–not a start-up and not a Fortune 500–seeing a SLOWING GROWTH TRAJECTORY due to scale and complexity or managing ACCELERATED GROWTH that is straining existing infrastructure
Struggling with speed, agility, innovation and a need for consistent REINVENTION, either organically or through mergers and acquisitions, to REMAIN RELEVANT in a rapidly changing environment
OUR CUSTOMIZED DELIVERABLES ARE TAILORED TO...
WE BELIEVE LEADERSHIP INFUSES EVERY COMPONENT OF ORGANIZATIONAL GROWTH.
The Center for Creative Leadership defines leadership as follows: great leaders provide direction, ensure alignment and inspire commitment.* We help develop great leaders that can identify and understand the critical leading indicators of business success so that they can solve problems before they arise.
* Center for Creative Leadership 2014, "Making Leadership Happen," Cynthia McCauley
WE BELIEVE INNOVATION IS MORE THAN A BUZZWORD–IT'S THE MUSCLE NECESSARY TO ENSURE YOUR ORGANIZATION WILL THRIVE.
"Innovation is work rather than genius. [It] requires knowledge, ingenuity, and, above all else, focus." *
Innovation is a discipline that demands the ability to trust and embrace the intangible: intuition, creativity, white space, fear of failure and ambiguity. We work with your entire organization, specific teams or individual leaders to customize an innovation strategy and execution plan to renew your organization and reinvent your business model or products/processes, enabling you to successfully implement your business strategy.
* Harvard Business Review August 2002, "The Discipline of Innovation," Peter Drucker
WE BELIEVE CULTURE IS TRULY THE FOUNDATION FOR ORGANIZATIONAL SUCCESS UPON WHICH EVERYTHING ELSE THRIVES.
After years of discussing the importance of culture but never putting it at the forefront of business strategy it is finally getting the recognition it deserves. As more leaders struggle to manage companies impacted by complexity, sense of urgency and collaborative overload, they finally understand the power culture has over successful execution. Whether building a culture or renewing it, we use multiple tools and techniques to help you craft an environment that will drive your desired results.
"Culture isn’t just one aspect of the game, it is the game." Lou Gerstner, Jr., former turnaround CEO of IBM
WE BELIEVE COLLABORATION TOWARD COMMON GOALS AND PURPOSE, ESPECIALLY ACROSS SILOS, IS A COMPETITIVE DIFFERENTIATOR AND A TRUE DRIVER OF INNOVATION.
In this era of business there are more collaboration tools than ever before, and interconnectedness (breaking down silos) is more critical to execution than it ever has been. Yet, if you ask most leaders and employees what they dislike about their organization they will say there is a lack of collaboration or a collaboration overload. Collaboration tied to business strategy isn’t just about using collaborative tools or measuring the quantity of cross-functional interactions, but rather, is also about the quality of the collaboration directly tied to the business problem. We focus on first understanding your most critical execution challenges and then on customizing a solution based on enabling cross-functional, cross-geographic, cross-cultural and cross-generational business results.
WE BELIEVE THAT IF YOU FOCUS ON CHANGE LEADERSHIP, NOT JUST CHANGE MANAGEMENT, YOUR TRANSFORMATION CAN BE ONE OF THE 25% THAT SUCCEEDS.
We know from research that 75% of large-scale organizational change efforts fail* and we believe it is because the focus is too much on the process and project and not enough on the change leadership. We help you target the way people go through change–both individually and collectively–and manage the resistance that comes with it to emerge better on the other side.
* Towers Watson 2013 as cited in Forbes Sept. 2013, "New Study Explores Why Change Management Fails - And How To (Perhaps) Succeed," Victor Lipman
WE BELIEVE THAT FOR CULTURES TO BE AGILE YOUR LEADERS AND EMPLOYEES NEED TO BE AGILE.
The noun agility can be applied to mental, technical and physical skills. During organizational change all three skills are required in tandem. This can be taxing, leading to stress, and if not managed properly causes humans to show up at their worst. Agility also encompasses the critical attributes of nimbleness and grace under pressure.
These agility traits are necessary in times of innovation, disruption, fierce competition, business strategy changes, up and down economies, mergers and acquisitions and pre- and post-reorganizations. We focus on both the individual's agility and the collective (cultural) agility required to adapt and compete.
TIME TO REVENUE
WE BELIEVE THAT IF WE EXPEDITE THE PROCESS OF GETTING NEW TEAM MEMBERS CULTURALLY INTEGRATED THEY WILL DO WHAT THEY DO BEST, SOONER, IMPROVING YOUR TIME TO REVENUE.
There is nothing worse than having great people that aren’t contributing quite yet, whether it be new leaders, people integrating into new roles or teams, or established teams with a new product launch or system integration. We help you to get employees and leaders up to speed on your organizational and cultural norms more quickly ensuring faster returns to your bottom line.
WE BELIEVE THAT BY LISTENING TO ISSUES AND HAVING THE COURAGE TO ACT ON AND SOLVE THEM, ENGAGING AND RETAINING CRITICAL TALENT BECOMES THE EXPECTED OUTCOME.
We all work hard to attract, recruit and train great talent–it's time consuming, disruptive and costly when they quit. With engagement at an all-time low,* retention is becoming more and more difficult. Whether it’s developing the team, rewarding them or figuring out what is getting in the way of their engagement, we work with leaders to ensure that they know what it takes to retain their best people.
* Forbes 2015, "The Real Truth About Employee Engagement," Roberta Matuson