Build your change capacity through an agile organisational culture
To stay competitive, change must be part of the way you think and act.
Map your culture gap
Many companies find it hard to define the concept of culture. They find it even harder to understand how it interacts with “hard-core” concepts such as strategy and business goals.
Values and leadership principles
Values are key to implementing the strategy. But to define a value platform with an extra twist – and prepare the ground for successful implementation – you must ensure broad involvement of staff in the process.
Getting support from the whole organisation during major change is difficult. By making employees the agents of change and involving them in the change dialogue will make the transition easier.
To engage people in effective collaboration, you need to invest in building a strong team. What you get in return is staff satisfaction and a better bottom line.
Strategic competence development
People are the key asset in almost any organisation. A clear competence development strategy will help you to attract and retain the right people.
If you want your employees to live your brand, you need to nurture it from within.
Why is change still difficult
We know that roughly two-thirds of all major change initiatives do not have the desired impact – and that the cause is often a lack of competence and/or time invested in change management.
Aim for motivation
Leaders who want to become better at evoking motivation and engagement have to work with their way of thinking and focus on seeing the intrinsic motivation within all employees
You have no unmotivated employees – they are actually always motivated. Sometimes they just happen to be motivated for doing something different than what you want them to do in a given situation. Learn how to point motivation in the right direction.