Consulting
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Discern
Strategic Alignment
- Matching Corporate Value with Divisional and Functional Values
- Matching Mission with Values
- Identifying Synergies in the Value-Chain
- Alignment of Commitment and Communication Plan
Strategic Planning
- Assessment of Organizational Situation, Audits and Gap Analysis
- Developing the Strategic Plan
- Implementation of the Strategic Plan – Building Operations Plan and Processes via Scorecards and Strategic Maps
- Evaluation and Control of the Strategic Plan
- Building Contingency Plans for Risks & Follow Ups in Order to Ascertain a Healthy Change
Performance Measurement
- Strategic Alignment in the Organization Through Constructive Communication and Strategic Objectives
- Determine The Major Strategic Areas/Scope for Organization Focus Based on Its Capabilities
- Build Strategic Grid For Each Major Strategic Area – Generation of a Strategic Model
- Establish Measurements for Each Strategic Objectives on Each Strategic Grid
- Set Targets
- Launch Programs Based on New Targets
- Best Practices
- Automation
- Cross Functional Team Approach
Change Management
- Create Urgency
- Form a Powerful Coalition
- Create a Vision for Change
- Communicate the Vision
- Remove Obstacles
- Create Short-term Wins
- Build the Change
- Anchor the Changes in Corporate Culture
Who Should Attend?
Decision-Makers & Operational-Heads
If you are Decision-makers and Operational-heads that hold headcount, business targets and budget responsibilities, then this is a program for you! – Designed for an organization of any size to begin working with best practice and most effective communication manner. Ideally, this is a program to be run vertically and horizontally (top-down and across departmental interfaces) in order to ascertain the trickle effect of best practice being shared in the entire organization.
Organizations that are experiencing M&A, restructuring, change of strategic direction or going through any type of transition that is affecting their mid-long term effectiveness and therefore implicating the success in their productivity and profit returns, need to take action and begin discerning its environment through our thorough structured interviewing process and analysis of performance impediments. Such impediments will affect the application of the departmental and organizational strategic directions, leading to mid-long term mismatch of business targets.
Organizations that have good running processes, methodologies, and healthy cultures naturally enjoy employee satisfaction at the work place. When change happens at a departmental or organizational level, it is very difficult to transition and migrate to the next expected level without substantial hardships. When change happens in an organization, it is a matter of time that we see the organizational moral also changing negatively. First the employees wonder when they will be made redundant, then they may lose their colleague-friend, loyalty begins to falter, quality of work-output is compromised because they have not had any clarifications from the management since they are busy with due-diligence and re-strategizing the next steps. The quality of work-output continues to arrive at below standard due to uncertainty and employees are living in a high pressure, high doubt environment – Moral is low!
These emotional constraints do not work alongside with keeping employee’s satisfaction high, neither do they ascertain high performance. As a result, organizations going through change need to be careful about the approach to take in relieving their employees from strong negative emotions that may become, over time, an ingrained unwanted culture. Change management needs to be dealt with through mindset change, which a simple training program cannot respond to.
- Who are the important stakeholders in the local organization and what do they want and need? – Employees, Customers, Government/Authorities, Partners
- What are the strategies we require to ensure the wants and needs of our stakeholders are satisfied? – Strategic Objectives from All Divisions (Not Just Sales!!!)
- Are the organization’s demand-fulfillment processes working efficiently and effectively? And, if not how will we know which sub-components of it are the cause of its inefficiency? – Back Office Support
- What are the capabilities we require to operate our processes? – Knowledge, Resources, Technologies, Infrastructure
What To Expect?
Employee Satisfaction & Organizational Alignment
- In order to achieve a smooth change migration, we specialize in aligning the forte of the organization! Leaders and stakeholders will have a hands-on involvement in co-creating an organization that increases employee-moral and satisfaction to achieve high performance. In order to do that, leadership will begin to do things differently and get out of their comfort zone. This will promote a learning and development environment that is consistent with the required change, instead of one of fear and ignorance. The comprehensive discerning methodology will allow the organization to revitalize through providing a harmonizing effect to change and a safe environment to explore.
- Steering towards results and organizational mindset shift, this guided process redefinition of the workplace comprises of interviewing, workshop facilitation and consulting to ascertain maximal output on the level of effort and time from your investment.
- Expected outcomes are clarity in organizational strategic direction, better communication amongst employees and higher working moral and measureable improvements in performance outcomes as a result of higher employee satisfaction that will impact external customer satisfaction.
INSPIRIDA Service Portfolio – Download
Contact us for a free introductory session or for inquiries.
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Solution Gateways: Consulting . Training . Coaching
Local-International Methods: Face-to-face . Phone . Teleconference . Email