Organizational Transformation is like many methodologies – it is great in theory, looks impressive in writing, intrigues CEOs, and is much harder in real life than the experts really admit.
Getting transformational results often require both significant process changes and culture changes, but neither can be achieved in isolation. Our approach is to work with the teams that do the work at all levels to generate the company profits. It is only by working on real change projects that staffs are exposed to the assumptions, attitudes and beliefs that guide their current behavior.
As the benefits of change become apparent to the individual, so too does the likelihood that it will be embraced. Simply imposing change from the outside is at best risky and slow. Changing from the inside is much more certain and brings much faster results.
We view a company by its constituent parts, Company Management, Company Operations, and Company Infrastructure Services. Management sets the direction and manages change. Operations that perform the Value Chain activities, transforming inputs into goods and services that customers pay for; and the Infrastructure Services support the business.
Business process management (BPM) is a holistic management approach focused on aligning all aspects of an organization with the wants and needs of clients. It promotes business effectiveness and efficiency while striving for innovation, flexibility, and integration with technology. BPM attempts to improve processes continuously. It can therefore be described as a "process optimization process." It is argued that BPM enables organizations to be more efficient, more effective and more capable of change than a functionally focused, traditional hierarchical management approach
Working with people of other cultures can lead to the realization that national culture influences business culture. National and regional cultural groups can affect the behavior of organizational members. Subcultures within the organization between functional disciplines add more dimensions of cultural influence. Cultural conflict often inhibits people’s ability to work together effectively. Research has shown a small percentage of Cross border mergers are successful and nearly 30 percent are total failures. Our job is to help your partnership to be successful.
The world is changing from the time when the production and marketing of products could take place in the same organization. In the early 21st century, businesses must form alliances to secure a competitive advantage and continued growth. Partnerships, mergers, and acquisitions have become an increasing part of growth strategies for most large organizations.
The success or failure of a cross-border alliance depends on many factors. The first step is the formation phase in which the leaders of an organization determine the need for an alliance and pursue a partner. The second step is the design phase in which the leaders of joining organizations determine the roles, governance, and responsibilities of the new alliance. The final, performance phase involves the ongoing management of the new organization to realize value after completion of the agreement.
Our commitment is to help the organization to understand effective leadership behaviors and the differences between leadership and management.
Understanding leadership practices in different cultures is necessary to understand the reasons for the success or failure of cultural integration. Leaders can and often need to change their behavior to adapt to a multicultural environment. Good leadership practices, cultural education, and training are some of the elements necessary for effective cross-national leadership. Effective cross-cultural leaders (a) have an open mind, (b) easily adapt to changing situations, and (c) make successful integration of differing cultures a priority.
Our job is to help the organization identify the most critical communication channels and understand how communication as the cornerstone of business and individual success either helps or inhibits goal attainment. We will help to identify and overcome barriers and work to develop enhanced communication skills to encourage organizational learning and knowledge sharing.
We will help the organization establish a positive team culture, the beliefs, values, and norms of behavior necessary to work together to solve problems and generate new cultural norms and values that will become the basis for future, long-term, growth and success.