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People need to feel the fit with the company’s mission & values. They strive for effective & efficient communication and they want healthy relations, in an organization with well-defined roles & processes. They need recognition & personal growth, supported by their manager who has a coaching leadership style. They want to know what their contribution is in the company’s long term strategy.
Our experts created multiple tools and models to build and boost your Culture & People
Leading is more than making decisions, giving direction, delegating and controlling. As a leader, you also need to develop the competencies of your employees, your team and therefore the organization, to realize the potential of the team and remain agile for the future.
We all want our employees to come to work with enthusiasm and to give the best of themselves every day. Some of that is in their hands, but as an employer you have an influence on how committed someone is.
Organizational Design is the allocation of resources and power in the organization to influence decision making and executional excellence. Good OD enables effective business decisions making with a high degree of consistency. OD is based on clear OD-principles. OD-principles describe the organizational capabilities you need to achieve your strategy or to do better than competition. They are used to shape the organizational structure and operational design (eg.: locations, people and management processes, reward/ incentive structures, ...).
How can you make sure that everyone in your organisation tells, sells and radiates the same story about your company? By sharing the same values. Corporate values are an absolute necessity for the creation of a strong brand. Next to why and what you offer to your customer, they allow you to describe ‘how’ you do things.
Your company or brand can be made stronger from within, thanks to all your employees. This requires that you first determine what your brand stands for - based on archetypes.Then see how employees can be used as co-branders. Finally, establish that "internal branding" = "employer branding": to win outside, you have to start inside!
It is not the strategic and financial strengths of an organization that are decisive... but the strength and health of teams. That will be the ultimate competitive advantage in the future. Do you enjoy working in your team? Do the team members give each other feedback in an effective way? Does each member have the same interests? A successful team is a team that works together constructively and with pleasure, making optimal use of the unique qualities and strength of each team member. But sometimes this does not work (yet) and there is an undesirable situation in which cooperation is difficult. As a result the effectiveness and productivity will be too low.
Formulating a Strategic HR Plan is often difficult. Translating the organizational strategy and goals into HR strategy and goals is a big challenge. That is why any HR Business Plan, however sophisticated, technically sound and forward-looking it may be, is completely useless if it does not match the real reality of your business.
Change happens all the time, it is continuous and unstoppable. As an organization it is not always easy to keep up with the speed of change. Because whenever a company changes, it is not the company itself that has to change, it is the people who have do adapt their habits and behaviors. And people don't like change. They prefer to keep “old habits”. With some very effective workshops we can inspire leaders or teams how to deal with change.