Our involvements include
- Assisting in transitions of ownership, management, and culture
- Providing critical support for leaders and teams
- Improving collaboration across functions, businesses, cultures and geographies
- Supporting post merger and post acquisition integration
What it means
Many clients are looking for independent and in-depth advice on the implementation of transformation processes. In our work we most often address three major concerns related to far-reaching changes in the corporate environment: the first is getting people to talk to each other. That may be to resolve conflict, address low morale, develop cohesion and mutual support, evolve new directions, mourn losses due to changes, and similar issues. Much of that is done with group processes, ranging from activities that precipitate and resolve conflicts within groups, to those that encourage people to share losses.
The second concern tends to be with helping organizations addressing issues of leadership, and to help people select and develop their personnel. These activities may take the form of collective feedback. They may include executive or group coaching, 360° feedback as well as training and development programs.
The third concern is helping organizations handle difficult situations or compensate for organizational ineffectiveness. This can take the form of organizational assessment. However, to be thorough, such an assessment should be systematic and comprehensive; it should establish facts, develop inferences from fact, and make use of a theory of motivation to give body to those inferences.
