“If you do not manage culture, it manages you, and you may not even be aware of the extent to which this is happening.”– Edgar Schein, Professor Emeritus, MIT
Creating and sustaining organizational change and forging strong culture is the responsibility of leaders. While we deploy tools such as creating compelling change stories, stakeholder mapping, constituent engagement, and training and communications as mechanisms to enable change, our main focus is how leaders lead the change.
However, we believe that organizational transformation is almost exclusively a function of closing the gap between what leaders say and what they do. Leaders must demonstrate authentic role modeling through every step of the journey and must do so even in the face of the inevitable distractions that will arise.
We help leaders to be intentional about making change. We believe that successful change means creating an environment where people at all levels of an organization see how they fit in and how they contribute. This enables them to see - and feel- the commitment from their leaders. (For more on this subject see our blog post: “Culture is Dead. Long Live Culture.”)
Case example: designed a leadership development program for the top 200 leaders of a financial services organization focusing on Emotional Intelligence, community building and interpersonal effectiveness to bring greater consistency and empathy to the leadership and management of the organization.