Large-scale change impacts teams differently and with change comes new leaders, newly comprised teams, new ways of working, and new priorities. Often team members become distracted or neglect important priorities. Whether or not the amount of disruption is large or small, involves new customers or new geographies, people still need to quickly align around the […]
CONSTRUCT – Constructing A Plan to Address Business Impact and Risks
Every change initiative has its own unique set of risks and challenges. One change initiative may potentially impact customers’ revenue and/or market share, while another may impact production process flows or information exchange. The organization and its leaders must identify risks associated with the change and develop mitigation strategies within their control. In today’s episode […]
COMMIT – Becoming a Committed Leader: Preparing Your Team to Thrive During Disruptive Times
One consistent message I’ve heard from clients over the last 30 years and from our featured guests, is that a leader must “commit” to any change underway. More specifically, a leader must have the ability to inspire colleagues to adopt and embrace change. But first, leaders must face and manage their own doubts before they […]
Insights Into Navigating Large-Scale Change with Andrew Moore General Manager of Pfizer CentreOne
As the world continues to grow through new pains presented by the pandemic, implementing and managing large-scale change has become even more challenging. The impact on organizations, teams, and individuals has been profound; and while employees may be used to the organizational churn, the past couple of years have taxed leaders far beyond anything we […]
Who’s REALLY Holding the Pen? Rewriting Work in 2022
Research suggests the onset of COVID-19 drove a staggering number of employees to transition out of their jobs, a trend that has only increased over the past two years. Interesting, right? Rewriting work: This phenomenon, known as The Great Resignation, has been driven by a fundamental misalignment of the social and non-social contract between employees […]
3 Proven Principles For Successful Change Execution and Leadership Agility
We are in the part of January when those who made New Years’ resolutions struggle to maintain their resolution. That is okay, change is hard! Don’t give up, keep going! Many leaders are also struggling with their New Year’s resolutions to develop their leadership agility. Many leaders understand the need to be agile because their […]
Organizational Redesign and Business Planning
Intentionally creating culture can be difficult. Just ask one of our previous clients who redesigned their organization and business planning process to help them become a more dominant player in multiple therapeutic areas. To learn more, feel free to look at our case study with this client! You can read the full case study and […]
Leading with Empathy: From the Top to the Customer
As the workforce begins to transition back to in-person work, it is imperative for leaders to realign with their employees on organizational priorities, as well as working together through unprecedented challenges. As teams restart and reset their work, a best practice for leaders is empathetic leadership. The greatest challenge leaders faced during the pandemic was […]
6 Key Steps to Help Your Team Successfully Navigate Their Transition
Renowned football coach Pete Carroll once said, “each person holds so much power within themselves that needs to be let out. Sometimes they just need a little nudge, a little direction, a little support, a little coaching, and the greatest things can happen.” Coaching is a critical skill. However, coaching skills can be difficult to […]
Reengaging Your People With Your Redefined Organization
“ If you want to go fast, go alone. If you want to go far, go together.” – African Proverb Employees often cycle through varying degrees of engagement while going through change. Here are four tips to help reengage employees to ensure higher degrees of engagement and successful change implementation: 1. Reemphasize the why behind […]