We work with senior executives on their strategic and organizational topics, such as the identification of their purpose or reason of existence. We help them out assessing how to achieve their vision and how to measure progresses.
We take care of strategic approaches of projects, plants, business units, companies and corporations, with the aim of improving their resilience.
We make sure the organizational design is consistent with the strategy:
Furthermore, we are convinced that it is not enough to address questions such as "where" to compete, "by what means" and "for what results". The key question to ask is "how" to act in the market and "how" to surprise customers, "how" to create value for multiple stakeholders.
A strategy is successful only if the implementation is consistent, and this calls for the engagement of all stakeholders, which in turn requires change in their mindsets and behaviors. We consult companies on how to accompany people in times of change and shape a corporate culture that favors change and - ultimately - helps achieving strategic goals.
Most companies approach change by adjusting their processes or restructuring their organization. In other words: they strive to convince their managers that they HAVE TO CHANGE.
This has proven not to be enough, in most cases. Studies show that change fails to achieve its targets in 70-80% of the cases. In order to foster real change, managers should also:
- WANT TO CHANGE, be intrinsically motivated by a correct mix of communication that helps them really understanding the need to change
- BE ABLE TO CHANGE, i.e. have all necessary soft and skills needed for the new culture, or having access to development actions that allow them to acquire the necessary competencies
- BE ALLOWED TO CHANGE; this means living in a corporate culture that favors the new habits, mindsets and behaviors, one in which everyone acts as role-model for everyone else, a mutual learning community