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A newly appointed CEO inherits a resistant, risk averse and reactive organization used to being told what to do. Teamwork and trust must be restored to correct a legacy of command and control management practices and empower the Senior Executive Team to lead transformational change. Cultural Shapeshifters is hired to lead cultural transformation and organizational renewal.
To transform an organization described as ‘an interlocking matrix of fear and restraint’ into ‘an interactive matrix of cooperation and respect’.
Identified New Cultural Vision by working with the Senior Executive Team to identify a preferred future that featured high employee engagement, cooperation and collaboration.
Collaborated on a Strategic Plan for Cultural Transformation that was essentially a multi-year road map of teambuilding, corporate communications, training and development for internal audiences.
Rebuilt Trust between all Levels of Executive, Senior Management, Management, and Staff through off-site training sessions focused on collaborative skills training and teambuilding. Individual coaching was introduced to support and reinforce the behavioral changes necessary for management to succeed in the new environment.
Resolved Departmental Silo Issues by initiating a culture of high engagement and collaboration. Shared organizational objectives replaced departmental “quotas” reducing bureaucracy and increasing overall efficiencies.
Built an Internal Communications Plan focused on understanding and consensus around vision and business strategy while concurrently building trust in the leadership and support for change. Focus was maintained through a variety of ongoing communication vehicles reporting progress in plan, initiatives and results.
Used External Success to Reinforce Change Internally by sharing stakeholder recognition of increased client service to highlight momentum and progress among staff.
Increased Employee Satisfaction and Morale. Staff acknowledged a significant and positive change in the overall environment as well as being better informed and enjoying a greater sense of “team.” Retention issues have been replaced by top industry talent seeking employment with the organization.
HIDE
After a period of rapid global growth for this company, industry consolidation, volatile economic conditions and increasing competition have resulted in necessary downsizing, restructuring and increasing loss of autonomy from its parent company. A fragmented Executive Team had resulted with several changes of players unable to achieve strategic consensus. Power dynamics within the executive were inhibiting collaboration and innovation and promoted an atmosphere of uncertainty and mistrust. Cultural Shapeshifters is given the original assignment of refocusing the Executive Team. A new CEO is appointed.
Strategically support the newly appointed CEO in rebuilding unity of purposeacross the organization. Strategically consult on all aspects of refocusing organizational direction. Transform an organization from one of division and fragmentation to one of unification with consistency of culture. Integrate collaborative global customer-focused approach and align strategy between head office and local region.
Rebuilt Purpose and Collaboration in the Executive Team through executive coaching and teambuilding. Using collaboration skills training and processes, we were able to support a renewed commitment to work together, solve business and personal issues, and put the good of the company before personal ambitions. Executive coaching later supported behaviors critical to success.
Developed a Shared Vision of to inspire, empower and lead employees towards stabilizing the business and look for more efficient and effective solutions to maintain profitability through innovation.
Cascaded Teambuilding Down into Employee Base by conducting teambuilding sessions to promote new shared vision, organizational objectives, and a consolidated leadership.
Built an External Communications Plan positioning the client externally as expert industry innovator in a dynamic marketplace with shakeholders, competition and media.
When pressure of costs caused the parent company to move a number of processes to Asia, the local company had to reinvent itself from major developer to that of specialist expert. Trimming the staff by 45% was a major challenge in retaining the motivation of those remaining, and guiding them to focus on rethinking their unique contribution to the company. Leadership needed to educate and re-enroll employees, customers ie. parent company ,while taking the company in a dramatic new direction.
When pressure of costs caused the parent company to move a number of processes to Asia, the local company had to reinvent itself from major developer to that of specialist expert. Trimming the staff by 45% was a major challenge in retaining the motivation of those remaining, and guiding them to focus on rethinking their unique contribution to the company. Leadership needed to educate and re-enroll employees, customers ie. parent company ,while taking the company in a dramatic new direction.
Communications to Launch a New Vision and Support a Major Restructuring: Cultural Shapeshifters assisted by working with the General Manager in developing a complete communications program for internal and external audiences. This involved packaging and launching the new vision, which involved clearly defining current business conditions, the future direction of the company and each employee’s role in reaching the vision. It also ensured the parent company and other industry stakeholders were updated on progress and remained supportive of the change initiative.
Ongoing communications vehicles included:
Face to face meetings with all key staff members
Executive speeches and support materials
Collateral materials that brought the new mission to life visually
Internal communications to reinforce messages and provide updates
Focus groups and other employee feedback vehicles
Following the restructuring, employees were able to reposition their unique strengths, engagement increased significantly and innovation levels improved as reflected by the successful focus on innovative approaches in meeting product deadlines that supported the parent company’s agenda
