Leading Change design and implement solutions in 5 areas that help our clients to deal with the challenge of change. Each solution is different because it will address a unique set of issues:
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Helping clients to implement strategy more effectively
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Developing change leadership capability
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Developing teams that can succeed whatever the circumstances
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Engaging employees in change.
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Maximising the impact and effectiveness of individual leaders
Helping clients to implement strategy more effectively
Success in business is difficult enough without unnecessary barriers getting in the way of your plans. (more)
Barriers commonly arise from a lack of clear direction, poor alignment and weak accountability; many organisations identify that their execution could be improved, that results are weaker than expected or take longer to deliver. Simple things become complex to implement, complex things become impossible. In the face of constant change people become weary and disengaged.
- We describe this phenomenon as operational ‘friction’ and our solutions are designed to tackle it head-on to make your strategy work. Real-life examples:
- We helped a global pharmaceuticals company to transform the effectiveness of several important R&D projects including a class-leading anti-retroviral treatment for patients with HIV/AIDS and a treatment for Pulmonary Hypertension.
- We developed a framework for team/individual accountability and results management tools that enabled a European sales team to deliver revenue and margin in excess of a $200m corporate target.
Developing change leadership capability
Organisations taking a long-term view of success want to develop their management talent to deal with the challenges of change and deliver sustainable results. (more)
Developing leadership capability is critically important where:
- management populations evolve through merger, acquisition and reorganisation to the point where leadership culture is indistinct or does not support corporate goals
- the requirements for leadership are changing towards a more inclusive and networked activity that will help leaders to succeed in a matrix structure
- where leaders need to engage staff more effectively to help them cope with change and uncertainty
- where technical competence alone is insufficient to enable others to succeed.
We specialise in developing the capability to lead change. Real-life examples:
- We helped a leading automotive publishing company to equip their 60 most senior managers with the tools and techniques necessary to lead and engage effectively.
- We helped a FTSE100 life assurance company transform the effectiveness of their middle management so that they could attract and retain the most talented managers.
- We brought a global management competency framework to life in the UK R&D division of a global company helping them to engage staff and give the competencies impact and practical meaning.
Developing Winning Teams
Managing teams can be challenging in any environment. It is particularly challenging when times are tough (more)
Typically, large organisations comprise teams that can succeed whatever the circumstances and teams that cannot, despite being made up of high performing individuals. When dispersed in multiple locations (and on different time zones) the challenge is amplified.
Remote teams require greater emphasis on building trust and confidence, communication, performance management, workflow processes and effective use of technology. These aspects are also relevant to co-located teams although remote teams tend to reveal weaknesses in their way of working; we specialise in developing the effectiveness of remote teams.
- We have helped a number of functional and project teams in different sectors to develop the fundamentals of effective high performance team-working such as shared understanding of purpose, common goals, roles and responsibilities, trust and mutual support, ways of working, great communication and the ability to learn together. Real-life examples:
- An international financial services business outsourced its customer service functions to strategic alliance partners, but had no data from stakeholders about the effectiveness of their relationships with these strategic partners. We helped them to gather objective data about their effectiveness, interpret the feedback, and to deliver a performance improvement plan.
- We helped a pharmaceuticals development team to build a winning culture that enabled them to launch a new drug to market early, resulting in estimated additional sales of £20m.
- We helped two global functional teams in a US oncology company to succeed by developing greater understanding of how to improve inter- and intra-personal relationships.
Engaging Employees in Change
When you need to engage groups of people and communicate your message it is critical to make the right impact. (more)
Maximising the Impact and Effectiveness of Individual Leaders
Executives need to adapt to frequent changes in their role and increasingly complex challenges. (more)
They need to create an environment where other people can help them to succeed. The reality is that many leaders recognise the conflicting demands of multiple change initiatives and significant stretch in their jobs. We help and support leaders to deal with the pressure of change, increasing responsibilities and continuous performance demands through executive coaching and tailored development modules on a range of topics:
Examples of current assignments:
- We are driving changes in the leadership culture of the UK’s premier automotive marketing publisher.
- We are helping to develop leadership capability at the largest pharmaceuticals R&D site in UK.
- We are working with the European team responsible for drug safety and risk management of high profile oncology products
- We are building effective globally dispersed clinical studies management teams.
