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Transformation Potential – Elke Manjet | Talent Acquisition, Talent & Leadership Growth, Talent Insights & Experience, HR Operations

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Develop your organisation continuously

Why does it matter for your business?

“If you don’t have a real stake in the new, then just surviving on the old – even if it is about efficiency – I don’t think is a long-term game.”
Satya Nadella

Letting your past success lock you in has always been dangerous and it is even more nowadays when AI disrupts business models and geopolitical movements require decision and action at an unprecedented pace. The pressure to adapt to shifting conditions has probably never been stronger. Change won´t go away – it must become part of the company rhythm.

My services to develop your organisation continuously

1. Define the future state

Based on your strategy / strategic goal this work would typically include:

  • Drafting and evaluating options and their implications as a strong basis for decision on the operating model that best supports achieving the strategic goals. I would suggest to consider leadership, skill and culture aspects, as part of the operating model.
  • Conducting assessment of the current state – what needs to change, what needs to be protected.

2. Build an impactful execution plan

Every transformation to be sustainable in the end, and unblock fixed structure and behaviours throughout the change, needs to address heads, hearts and hands. I will build the execution plan ensuring:

  • The ´Why?´ addressing the heads i.e. a compelling vision is crafted and broken down to the relevant areas.
  • The ´What´s in it for me?` addressing the hearts, ensures the impact on different stakeholders, positive and challenging, can be addressed in the appropriate way.
  • The ´How?` addressing the hands. This is the execution plan defining the starting point, an appropriate flow of action, leader communication & enablement, employee communication and enablement. Part of this can be tactical changes e.g. to roles, reporting lines, org set-up, as well as changes in culture and behaviour, skilling initiatives….
  • Pulse checks / feedback loops throughout the change ensure management knows at all times where leaders and employees are and can react quickly by adjusting course or just providing the required clarifications.
  • A retrospective to ensure learnings are considered for the future would be the closing point.