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Organizational Growth

We know that ‘culture eats strategy for breakfast’. We know that still, success rates of transformation programs hover around 30%.  More than anything, we know that changing organizations is an art. And that those pursuing it need the curiosity to deviate from what is known, the courage to take the new road, and the perseverance to do so step by step.

We work with leadership and project teams that believe in shifting organizational culture. Helping to find the balance between urgency and attraction and between top-down and viral.  And designing an approach and facilitating its implementation.

Any approach to organizational growth will be bespoke. If culture change is needed, then a Culture Program may work best in one organization, but a Leadership Development Program may be needed in another. Please find below some approaches that have supported organizational growth.

Contact us if you would like to achieve organizational growth and we will together uncover which approach is needed in your organization.

Want to know more?

Myrna Nakad

LinkedIn
+31 (0)6 12 23 58 87

Central questions that guide us when working on culture with our clients are:
– What behaviors and mindsets are needed to execute your strategy?
-What is ‘right’ about current mindsets and behaviors – even if we want to change them?
– How will we / you / your clients and other stakeholders notice a change?

Together with our client we then take the answers to these questions to design an approach that will
-Start at the top
-Empower change agents / HR / influencers
-Break the change down into small, tangible steps that can be implemented, evaluated, redesigned and implemented again.
-Celebrate what is right about past and present while being clear and open about what needs to change

Case example:

“For one of our clients the need for a change in culture became evident from the outside – in: clients starting complaining and walking away.  Our client had already done the analysis that this breach in trust was only partially due to the ‘hard’ stuff (processes, prices, policies etc.). Together we identified what shifts in behavior (and therefore mindset) were most critical in restoring trust. Then, starting from the top, we facilitated ‘insight and dialogue’ workshops in order to – step-by-step – make the shift to a more appreciative and open culture. As it turned out, ‘speaking up’ was a large part of the answer: trust had been eroded because there was a culture of not holding each other accountable.  Importantly, the fact that we made room to acknowledge the good intentions of the old behavior created the space to shift towards new behavior.”

Increasingly organizations are missing out on huge potential because they lack diversity and their culture is not inclusive. The research is clear on the business case and organizations want a more inclusive and diverse culture, but don’t know how to achieve this.

We will work with you on the two key ingredients that support an inclusive culture: 1) working with the homogenous ‘majority’ to uncover their hidden biases and their privileged mindset; and 2) working with the diverse ‘minority’ on understanding how they can be more present and be heard. Most importantly, we will bring people together to engage in a non-judgmental dialogue that allows for better understanding of each other’s strengths. Once this step has been taken, the path forward becomes a lot smoother.

Get in touch if you are interested in understanding how we might work with you on your D&I challenges.

Case study:

“We have chosen to focus on recruiting and retaining more women as a first step to a more diverse culture. We are very homogenous and in past have liked the fact that we are. It is hard to let go, but once we were confronted with the business case and with our own biases, we knew change would be for the better. Our women now feel more included and we consciously include them in every meeting, even if they don’t speak up themselves. Fortunately, with the program that they have been part of, they are already doing so themselves. We are seeing things change as we speak and everyone is benefiting.”

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