Your organization has a change coming. You’re moving to a new building; the scope of work is changing; you’re about to increase the staff by 20%. You have a choice: Plan A: You plow forward and see what happens, addressing the issues as they arise, often in emotional moments. Plan B: You think things through in advance, anticipate challenges, build support, and proceed in an environment in which change is more of a settling in process, rather than a fire drill.
I like to support clients to go for Plan B.
Your current organization has lots of wisdom about how the future can be best created and optimized. I like to draw on this wisdom in a number of ways, enlisting people to predict the impact of upcomng changes, and help plan how to best address it. I will work with you to get where you want to go, and arrive already moving forward.
“Jeanette helped me to focus on the change management aspects of our last strategic plan for the entire Supply Chain. She helped me identify areas of our culture that needed immediate focus. As a direct result of her efforts, we were able to reduce our turnover from 20%/year to 3% in less than 2 years. This not only had a positive impact on our employees but was a direct positive contributor to our bottom line.”
Robert Boots, Chief Operating Officer, Viega LLC USA
Your organization wants to make a change. The scope of work is changing; you’re about to increase the staff by 15%; you’re expanding, and moving to a new building. You have a choice. Plan A: You plow forward and see what happens, addressing the issues as they arise, which can feel like an unending series of fire drills. Plan B: You think things through in advance, anticipate challenges, engage with employees and get their input, and build support for the changes planned. Change is managed and the bumps in the road can be navigated, without disrupting the whole system.
I encourage clients to go for Plan B.
Your current organization has lots of wisdom about how the future can best be created and optimized. You can draw on this in a number of ways, enlisting a range of people to both predict the impact of upcoming changes and also to help plan how best to address it.
One specific focus I offer is a change in your organization’s culture. You might be combining 2 or more groups, organizations, or businesses. How do you build one culture that embraces the best of each part?
Maybe there has been way too much attrition in your company - and you want to find the root cause(s) and improve the work environment.
Culture change is an extended process, with a plan up front and mindful interventions along the way. If you include your staff and manage a good change process, the culture improves while you work on it. It is an organic process that brings people along in a thoughtful, engaged way.