Evolving not to fall behind.
Cultural change cannot happen without leadership, and efforts to change culture are the crucible in which leadership is developed.
Leadership development and change management tend to be the top priorities of many organizations. Despite this, most organizations tend to fall short of their goals for both. One of the main reasons why organizations struggle is that they treat leadership development and change management as separate rather than interconnected challenges.
The definition of leadership itself has undergone a profound transformation in recent years: organizations that embrace today’s vision of shared, horizontal leadership have the opportunity to cultivate talent and get the most value from their teams.
Organizations that remain tied to the pyramidal or vertical view, on the other hand, tend to lose talent that can bring innovation and effectiveness. The resulting stagnation is already measurable in many industries and businesses.
According to a recently published leadership development benchmarking survey, 75 percent of organizations report that their leadership development programs are not very effective.
Ensuring a robust pipeline of appropriate leaders has proven to be a daunting task for many organizations of all sizes and in all sectors.
Organizations are facing tremendous change with the retirement boom, which will drain them of their intellectual capital and know-how.
To make matters worse, the labor market today sees talent in a strong position: phenomena such as the “Great Resignation” and the adoption of an opportunistic view of job mobility are costing organizations millions a year that are unable to retain talent and cultivate new leaders.
It is critical that those in leadership today are able to understand the new professional dynamics in order to retain and incentivize employees through internal company growth paths.
Our proposal is a coordinated approach to leadership development and change management that is both top-down and bottom-up.
The top-down part is aimed at imparting specific knowledge and skills to incumbent leaders so that they are able to motivate and nurture existing talent. As a consequence, it also provides emotional and social support to potential leaders by improving their relationship and communication with managers.
The bottom-up part of the integrated development and change process requires potential leaders throughout the organization to engage. Cultivating ownership in both small day-to-day actions and more macroscopic decisions allows the talent of emerging leaders to be enhanced and results and motivation to be boosted.
Our Leadership and Change Management process will help your team facilitate change and innovation and encourage the active participation of all members, ensuring the involvement of all necessary staff and overcoming the mental barriers that limit the creative and innovative process.
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Discover the stories of those who have already trusted us to guide them through the challenges and opportunities of change.
Risk is inherently unpredictable; the ability of the risk manager is demonstrated through the creation of potential solutions capable of keeping the achievement of the set goal intact.
Empowering others by delegating what another person can best perform by virtue of his or her own abilities, communicating effectively, and making complex decisions.
Leadership is the ability to lead a given group of people toward a goal; the characteristics that are identified in leadership are communication and motivational skills. A leader's strength is directly proportional to his or her ability to best manage the team he or she chooses to form.
The implementation of the Operational Excellence methodology led to a 30% increase in NOP (from -10% to +20%) and a significant improvement in market share due to better plant utilization and improved business profitability. The results were confirmed in the years following Stratega's intervention. The work done has created a solid foundation of processes and technologies, durable and with great future potential.
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