Why we exist?

CEO experiences leading an organizational change at least once in their career. They may neglect the importance of culture in their strategy planning. Therefore, the delivery on outcomes often exceeds the expected timeframe.

Missing out on emotional intelligence hampers a leader’s ability to connect their teams with strategy implementation. The risk is delayed roll outs.

What do we believe in?

Change management requires the right balance between projects and people.

Leaders initiate too many projects but forget about people.

- They focus on goals and processes and not on managing behavior and culture.

Managing people is essential for resistance smo is a natural reaction to change.

Our Services

3 tools that works

  • Communication - What and Why

  • Activation - Where and When

  • Involvement - Who and How

 Unsuccessful people only talk about 'what' they want to change. Those who succeed communicate WHAT the change entails and WHY the change is necessary. They seek a common motivation around the change.

 Unsuccessful ones focus on the goal, not on the people surrounding the organization. Those who succeed know WHO has the opportunity to help with the change? They know HOW to involve them in planning and execution. They listen to employees, customers, suppliers, investors, partners before important decisions are made.

 Unsuccessful organizations set a new direction along the way instead of adjusting the plan. Those who succeed stick to the change regardless of WHERE they are and are clear about WHEN parts of the change are achieved. They act as role models in behavior and attitudes.

Readiness for change

In a world where technology, globalization, and presidents are constantly changing the rules of the game, the ability to adapt quickly is critical to success. Readiness for change refers to both individuals' and organizations' preparedness to embrace and effectively manage change. It is not just about reacting to new circumstances but also about proactively anticipating and navigating them.

To enhance our readiness for change, we can focus on the following key areas:

  • Mental flexibility: Developing an open and learning-oriented mindset makes it easier to accept new ideas and adapt to shifting conditions.

  • Emotional resilience: Change can create uncertainty and resistance. By strengthening our ability to manage stress and view challenges as opportunities, we become better equipped to handle transitions.

  • Continuous learning: Investing in new skills and knowledge ensures that we stay relevant and capable of keeping up with developments.

  • Strong relationships: A supportive network can provide encouragement and inspiration during times of change. Effective collaboration also makes it easier to navigate uncharted territory.

  • Strategic agility: Individuals and organizations that continuously assess their situation and adjust their strategies are better positioned to thrive in an ever-changing world.

Change is inevitable—but how we approach it determines whether we see it as a threat or an opportunity. By developing strong readiness for change, we can not only survive in a dynamic world but also thrive in it.