Executives Develop the Supportive Culture and Implement a Shared Vision
Throughout the Organization
Today's CEO is an architect of change.
Responsible for creating a corporate culture that drives the company, CEO's must
ensure that the company's objectives are embraced by all key staff. Unfortunately, many managers don't see the big picture
and inevitably work at cross-purposes from those who do. Failure to grasp the
company's vision leads to feelings of isolation and purposelessness rather than
engendering teamwork toward the achievement of common goals. We optimize individual
and team effectiveness by enhancing management competencies and communication
processes. Executive Advisors helps you to retain your most valuable resource-your
people-and to motivate your organization to translate your vision into the company's
culture and operations. We facilitate the development of a collaborative culture
in several stages: - Develop customized executive assessments.
- Evaluate
your organization's communication and interpersonal infrastructure.
- Help
you establish formal and informal policies that are congruent with your vision,
and that promote collaboration and loyalty.
- Coach high-potential
senior executives who were recently hired or promoted or designated by corporate
leadership for development of particular skills.
- Facilitate communication
skills among key staff.
- Enhance the attitudes and capabilities
of the executives lower their resistance and become flexible with change.
Executives
Guide Organizations through Change and Restructuring
As a result of
intense competition, increased customer expectations, and rapid technological
development, companies must adapt to continuous change. When leaders are in the
forefront of change, rather than having it imposed upon them, change is primarily
an opportunity for healthy growth rather than a disruption. Executive Advisors
works with you to: - Realistically evaluate the external environment
and the company's resources.
- Plan the optimal approach to change.
- Elicit
buy-in, and overcome resistance, from the various tiers of management.
- Assess
managers' strengths and weaknesses. When necessary enhance the competencies necessary
to implement the change.
- Coach individuals who are having difficulty
adapting to the change.
Executives Facilitate Successful Mergers,
Acquisitions, and Alliances
Every time companies go ahead with a merger or otherwise
join forces, it's because the deal looked good on paper. Yet many mergers fail
outright, and most fail to achieve their financial goals. More than any other
factor, failure results from inadequate attention to human resources - from underestimation
of the time, energy, and skill required changing corporate cultural clash into
productive harmony. Our consultants work with Boards and CEOs to: - Include
consideration of human resources as early as possible in M&A evaluation and
planning.
- Describe the desired post-merger culture and plan and
implement its creation.
- Define roles and responsibilities and
plan succession prior to transition.
- Enhance communication and
teamwork skills so that managers who have not previously worked together can collaborate
productively.
- If necessary, coach individuals who are playing
a disruptive role.
Related
ArticlesClick a title to read the article - Organizations
Must Adapt to Continuous Change
- For
Successful Mergers and Acquisitions Consider
the Human Element
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