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Productive change doesn’t happen by itself. Effective change leaders know how to manage the change process and guide people through change with these 3 elements.
Today’s leaders are in an extraordinary position to think about leadership differently. There’s a shift from enforcing rigid structures to cultivating mindsets that propel adaptability and growth by empowering everyone to achieve results with lasting impact.
Organizational change is an opportunity. For organizational change leadership to capitalize on this opportunity, a few things have to happen: alignment on the strategy, a focus on growing collective capability to adapt, granting agency to change champions, and an organization-wide mobilization.
Our experienced experts in organizational transformation work closely with your leadership team to understand your organizational change challenges, develop change leadership capabilities, and prioritize actions aligned with your business strategy.
We can work with you to develop the leadership capacity needed to execute your change management goals and successfully lead lasting organizational change and transformation.
Most businesses are experiencing one or more of the following organizational changes: new or revised business strategies; mergers and acquisitions; organizational re-structures; industry shifts; technological advances; an enhanced desire for diversity, equity, and inclusion; and ongoing, continuous change that is getting faster and more complex.
Our experts in organizational change leadership can help your senior leadership team develop clarity on the direction and need for change, align resources in support of organizational change, and mobilize commitment to organizational transformation.
Build the capacity to approach organizational change as a means for personal growth, development of organizational capabilities, and business success. Partner with our experts to build:
Throughout an organizational change engagement, we partner with your leaders to develop the mindsets, skillsets, and toolsets needed for successful organizational change, help foster the climate for their use, and become the long-term stewards of the new practices.
We have a unique 3-phase process, tailored to the needs and timelines of your organization:
50+ years of rigorous research and field experience gives us the expertise to go deeper than traditional leadership development. With our experts on your side, we can help you build a sustainable culture of organizational change.
At CCL, we measure success by lives touched and impact made. That’s why the organizations we work with and the leaders we transform consistently tell us the same thing: their experience with us is a game-changer. We’ve helped drive organizational transformation forward for clients around the globe.
But don’t just take our word for it — take theirs.
“We know that we must reach our numbers, and we will only reach our numbers through our people. Working with CCL, we know which human factors or talent drivers to focus on to strengthen individuals and the organization to meet our challenges.”
Ursula Alvarez
Director of Talent
Credicorp
Yara International sought to transition from a “rules and enforcement” mentality to a “value driven” approach.
Yara turned to CCL for help assessing the compliance culture and then changing it to something that better suited the company’s evolving needs.
Our experts are here to help. Let’s talk about how a successful organizational change initiative will drive results for your business.
Productive change doesn’t happen by itself. Effective change leaders know how to manage the change process and guide people through change with these 3 elements.
Handling workplace change can drain people’s reserves. Not all change is bad, but change does have a cost and depends on the resources available to adapt.
Download this paper to discover how coaching’s role has expanded from enabling individual transformation to organizational change, and best practices for leveraging coaching (particularly among middle managers) as a change enabler.
Culture change work isn’t easy or quick, but it’s essential in order to adapt for the future. The key to successfully transforming your organization is to actively build collective capability for new ways of working together.
When implementing change in an organization, “lack of leadership” is one predictable problem. Watch for these signs and learn to drive change better across your organization.
Are you trying to drive organizational culture change? If so, consider these 5 questions before you hire a change consultant or identify a partner to help.
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