Leading Change From the Front.
Delivering great performance in both the short and long term requires the full commitment and top performance from all members of an organization. Leaders must exhibit consistency and model the behaviors necessary to foster cooperation, innovation, and accountability for performance. We work with executives to establish the mechanisms and to manage the setting, meeting, and raising of expectations for the organization. Setting clear expectations for performance, behavior, and strategic change is necessary to develop support and alignment. Meeting expectations is a team effort – starting at the top – and requires the constant evaluation of trade-offs. Raising expectations – again starting at the top – is absolutely necessary to survive in a competitive world.
Deliver Results Through Process
The organizational structure of an organization is useful for command and control - everyone needs a homeroom. A process-centric view, or Enterprise Process Model, directly tied to outputs and outcomes is often more helpful when identifying performance drivers and detractors. Applying the principals of LEAN Six Sigma and other process analysis and improvement techniques at the enterprise level helps identify organizational trade offs and resource sinks. An idealized process structure, organizational structure,and performance model can be developed to represent a new operating model,
Changes in strategy and operations can only produce results if they are properly implemented and supported by incentives and tools to ensure sustainability. Stokes Evans will work elbow to elbow with clients to "teach by doing" and gradually shift the responsibility for change to all client personnel. Demonstrating the effectiveness of changes and empowering workers to take ownership of continuous improvement is a powerful approach to augment traditional communication-centered change management. We also wokr with leaders to develop compelling infographics, videos, written guides, and speeches to engage all stakeholders.
Making Your People More Effective.
Behaviors – whether executing a
transaction or communication an executive
decision – drive results. Understanding
the impact of various behaviors,
particularly in loosely structured or
cross-functional processes, is essential
to architecting sustainable improvements.
Value adding behaviors must be propagated
while non-value adding behaviors must be
eliminated. Once the work is properly
designed, an appropriate organizational
construct and competency model for staff
can be developed and implemented. The best
analysis and process design effort is
wasted if an organization doesn’t apply
the right people with the right skills,
knowledge, and incentives to execute.
Stokes Evans supports the full
spectrum of Human Capital Strategy and
Human Capital Development in conjunction
with our tranformational change and
Of course, all of this change effort is wasted if results do not improve significantly. Defining measures and metrics, incorporating measurement and analysis into daily activities, and creating a culture where results matter and people are rewaded for improving results are all important elements to achieving breakthroughs.