When working with leaders to help them become better connected, there are four principal domains in which we work. Each one of these is – quite naturally – connected to the others.
Four domains that may, at first glance, appear to be independent, but in fact influence one another profoundly. Push here and something happens over there. They are the component parts of a unified whole.
We live in the age of disruption,where apparently left-field, unexpected solutions to problems we thought we had licked can creep up on big, established market leaders, to become noisy, irritating challengers.
To the outmanoeuvred, to the sluggish establishment, the struggle is knowing how to be different and how to change. It’s as if the innovators rewrote the rules of their sector and didn’t tell anyone. It’s like their upstart competitors really did uncover the secrets of alchemy or worked out how to speed up evolution.
Leading through complex change
Successful organisations do not stand still. But the process of change is often fraught, and many change initiatives fail. Why? Lack of time, support, communication, momentum, and above all, leadership.
Failed change leads, understandably, to resistance. To create lasting and effective change, you must have strong and active leaders.
Turning vision into reality
Effective leadership through change is about being able to take a vision and make it real. That’s where we come in.
We’ll be your guide and sounding board as you create change. We won’t talk about managing change. We’ll talk about leading it.
We’ll work on strategy, behavioural and cultural change, communication and performance. We’ll talk about the change process, recognising the need for adaptability and growth.
We’ll develop a dynamic plan that will allow you to use your influence to initiate and implement change.