Leadership Transitions & Change Management
When new people come into an organization things get disrupted. When change happens at a leadership level (C-level) it’s even more disruptive — organizational priorities may shift, opportunities may be missed, decision-making processes may get murky, and key relationships become unsettled. In many organizations, this process of getting someone up-to-speed takes a few months. There are tours, one-to-one briefings, team meetings, and the like, but government and business leaders may be asked to set policy or make decisions before this institutional knowledge is fully transferred. Transition meetings are the way that innovative organizations are collapsing that “getting up-to-speed” time.
Transition meetings establish a framework for effective teamwork and leadership and speed the process of reaching high performance. In a one- to two-day session, your leadership team will have:
- A shared understanding of the group’s mission and its value to customers
- A “picture” of excellence
- Identification of the talents residing in the group
- A sense of common direction and priorities
- Insight into key opportunities
- Agreement on critical success factors
- A tactical agenda
Do not seek to follow the footsteps of the men of old; seek what they sought. — Basho
Conflict Resolution
If you happened to have read the page on multi-stakeholder collaborations, then you will likely recognize that public involvement and collaboration is just a larger, more complex form of multi-stakeholder collaboration. It is within this context that desired objectives, meeting processes, and facilitative approaches are most critical.
In the spirit of respect, candor and helping you find the right facilitator, there is something you should know. Over the years, we have found that some organizations invite public participation as a means of complying with some external directive or as a bold checkmark in a long list of things that must be done. Frankly, for some it’s a necessary evil. If you choose to work with us and you are of the “necessary evil” mindset, you will likely find us nudging you to move past simple compliance to create something that has the potential to be great, to be impactful.
This may not be what you want. We thought you should know.