HUMANDYNAMICSIMPROVING YOUR RESULTS TODAY, SECURING YOUR RESULTS TOMORROWCredentials and track record1Your progression is our obsessionEFESO Consulting is a global management consultancy firm helping its clients progress faster and better. Over 400 consultants, operating from 26 offices, working in over 75 countries and representing more than 40 different nationalities currently support more than 900 progression programmes working in Tandem with our clients.Our progression motto “Improving results today, securing results for tomorrow” means achieving tangible business results faster and, at the same time, developing the capabilities, leadership and culture to continue to improve faster than competition in the future. We engineer the combination of continuous improvement, transformation and disruption approaches to yield the most effective and durable progression results. We look at and connect progression across the End to End Value Chain and from micro (the individual contributor) to macro (eco-system).Our progression approach combines strategic (orientation and prioritization) systemic (changing the DNA of the functioning of a company in a sustainable way) and specific (tangible specific results) interventions.To improve the results of today and secure the results for tomorrow we address at the same time 4 Dynamics: Our people bring together hands-on experience and expertise spanning a wide range of sectors and functional capabilities. The success of the EFESO approach is reflected by our 90% client retention. “Coming together is a beginning, keeping together is progress, working together is success” - Henry Ford For more information check our website: www.efeso.comValue Dynamics - Exploiting the fast changing patterns of value creation to focus on what will really make the difference in terms of quality, functionality, experience, time to marketFlow Dynamics - Understanding how to streamline activities to deliver the target valueAsset Dynamics - Ensure the optimization of the lifecycle and value/cost ratio of key assets such as machines, data, brands, intellectual propertyHuman Dynamics - Enhance the competence, commitment and culture of your people exploiting adoption, anchoring and leadership expertise1234Most industries face a time of continued dis-ruption. Different elements are driving this: • Automation/digitization heavily impacting core processes.• Increasing impact of regulations.• Increasing market pace leads to pressure to go to market faster.• New players kicking in with focused services/apps attacking traditional business models.Finding an appropriate answer to these ele-ments is a challenge, mobilising your leader-ship and workforce to face these elements even more.Applying Human Dynamics to every day organization change is all about finding the most efficient and effective way to change people’s current mind-set and behavior towards a desired mind-set and behavior.From our experience in different industries, we know that most companies are dealing with one or more of the following questions:• How can I better manage my company culture as a key strategic asset to boost my business results today and build the capabilities for tomorrow? Either for the entire value chain, the company, or for a specific plant/department that is not delivering the expected results.• We have just spent a large amount of money on training our people in Lean: why do we have the feeling that we’re not getting value out of that? Why are people only using the tools in a mechanical way? • How can I mobilize my company in this ambitious transformation plan? What can I do to stimulate adoption of the required changes and anchor these in our way of working? Taking differences between different types of populations into account.• Do I have the appropriate leadership to get my company through these turbulent times? Do they have transformational leadership skills? Are they able to motivate their workforce? Are they able to grow the skills of their workforce?• How can I boost the performance of my teams in the short term in a fast and sustainable manner? • How can I monitor and manage the engagement of my leaders and workforce? What are the levers I can use to influence this, to drive results?We believe that a partner for these challeng-es must have a profound understanding of business essentials as well as of the human dynamics insights in different populations, backed up by years of research and based on an experience of a multitude of projects and client situations. On the following pages, we’ve articulated what we believe are relevant support clus-ters, illustrated with practical cases on how we work side by side in tandem with clients to achieve the targeted business and HD results.If these cases resonate with the challenges you’re facing, we would be happy do discuss your progression journey and how we could partner with you to achieve the maximum result of your initiatives.“Agility and speed of execution are becoming a key differentiator in a world where companies are faced with constant change. Companies that are able to mobilize their talents in a fast and collaborative way to work on delivering a winning strategy will stay ahead of the curve.” Ourperspectiveon Human Dynamics3Human Dynamics solution overviewEFESO has developed an “Adoption Model” which is able to measure and monitor engagement and adoption for populations involved in change programs, because it is important to understand what is happening and how to address certain situations based on factual information. When planning for measurement the steps are:• Setting the stage with key decision makers• Making practical arrangements for the survey• Launch the survey and start the analysis process• Share results with managers and discuss in detail what the results mean and how to respond (if needed)• Share results with the audience surveyed• Announce and implement actions that arise from the survey• Repeat measurements to be able to see evolutionUsing this framework, leaders in companies are able to determine what actions need to be deployed to maintain the speed of change and adoption necessary to be successful.Engagement Monitoring and MeasuringEngage your people and manage the process to engageWe help companies define their desired culture and set-up a pragmatic progression plan to achieve rapid and sustainable resultsWe also coach and support companies in taking the right steps the right way along this journey. you aim for other repeated behaviors. There are six building building blocks to realize and anchor behavioral transformation:• A compelling storyline that gives sense and direction• Definition and implementation of the appropriate management prac• Joint design and implementation of the appropriate operational practices• Anchoring these practices by identifying and addressing key inconsistencies in the existing management systems and by monitoring progression both on business results and capabilities• Loading of the transformation projects with the appropriate transformational and standard business behaviors• Giving visibility and ensuring consistency by addressing cultural artefacts (symbols) of the cultureCultural ChangeFundamentally change the way you do thingsIn tandem with our client we pay special attention to the design and subsequent execution of a so-called Change Roadmap. Using this plan clients can be assured that they will have a smooth transition and successful anchoring of new processes, of new practices and of the asso-ciated mind-set shift by all target populations. We leverage existing client knowledge, experience where possible and combine EFESO insights on target populations with academic research on behavioral psychology mechanisms. A typical plan is based on the following guiding principles:• Start from the reality of the field: understand what drives populations• Create a coherent and compelling storyline to activate populations towards the desired change• Build an integrated (hard and soft) roadmap around Moments of Truth taking into account the entire project landscape• Respect the fact that change always goes through the line organisation if it is to be successful• Develop and deploy based on a very participative approach• Monitor adoption and adjust when and if neededMobilising for ProgressionBoost adoption and anchoring“Applying Human Dynamics to every day organization change is all about finding the most efficient and effective way to change people’s current mind-set and behavior towards a desired mind-set and behavior. 4gmatic progression plan to achieve rapid and sustainable results. the right way along this journey. Changing your culture means uilding blocks to realize and anchor behavioral transformation:ment practices for High Impact Momentsonal practices inconsistencies in the existing management systems and by bilitiese transformational and standard business behaviorsg cultural artefacts (symbols) of the culturePerformance Behavior is an approach focused on people and their motiva-tion, that evokes and reinforces behavior development for excellent perfor-mance, and develops effective leadership on all levels of the organization. Organizational values (mindset) and goals (performance), are translated into concrete observable and therefore measurable behaviors, that can be directly related to associated performance. The approach has five main components that drive the desired performance by sealing the right behavior:• Breakdown of organizational targets into specific activities, to create insight in personal influence on overall targets• Building the right environment that supports the desired behavior• Developing the steering and supporting role of leadership during High Impact Moments, so the manager will lead the desired behavior• Supporting the development of the desired behavior through coaching and real-time facilitation, whilst continuously measuring the effect on employee motivation and engagement• Achieving clear and crucial improvements to which people can contribute and can share successPerformance BehaviorBoost the impact of teams on business resultsWith this offering EFESO supports clients in strengthening their lead-ers (from team leaders to executive teams) in leading transforma-tional change and in developing high performing environments that focus on progression. The 6 basic principles of this approach are:• Upfront alignment on target behavior and practices• Isolate High Impact Moments as containers for target practices and behaviors to develop leaders in a focused way• A custom made, carefully crafted progression journey, supported by innovative methods and tools• Create ownership by involving leaders in determining their own progression ambition and growth path• Measure progress, by setting up a leadership behavior management system• Leverage on scientific based insights and IP to increase impactOur customised Leadership Progression solutions are created through a collaborative design process. We distinguish three phas-es to build the leadership program, and implement and anchor the selected leadership practices and behaviors.Leading ProgressionStrengthen your leadership to boost business resultso every day organization most efficient and effective t mind-set and behavior d behavior. ” 5Delivering tangible business valueCLIENT SITUATION & APPROACHOne of the world’s largest dairy companies came to a point where they needed alignment in the mix of improvement activities that were running simultaneously. The goal was to achieve a change in mindset, behavior and leadership to sustainably support the progression initiatives from a leadership perspective. A programme was designed to:Integrate leadership development in daily business.• Allow leaders to grow with peers• Give leaders more influence on performance and important issuesRESULTS• Understanding of the High Impact Moments where leaders can make the change happen• Support structure in place to sustain development• Anchoring of change at all levels of the company with monitoring, measurement and adaptation• All sites involved have positive response towards different way of managing and leading improvementLeading ProgressionIn a global Dairy CompanyCLIENT SITUATION & APPROACHClient is an international food, snack & beverage company with a large global footprint of manufacturing and distribution sites. The client needed help with setting up a sustainable lean culture and deploying this in multiple European sites to start. In tandem with EFESO the client introduced Human Dynamics elements into the existing programme from topfloor to shop floor in the following manner:• Creating a strong compelling storyline• Defining concrete behaviors for every target population• Making leaders examples and cultural ambassadors• Installing a Performance Management System to manage progression of the site cultureRESULTS• 10% reduction in safety accidents• Waste decrease from average 6% to average 4%• Translation of concept of “culture” into concrete and observable behavior• Improved leadership capabilities to manage and influence behavioral change, and to engage and mobilize teams towards the desired Lean cultureCultural ChangeIn a global Food and Beverage corporationCLIENT SITUATION & APPROACHThe client is a global producer of natural gas-based fertiliz-ers and industrial chemicals, employing around 3000 people. Confronted with an ageing work force at the sites, increas-ing environmental regulations, internal pressure to reduce safety risks and need to improve the plant performance, a Behavior Excellence initiative was launched in one key site in the Netherlands as a blueprint.RESULTS• BAS (Behavior Analysis System) score of effective leadership skills and behaviors increased from 25% to 65%• Reduction weight variation packing department from 10 % variation to 2% variation• Sustainable and tangible process improvements realized leading to significant benefits (e.g. increased volume +5%, increased First Time Right quality +12%, improved safety indicators +18%, improved environment indicators +20%)• Effective performance management and dialogue established throughout all layers of the company• Improved ability to conduct transformation programmes at the sites with limited resources from external partiesPerformance BehaviorIn Industrial ChemicalsEFESO WORKS WITH A DIVERSITY OF POPULATIONS, EXAMPLES OF WHICH ARE: CARELOGISTICSSERVICES6CLIENT SITUATION & APPROACHThe client is an international retailer. The problem was a big dis-connect between the central support functions and the people in the stores who were not empowered and disengaged. This resulted in fatalism and decreasing commercial and financial results. The goal of the intervention was to boost the results by reinstalling entrepreneurship by directly working on the quality of the leadership and by taking away systemic blocking factors. The program consisted of the following elements:• Compelling and coherent storyline• Definition of the winning managerial and operational practices for High Impact Moments• Dashboards showing progress on business and capability results• Activation of the country’s Executive Committee as a key contributorRESULTS• EBITDA of the store doubled after one year• Revenue increase through customer focused actions and seamless shop organisation (order, no out of stocks)• Cost reduction by reduction of absenteeism and decrease in stock volumeCultural ChangeIn a global retailers large storeCLIENT SITUATION & APPROACHThe client is a leading postal operator and universal service pro-vider, offering an array of mail, financial and insurance products through its dense points of sale network. As the Service Levels to clients became ever more important, the client wanted to know the status of the level of engagement amongst employ-ees and to understand which points of attention needed to be managed to maintain and increase service. With the boundary condition to prevent creation of “another survey” adding to the already numerous surveys the population is faced with on a yearly basis, EFESO was asked to build and deploy a monitoring system to understand the engagement and to help define and implement possible remedial activities.RESULTS• Over 85% response rate from a “survey-fatigued” population• Monitoring is part of a cycle of progression, participants understand that the feedback is used to improve in a structured, measured and visible wayEngagement MonitoringIn a service environmentCLIENT SITUATION & APPROACHThe client is a leading company aiming to upgrade and maintain mobility for its members. Services include road-side assistance and insurance. The company decided to streamline and digitize operational processes by implementing 2 standardized ERP systems. They needed help designing and deploying a Change Master Plan to ensure adoption of the new tools and new way of working. Complicating factors were that this was the first time the implementation of a major application was outsourced, go-live dates had been postponed a number of times, it was one of many simultaneous projects and absence of key man-agement roles led to scepticism and a “wait and see” attitude.RESULTS• Successful use of the two ERP systems by all populations• New way of working adopted without strike or operational downtime• All employees are engaged and were involved in the description and documentation of their own processes• The new way of working is more client-centric & digitizedMobilising for ProgressionIn a Road Assistance and Insurance companyRVICESPRODUCTIONRESEARCHRETAIL7Copyright © 2018 EFESO ConsultingCALL US AT +33 1 53 53 57 00 OR LET US KNOW ABOUT YOUR CHALLENGE VIA INFO.MARKETING@EFESO.COMTokyoStockholmSingaporeSeoulShanghaiSão PauloSaint PetersburgRiyadhParisNew YorkNew DelhiMilanMexico CityLisbonIstanbulGothenburgGalwayCairoBirminghamBuenos AiresBudapestBrusselsBerlinBarcelonaAmsterdamAbu DhabiEFESO Consulting brings more than 35 years’ experience and thought leadership, supporting many of the leading global brands in both mature and emerging markets.EFESO Consulting is a group of over 400 experienced consultants representing 45 nationalities. It operates from 26 offices around the world with a strong presence in Europe, USA, South America, Middle East, Africa and Asia.An international scope and local delivery capability ensures that clients have access to the specialist skills they require whether at national, regional or global levels.Next >