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Leadership & Change Management

HUMAN DYNAMICS TO MAKE THE DIFFERENCE


Applying Human Dynamics through Change Leadership / Change management to every day organizational variations is all about finding the most efficient and effective way to steer people’s current mind-set and behavior towards the desired mind-set and behavior.

The role of leadership is to make sure that people really understand the reason for the change, the strategy that drives it and how they can contribute to the realisation of that strategy at every level. People want to do a better job, so leadership should concentrate on creating the space to excel.

At EFESO we have a deep understanding of business essentials, as well as having human dynamics insight into the different populations. This is backed up by years of research and is based on our experience of a multitude of projects and client situations. 
 
This understanding is particularly relevant in these times of continued disruption; where automation and digitalisation are heavily impacting all processes, regulations are having an increased influence and the market place is heading the pressure to go-to-market faster. Last but not least, new players are jumping in with focused services / apps attacking traditional business models.

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WHAT'S NEW ABOUT CHANGE


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FOCUS AREAS FOR LEADERSHIP / CHANGE MANAGEMENT


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.

EFESO fully understands these challenges and partners with you to make the progression sustainable.

  • We help companies to define their desired culture and set-up a pragmatic progression plan to achieve rapid and sustainable results, fundamentally changing the way people do things

    Do you recognise your challenges? 

    • 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 or for a specific plant/department that is not delivering the expected results?
    • We have just spent a large amount of money training our people to support the change we require: 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?

    Changing your culture means you are aiming for different repeated behaviors.

    We coach and support you in taking the right steps along this journey.


    The progression path to Human Dynamics Excellence

    01

    Give a sense of direction to the change through a compelling storyline

    02

    Define the High Impact Moments

    03

    Co-create appropriate operational practices

    04

    Anchor these practices by monitoring progression, both on business results and capabilities

    05

    Embed into the transformation projects the required standard behaviours

    06

    Create materials and visuals that are able to represent the new culture


     

  • In tandem with our client we pay special attention to the co-creation and subsequent execution of the Change Roadmap

    Do you recognise your challenges?

    • 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 ways of working taking into account the differences between populations?

    Mobilising your people means encouraging them to adopt and anchor the required behaviors to sustain the transformation.

    Using this Change Roadmap clients can be assured that they will have a smooth transition and successful anchoring of new processes, of new practices and of the asso­ciated mind-set shift by all target populations. We leverage existing client knowledge and experience where possible and also combine EFESO insights on target populations with academic research on behavioral psychology mechanisms.  


    The guiding principles of the Change Road Map

    01

    Start from the reality of the field, understanding what drives populations

    02

    Create a coherent and compelling storyline to activate populations towards the desired change

    03

    Build an integrated hard and soft roadmap around those moments where people decide, or not, to adopt change (Moments of Truth), taking into account the entire project landscape

    04

    Respect the fact that change always goes through the line organisation if it is to be successful

    05

    Develop and deploy the road map based on a very participative approach into the transformation projects the required standard behaviours

    06

    Monitor adoption and adjust when and if needed


     

  • Our customised Leadership Progression solutions are created through a collaborative design process aimed at strengthening your leadership to boost your business results

    Do you recognise your challenges?

    • Do I have the appropriate leadership to get my company through these turbulent times?
    • Do my leaders have transformational leadership skills?
    • Are they able to motivate their workforce?
    • Are they able to grow the skills of their workforce? 

    Developing lead­ership, from team leaders to executive teams, strongly contributes to the success of achieving transforma­tional change and developing high performing environments that focus on progression.

    We have defined three phas­es:to build the leadership program, to implement and then to anchor the selected leadership practices and behaviors. 


    The guiding principles of Leading Progression

    01

    Align upfront on target behavior and practices

    02

    Isolate those moments where leaders can inspire an employee to adopt the right behaviors (High Impact Moments) and use the opportunity for targeting practices and behaviors to develop leaders in a focused way

    03

    Custom make a carefully crafted progression journey, supported by innovative methods and tools

    04

    Create ownership by involving leaders in determining their own progression ambition and growth path

    05

    Measure progress, by setting up a leadership behavior management system

    06

    Leverage scientific based insights and IP to increase impact


     

  • With Performance behavior we establish and stabillise the right behaviors and boost the impact of teams on business results

    Do you recognise your challenges?

    • How can I boost the performance of my teams in the short term in a fast and sustainable manner?
    • How can I develop behavior in a practical and sustainable way?
    • How can we measure the contribution of behavior on performance?

    Performance Behavior is an approach focused on people and their motiva­tion, that evokes and reinforces behavior development for excellent perfor­mance, 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 that drives desired performance  

    01

    Breakdown organizational targets into specific activities, to create insight into personal influence on overall targets

    02

    Build the right environment that supports the desired behavior

    03

    Develop the steering and supporting role of leadership during High Impact Moments, so the manager will lead the desired behavior

    04

    Support the development of the desired behavior through coaching and real-time facilitation, whilst continuously measuring the effect on employee motivation and engagement

    05

    Achieve clear and crucial improvements to which people can contribute and can share in the success


     

  • We engage and measure your people and help you manage the engagement process

    Do you recognise your challenges? 

    • 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?

    It is important to understand what is happening in your company and how to address certain situations based on factual information. That's why EFESO has developed an “Adoption Model” which is able to measure and monitor engagement and adoption for populations involved in change programs. Using the EFESO 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.


    The steps for Engagement Measurement

    01

    Set the stage with key decision makers

    02

    Make practical arrangements for the survey

    03

    Launch the survey and start the analysis process

    04

    Share results with managers and discuss in detail what the results mean and how to respond (if needed)

    05

    Share results with the audience surveyed

    06

    Announce and implement actions that arise from the survey. Repeat measurements to be able to see evolution


     

Want to know more about our tooling?

Watch the Digital PCS video


YOUR INTERNATIONAL PARTNER FOR CHANGE


  • Marcia De Troyer

    Marcia De Troyer

    EFESO Belgium Marcia De Troyer, Vice President, has a master in organization psychology and an MBA in marketing. She has a solid Read More
  • Neil Webers

    Neil Webers

    EFESO Group Neil is founder of the Performance behaviour approach and author of the book ‘Performance behaviour’, published in 2010. He has Read More
  • Rajinder Singh

    Rajinder Singh

    EFESO India Rajinder Singh is the Chief Mentor & Country Head of EFESO Consulting in India. Over the past 32 years he Read More
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Our leading people that partner with our clients to help them navigate business issues and achieve high value improvements.

DELIVERING TANGIBLE RESULTS


Recent proof of how we partner with our clients to help them navigate business issues and achieve high value improvements.

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Want to read more?

Download our perspective on Human Dynamics