About Us
Our success is based on three fundamental beliefs about why organizations underperform:
Leaders often are unaware
of the root causes
of why things aren’t getting
done.
In our experience, senior leadership often lacks what we call organizational self-awareness. Organizational Self-awareness™ is a comprehensive understanding and recognition of how an organization’s actual operational culture aligns with its intended
goals, values, and strategic objectives. It involves a clear and accurate perception of the organization’s inner workings, encompassing the actions, beliefs, and behaviors of its workforce. Our approach helps leaders become aware of your organization’s true state, rather than relying on assumptions or superficial indicators.
Most change initiatives are based on benchmarking what other companies do.
Benchmarking others in your industry can be quite helpful in setting your strategy. However, how you influence and align your people, so they effectively implement your strategy, needs to be based on your unique organizational DNA. You need to know how
your people perceive how they are expected to execute your strategy. How do you differentiate yourself from your competitors if you copy them? You need to understand your DNA before you can know what to alter and what to keep. Otherwise, you will get what everyone else get—a 75% chance your change initiative will fail. The insights we provide are based on your unique organizational DNA.
Most companies monitor trailing, not current, leading indicators of performance.
Because most companies are not aware of the unique root causes of their poor performance, they fail to monitor the right things. Because we monitor root causes every six months, we not only help you take proactive steps to improve performance,
but also help you adjust to changing competitive and internal dynamics. Just like competitive dynamics constantly change, so does your organizational DNA—the way people are behaving and working. Even if the actions you took six months ago were successful, that means your organizational DNA has changed and you need to adjust to a new set of dynamics. Change is a continual process of measuring and readjusting.