http://www.endeavormgmt.com
March 10, 2017 Ishrat Khan

Cultural Transformation

Cultural Transformation

 

Business Change Requires Cultural Transformation

In today’s world, when we recognize that any significant “change” must occur in business, that change requires that employees condition their attitudes, values, beliefs or priorities in such a way as to modify their behavior and as such, the company’s culture. It is insufficient to engineer an organizational change through the creation of new processes, structure or planning initiatives, but most also be accomplished with intentional leadership behavior, leadership actions and employee inputs.

Please view other culture pages:
Cultural Due Diligence
Strategy Alignment & Implementation
Leadership Effectiveness
Organizational & Team Effectiveness

Cultural Transformation is the super-charged process and behavioral methodology that has grown out of industry’s all too often failed attempts at “Change Management”. As we re-engineered organizations and processes in the early 21st century, we discovered that people were not machines or processes and could not be “re-engineered”. As a result, Endeavor works with a myriad of tools focused on creating both the behavioral and attitudinal transformations that are required to achieve optimum performance with any organization. Diagram to frame this concept:

Systemic Organizational Transformation

 

 

Process Overview

The situations to use our approach include creating and implementing new change or transformation to a new strategic or tactical objective such as (but not limited to):

  • Building a culture of Operational Excellence.
  • Integrating newly acquired or merged companies
  • Establishing a Sales Culture.
  • Becoming “Innovative” or “Entrepreneurial” in the organization.
  • Working as truly High Performing Teams.
  • Having a deeply embedded Culture of Safety
  • New Strategy Implementation

Cultural Transformation Progression

All human beings transform into changed states typically go through three stages  of “acceptance” of any change.  Endeavor’s process is meant to help leadership and the staff progress through the stages in a systematic and efficient manner.

The benefits of our approach include:

  • Solving group or organizational dysfunction
  • Creating an intense focus on what can and should be done to achieve success.
  • Defining what the ideal organizational culture looks like for you organization and defining concrete actions steps to achieve that ideal cultural state allowing you to super charge your implementation of any change.

 

Cayce Colley

Cayce Colley Culture Transformation Consultant Cayce Colley specializes in designing and implementing comprehensive talent management solutions. Her experience spans workforce ...
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Michelle Howison

Michelle Howison Senior Advisor Michelle Howison is a national- recognized Workplace Culture Expert who works with organizations to build dynamic ...
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Nancy Benthien

Nancy Benthien Director – Middle East/Europe Nancy designs and implements practical business solutions as companies transform aspects of their culture ...
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Michael Shook

Michael Shook Executive Vice President Michael Shook is an experienced Executive Coach, Leadership Development expert, Team Facilitator, Change Management Consultant, ...
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  • Several proprietary and industry recognized cultural and organizational assessment tools like the SLOCI, Organizational Culture Index, Organizational Environmental Index, Culture Active and others
  • A five phase transformation process which accounts for the people, processes, systems and structure of any organization and is based on a Decision Analysis framework
  • Interpersonal Assessment tools like the Birkman, DISC, MyersBriggs and Hogan, etc. to assist leadership in leading the cultural transformation appropriately.

The Art of Birkman Interpretation

We introduce a creative approach to the interpretation of Birkman Method® reports and then introduce a comprehensive method of Birkman analysis designed for those few, especially difficult, Birkman reports to interpret.

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Game Plan for Changing Culture

While there is a great deal of talk about changing an organization’s culture, there seems to be very little agreement on how to do it. Suffice it to say that many managers talk about the desirability of changing culture but few are willing to bite the bullet and go after a full-fledged culture change. One manager even said that changing a culture is like moving agraveyard; you can’t count on much help from the residents. This paper provides a high- level primer on the subject of culture change and will end with a discussion of the Red Zone principles as they apply to this fuzzy situation.

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Is Your Performance Management System Working?

Without some steering or managing mechanism to ensure that personnel energies are directed to the right ends, an organization cannot be sure of the results that will be delivered over any period of time.  Endeavor Management’s prescriptions on performance management will guide leaders on how to use a proven Contractor Model to achieve business results.

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How and Why to Build High-Performing Teams

In any business, people make the difference. One of the most elusive outcomes is that of creating a high-performing team. Learn how to do it right with this Endeavor Management white paper.

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Developing a Customer Focused Culture with Experience Mapping Workshops

Understanding customer experiences is an important and necessary first step, but many organizations find it challenging to take the next step of imparting what they have learned to others within the organization and developing a rollout plan for improvement. In this paper, we outline prescriptions for using training workshops to motivate employees and define key behaviors. Translating these behaviors is critical for long-term growth.  

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Building a Culture of Patient Safety

The drama that has played out in a Dallas, Texas hospital around patient, staff and public safety in treating the deadly Ebola virus illustrates how critical a healthcare leaders role in preparing their facilities can become. In this paper, we explain how the lack of a Culture of Patient Safety is a leadership challenge that leaders can tackle.  

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Project Execution in Changing Times

Many approaches are being taken to reduce the cost of capital developments; some are being put on an accelerated path to drive short term fixes such as price concessions, headcount reduction, insourcing of expertise, drawn out phasing of work, scope reduction and deferral. Systemic issues, that require investment of time and resources require equal attention and can pay dividends now and become a way toward longer term, sustained business improvement.
One of the oil and gas industry’s systemic issues that requires attention is effective delivery of capital projects.  As various well regarded research has shown, the current performance of megaprojects (>$1billion) has plenty of room for improvement and has not significantly changed over the last decade.


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Michael Shook, Endeavor Management, Executive Vice President





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Red Zone Gameplan for Changing Culture

In this Red Zone Game Plan chapter we will discuss one of the most difficult and least understood of the Red Zone maneuvers. While there is a great deal of talk about changing an organization’s culture, there seems to be very little agreement on how to do it. Suffice it to say that many managers talk about the desirability of changing culture but few are willing to bite the bullet and go after a full‐fledged culture change. One manager even said that changing a culture is like moving a graveyard; you can’t count on much help from the residents. This whitepaper will begin with a high‐level primer on the subject of culture change and will end with a discussion of the Red Zone principles as they apply to this fuzzy situation. Click on the link below to download this white paper.

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Physician Leadership - How Physicians Can Learn to Lead the Rapidly Changing Healthcare Industry

Physician leadership is of great need.  The health care industry is an ever-changing landscape and, now more than ever, physicians are its leaders. One recent change, which many have perceived as a threat, is the Affordable Care Act (ACA). This means physicians must develop the specific leadership skills that enable them to inspire followers, especially in the face of change. To embrace change means to look beyond “the way we’ve always done things.” Instead, leaders must facilitate relationships that encourage confidence and build competence; they must value and encourage learning and process improvement while recognizing contributions in meaningful and creative ways. These skills are often the difference between success and failure in the face of change — and they’re what set great leaders apart. To learn more about the specific skills and programs to empower physician leaders, please read the article on Texas CEO Magazine. For more information about our leadership development capabilities in healthcare, please contact us.

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Healthcare Cultural Transformation

Your culture is an expression of your brand. It is deeply intertwined with the customer experience and can can be a source of strength for growth or it can be a constraint on strategic change. The internal and external perceptions of your culture and can put at stake your company’s very ability to be trusted by its customers at the grassroots level.

This document outlines our capabilities and tools in helping you transform your healthcare culture.

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