What is at stake?
As Stratejico., we strongly believe that the organizational culture eats strategy for breakfast. Organizations may need a radical behavioral change in parallel with a strategy change because a new strategy -as a pattern in a stream of decisions- stands for new activities. 70% of the change programs implemented in the companies fail, because change requires the adaptation of the perceptions, behaviors, corporate culture and values. If the strategy is being executed without the support of any change management program, your company may also an additional example of this failure sample. Companies strive to stay ahead of the curve under rapidly changing circumstances. This is easier said than done. Change is the key for companies’ sustainable success in the competitive global market.
What do we promise?
Organizational transformation is an ongoing process. It is not a definite period, but more about making organizational structure more agile. Culture stands in the way of transformation. It is crucial to involve and convince people to take action, and changing the cultural characteristics in the face of new challenges. Within this scope, we promise a sustainable change management for our clients.
StratejiCo.'s proprietary and award-winning change and engagement model enables businesses to analyze root causes of the existing problems. Our approach helps our clients make their decisions based on actionable knowledge. Our change management approach helps to minimize the potential conflicts and obstacles against the change. In this scope, businesses could shape itself in a more adaptive way in an environment changes happen frequently.
How do we help?
We help our clients properly and professionally manage the coming changes. In this scope, we transform the “change” into a much more participative and inclusive process via which employers, managers, employees or stakeholders become the architects of their change process. As in other services, we apply our 5 step approach to manage the change. We listen opinions and concerns, we align the information and suggestions with the leadership view; then we are starting to engage people into the process, afterwards, we enable stakeholder to commit themselves in the credited change; and finally we make the process real and effective by enabling them to act with the projected plans and mechanisms.