Organizational Development & Talent Management
Despite effective systems, leadership best practices, performance management succession planning, cultural dysfunctions still emerge, much to the frustration of leaders and human resource professionals who are working and investing their time and energy that they do not. Even fast‐growing and profitable companies are not immune.
A dysfunctional culture will eventually lead to declining performance and productivity. The larger the organization, the more susceptible it is to the breakdown of communication, to the emergence of management silos and to misalignment. As a result, employees, including leaders, can experience a loss of meaning and purpose, a loss of a sense of their own value, or feelings of helplessness and futility. feelings needs in a constructive fashion, they will behavior, resistance, power struggles absenteeism. Rather than thriving at work – connecting emotionally, investing their energy, and drawing on their intrinsic motivation — employees begin surviving bare minimum.
Maximize the Potential of Your Talent
By incorporating the Striving Styles into your organizational development programs, you will:
- Quickly move leaders from “knowing” to“doing”
- Eliminate dysfunction and power struggles in teams and across functions
- Shift organizational culture, including employee habits of mind
- Minimize resistance to change and increase of adoption
- Build teams and organizational culture
- Foster high levels of employee engagement and career satisfaction
- Select, promote and retain the right talent for your business
- Maximize leader, team, employee and entrepreneurial potential
Top 7 warning signs that organizational dysfunction exists:
- Discussion & disagreement is stifled
- A leader’s behavior is aggressive, withdrawing, devaluing, grandiose, or passive.
- Ongoing conflicts, recurring issues, and ‘elephants in the room’.
- Employee silos, excessive competitiveness, and lack of collaboration.
- Resistance, complaining & negativity.
- Excessive fear, blaming, and adaptive behavior.
- Increasing absenteeism, stress leave, or turnover.
We offer a unique lens for managing talent and developing organizational effectiveness based on the latest findings in neuroscience, emotional intelligence personality type. Our brain-based approach to development shows employees and leaders how to leverage their full brain while harnessing their emotions to bring about sustainable development and behavioral change.
- Leadership Development & Coaching
- Team Dynamics & Performance
- Employee Engagement & Development
- Leveraging Personality & the Brain
- Career Planning, Learning & Competencies
- Organizational Culture & Change
- Personal Growth & Relationship Effectiveness