The key elements of the "in the past, not necessarily can achieve the success of the future" is a warnings by corporate leaders make up at night, especially in the case of business transformation.And organizational transformation from the positive point of view to face to solve this problem: on the basis of recognition in the past success, it is time to consider in a different way to lead the team and accept the leadership of others.
We believe that any successful transformation is a leadership challenge.We closely cooperate with you, from different perspectives to explore organizational transformation.Standing in the perspective of leadership to examine organizational transformation, we can for your company's collective mentality and culture impact.Transformation at the end of the day, need is a willingness and ability to do innovation the drudgery of the group, we think it all started with leadership.
Digital cannot alone, complexity and uncertainty of different technology and process to solve, although technology and process also belong to one solution.This requires brainstorming, exploration experiment fail (sometimes) and coordination in the organization at all levels of different ways.This is the transformation of the real challenge: how to establish a new collective mentality and mobilize example, transformation and become a "new normal" let everything.
The core of the transformation is around the individual, team and show leadership in the management of collective action.Egon zehnder创立了一整套诊察工具和咨询方法，以对整个组织发挥系统性的影响力。我们的变革型领导力诊察工具让我们可以判明实际挑战有多大的改造作用 、以及怎样最妥善地规划和安排发展历程。而我们与Linda Hill（大规模创新领域的顶尖专家）联合创立的创新商数诊察工具(IQ)，可揭示企业组织的创新意愿和能力，并评估其组织设计和协作模式。
With your company in the "concentric circles" executive group (former CEO as the core to the 300 executives) collaboration, we develop key elements of the transformation process, together with you to quickly exert significant influence.When a new process to complete difficult task is strongly associated with the business, organization mentality began to change.Once organizations recognize that is not only change the "what", and "how" to achieve change, "why" to be changed, then began to speed up the transformation of momentum.
Our ongoing dialogue with global leaders of the changes that we can build related tools and consulting team to open the new transformation process.We give full play to the cooperation of each leader's personal traits and the potential of enterprise organization, to release the transformational power.At the same time, we in mature leadership development on the basis of consulting business, help leaders develop model for real change.
Also, we jointly create transition process with customers, also let us in a unique way to inspect the transformation of top executives demand.We help each big enterprise's board of directors and nominating committee to determine those with suitable for the enterprise future challenge the complete set to the CEO of the candidate.We has been formed unique CEO succession consulting business.
For senior management team, we have developed specific diagnostic tools and work form, by consensus and build trust to help its full potential.Based on our team performance diagnosis framework, we design and facilitate team off-job training and guidance for continuous work.
We are convinced that organizational development is the realization of the key elements of any transformation.Organization design must be consistent with corporate strategy, and become a source of competitive advantage.The appropriate organizational design can promote enterprise and team collaboration, agile strain of executives and business growth.Also the key factors include organizational governance structure, decision-making process and incentive scheme design.
