Development of Engagement and Accountability
What is the aim of all leaders? And what do all employees want? Accountability!
To develop and promote the Engagement and the Organizational Climate, we develop the Leadership skills of the heads of department, and we develop the Accountability of all employees.
For us to achieve that, we use the methodologies of Partners In Leadership, as a globally recognized company in the development of Accountability.
At the same time and with all employees, including the Administration, we follow the “Accountability Builder” process. As for all Managers, we follow the "Leadership Builder" process.
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Cultural and Organizational Change
Define the Culture you want, or in other words, the way of thinking of your employees, to achieve the results you need. And then, speed up the change.
According to Partners In Leadership, moving to a culture of accountability is the fastest and most efficient way to achieve it. Lead Culture™ is a powerful change management process designed to shape and transform the culture of an organization.
This intervention consists of a set of actions that facilitate the management of change in an effective and meaningful way, which involves not only the leaders, but also all employees.
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Organizational Diagnostics
Through the Bright Organizational Scan, determine your Organization's Pain Points in six dimensions: Strategy, Governance, Organizational Structure, Processes, People and Leadership; and define the Transformation Plan that allows you to close the identified gaps and achieve the desired results.
Find out through a Climate Diagnosis what motivates and keeps your employees happy in order to act on critical points and boost levels of organizational happiness, as Employees are the key piece of any Organization.
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Transformation and Organizational Effectiveness
The organizational structure is crucial to the success of Organizations. It conditions the implementation of the organizational strategy, facilitates or makes it difficult to adapt to changes in the context, and influences the degree of operational agility and effectiveness.
Defining an adequate organizational structure is therefore of the utmost importance. It is not enough to think about the design of an organization chart. In order to find the most appropriate structure for each Organization, it is essential to understand the organizational strategy, purpose and culture, (re) think the value chain and the key business processes, as well as to know the functioning of the entire organization.
The dimensioning of the structure, together with an adequate redefinition of roles and responsibilities and optimization of processes, also appear to be central to organizational success.
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