Rss Feed Tweeter button Facebook button Linkedin button Youtube button

Leadership Transitions

LeadershipTransitionRegardless of whether a new leadership assignment is a move within an organization or requires joining a new organization, there is much to learn and much to do to become effective in that new leadership role.

The time that leaders are given to make their impact and align their people around a common direction can be exceedingly short!

Engineering new leader success is a real challenge that is best NOT left to “chance”!

<

Typically, a leader taking on a new role receives business insights from a good look at the business books, yes, but also from key conversations with a variety of key business stakeholders.

<

Stakeholders may include board members, other company leaders, employees, customers, competitors, and other industry experts.

<

The most critical stakeholders for a new leader to understand and engage will likely be the very people whose efforts and expertise our new leader must now quickly lead to advantage in new ways building upon old strengths!

<

To maximize success, we are able to provide answers to two important procedural questions that are best addressed as effectively and as quickly as possible, without leaving to simply “chance”:

<

Question #1 = How do we constructively and quickly engage our new leader with our present company leaders to maximize our new leader’s on-boarding success?

<

Question #2 = How do we empower our new leader to quickly obtain a well-rounded, unbiased and accurate view of our company in relation to company performance that includes not only our present management’s (and perhaps other industry leaders’) perspectives, but also accurate perspectives of those in our own company who are closest to our company’s day-to-day work — from our company’s workforce — side-to-side and bottom-to-top?

<

Our Answer to Question #1:

DenCultureSnapshotLogoThe Culture Snapshot creates an early opportunity for a new leader to rapidly understand the performance climate in their operation. It also identifies how well they understand the impact of performance challenges, and helps the new leader target the right actions.

<

Our Answer to Question #2:

Our use of the Denison culture model and tools offers you a quick and robust solution for quickly obtaining broad-based employee feedback regarding the current strength of your operations across key dimensions linked to your company’s performance.

<

The data and insights gathered allow you to develop focused and informed strategies for maximizing the efforts of your workforce, while addressing deficiencies that could derail your strategic objectives.

DenisonLeadershipTransitions

<

Today, through Business Culture Solutions LLC, you may make constructive use of the entire suite of Denison  Leadership Transition Solutions to:

<

•  Understand the needs of your workforce in order to understand how to constructively engage and align your workforce more quickly and effectively.

<

•  Understand your employees’ perspectives. Your employees are the people who ‘live and breathe’ your company’s culture every day!  They offer you a critical perspective regarding the current strengths and weaknesses of your organization.

<

•  Make the most of your first 90 days!  Leaders now have much less time to dedicate to ‘assessing’ their situation and must move quickly to setting priorities and taking action.

<

Denison Logo > Visit websiteYou can learn more about the Denison Advantage through Business Culture Solutions LLC by clicking here.

You are welcome discuss these methods and tools with us as applied to your situation.  You may inquire privately by telephone at 330-472-2559 or by e-mail to obtain a free telephone consult.

<

You may also check out our no-obligation initial Culture Discovery Conversation to learn how to begin in earnest.

<

If you would like to submit a question or comment to our Business Culture Solutions blog, please do!  Perhaps one or more members of our on-line community will choose to respond!

<