Your Challenges
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Feel Familiar?
“Our team isn’t clear about or energized by our Vision/Strategy.
Our vision and strategy are not clear, compelling or understood by our people.
We want them to lean in and drive change, but they’re not quite clear or invested in the direction they’re meant to push.”
We hear this one a lot. Lorem ipsum dolor sit amet, consectetuer adipiscing elit, sed diam nonummy nibh euismod tincidunt ut laoreet dolore magna.
“Our leaders are stuck in the weeds, competing with each other or standing still.
Our leaders are struggling to align and drive change. Some appear more interested in optimizing for their part than in collaborating to make the whole organization successful, together.”
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Everywhere we look, structure and process are getting in the way. Information is siloed, workflows are bureaucratic and stifling, and cross-team collaboration is challenged. We’ve accumulated significant organizational debt, and the rate of progress in addressing it is slow.”
Super common. Lorem ipsum dolor sit amet, consectetuer adipiscing elit, sed diam nonummy nibh euismod tincidunt ut laoreet dolore magna.
“Our structure and processes are bureaucratic and inflexible.
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“The way we work
is antiquated and holding us back.
We’re not on the same page about how we work. Teams are out-of-sync with each other, playing by different playbooks –and it’s creating a sense of drag. Conflicting mindsets and practices are making cross-functional collaboration hard.”
“Our biggest, most important bets are at-risk.
We’re clear on the work that matters most this year, but not entirely confident we’re going to get there. We’re not organized around these priorities effectively, and the rate of progress is causing concern.”
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“We’re in a constant state of overload.
There’s too much of everything – priorities, crises, meetings, opportunities, conflicts. Our brains feel like they’re slowly being cooked on a frying pan. Who has time to think, let alone change how we work?”
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Change is feeling hard, messy and deflating. A feeling of confusion or resistance is pervasive. Employees are expressing tension towards leadership, and are reluctant to engage in and support change efforts.”
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“Our approach to change is disorganized, turbulent and slow.
Where Most Organizations Get Stuck
“We just need
more training.”
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