In the decades ahead, our society will transform into a new order in which the power relations as we know them will have been radically altered. This is not a pipedream, but the inescapable outcome of the big transition underway. All social sectors that failed to put people center-stage are running up against their limits (Prof. Dr. Ir. Jan Rotmans).
Transformation develops intermittently, rather than in a linear trend. They sometimes move forward rapidly and sometimes slowly; they comprise long periods of balance disrupted by short periods of chaos in which the system is shaken.
Sooner or later, every organization will experience a transition. The question you have to ask is: “Will it be by force or self-organized”?
The purpose of an organization is to make profit. How this is done depends on the employees, the people in charge and what their values are. Also, if you look at what or better at who is the most valuable to the organization it is the people, the employees. Your organization is as good as your employees are. From work floor to the top.
Leadership is no longer only the responsibility of the management but of everybody in de organization. The organization should be structured the way that everyone has the freedom to show leadership. This is of course within the frame of the organization where everyone is familiar with the purpose of the organization and is acting in accordance with the purpose.
Successful transformations require a rigorous, holistic approach. It also means to do the right things at the right time.
Transformation of an organization from one stadium to the other will always come with “growth pain”. Some areas will be easy, and others will go with a struggle. Transformation also means to say goodbye and to say hello. It is also a matter of learning and training. You cannot force it, you work with people and as it is with people, they are unpredictable. But as it is with the caterpillar, it will become the butterfly…
Goals and Commitment: Executives create alignment and transparency around the vision and goals.
Baseline and Target: After establishing a clear picture of how the organization is now and what it will become in the future, the broader leadership team makes a transformation plan for employees and other stakeholders.
Solution and Capability Development: Leaders create detailed business initiatives (introduction of new processes, systems and operating models), pinpoint the changes that need to be made across the business, and identify new capabilities that will be required for a successful implementation.
Implementation and Sustained Improvement. Frontline leaders and teams execute solutions and promote new behaviors to support the right outcomes.
During the transformation the involvement of employees and a meaningful multiway communication are key. This is essential in order to capture employees’ perspectives during the change.
About the consultant Peter Henssen
In the early stage of a transformation things seem to be unmovable no matter how hard you try. This s where you need external (and presumably objective) advice and access to the consultants’ specialized expertise.
As a management consultant I focus on helping management of organizations to improve overall performance and operations. I do this by solving problems and finding new and better ways of doing things. CEO’s come to me to ask for help to solve their most critical challenges and to make their most important decisions.
My specialty is creating organization structures which are simple and have as minimal hierarchic levels as possible. The organizational structure will be based on the principles of empowering people to their maximum performance and that they are taking responsibility including the best leadership / management qualities to achieve greatness in a human way. A high performing organization will be developed.
It is never an easy walk. There are decisions to be made for the better but still this will not always be easy. People will go, new people will come but I help you and everybody involved during success and struggles.
Trust in your consultant is essential for the process. That is why we starts with a free intake. During the intake, the most suitable traject is determined. We both agree on whether we want to continue and what we wish to accomplish together. After the intake a quotation will be made. The investment depends on the necessary traject which needs to be executed.
Our partnership will be based on the values of the Leadership2impact Academy:
Added Value: Everything we do has to add value to your company and to us. We both have to become better.
Care: We take care of the people we work with and for.
Leadership: We show leadership in everything we do and take our responsibly for our actions.
Trust: Our partnership is based on trust. We say what we do and do what we say.
Plan: There is always a plan how we manage what we do.
Please fill out this form or contact us for more information.
We welcomed Peter as an interim for several months. Besides managing ongoing business, he led a transition project where we (re)focussed on core business and restructured the organization (in process). His key capabilities are: quick analysis of issues, both on personal as organizational level and a structured approach and ability to listen. I strongly recommend Peter.
CEO - Cosmo Hospitality
Peter has greatly supported our team in establishing a focus within our company. In addition, he provided us with practical tools so that we can work together better and more efficiently. It is extremely valuable and our team has never been stronger than it is now. What I appreciate about Peter is that he keeps us managing and that he is not doing things himself. What we have learned in his training became really is 'ours' and this is a huge advantage for achieving success.
Isabelle van Aarle
Director Business Development - Cosmo Hospitality