MISSION: Develop an aligned organizational delivery system that produces strategic fit with strategy, governance, leadership, talent, processes, and culture.
In a world where the only certainty is the increasing pace of change, senior leaders must constantly reevaluate their organization to ensure strategic fit. If you want to grow in emerging markets, do you have the right leaders to lead in those markets? Do you have the right global structure to accelerate decision making across regions and product lines? Do you have the right talent needed to innovate? Will your business culture accelerate your objectives, or detract from them? Superior results are by design.
Once the senior team has a shared vision of the capabilities needed to win, a transition plan is necessary to achieve results. In 2010, HBR indicated that only 37% of executives say their companies are ‘very good or excellent’ at strategy execution. What is the number #1 obstacle? A study by Wharton and Gartner (2003) believe it is “managing change well.”
Our approach to strategy execution is based on the intersection of contemporary strategic planning, organizational effectiveness, and change management linked to our client’s vision.
WHY INVEST IN A CAPABILITY DEVELOPMENT PLAN?
- Improve confidence that current or alternative business strategies will be successful
- Elevate critical capabilities through an aligned organizational delivery system (strategy, governance, leadership, talent, processes and culture)
- Learn how capabilities need to evolve, and what new capabilities are needed to add value in the future
- Develop a transition plan to close critical performance gaps and execute strategic alternatives
VALUE DELIVERED BY ALEX REIDY & COMPANY
GAIN BUY-IN ON TARGETED CAPABILITY INVESTMENTS
Facilitate extended leadership team validation sessions to gather feedback on capabilities required for success
Incorporate team feedback on barriers to successful strategy execution
PRIORITIZE CHANGE EFFORTS
Prioritize change efforts needed to align governance, leadership, talent, processes, and culture to obtain strategic fit with the CEO change agenda and vision
Remove barriers and blockers to strategy execution
DEVELOP AN INTEGRATED CHANGE PLAN
Leverage an integrated change and communications roadmap to accelerate the speed of change
Build engagement with dynamic communications and stakeholder feedback mechanisms
Launch transition teams to close performance gaps and develop targeted capabilities
Measure progress against change objectives