Teams don’t change
We partner with leaders on individual journeys to identify:
where they want to go
why it matters
the new individual habits it will take to get there,
to optimise their performance and the organization’s success
Teams & organisations have culture. Leaders have habits.
Leaders live in the tension between where they are today, where they want to go, and what it will take from them to get there. For most leaders, the challenge is not in “the knowing” what to do, but translating that knowledge into action – ie. overcoming the ‘knowing versus doing gap’.
We partner with leaders, taking time away from “the urgent” to focus on “the important” – their ‘why’ and personal & professional vision. We then journey with leaders to identify and embed the new habits they identify as necessary to enable their success.
Transition from excellent scorekeepers to trusted business partners – CFO & Finance Department (20,000+) Corporate
Following the Financial Service Royal Commission, our partner accelerated substantive change to the strategy, operations and culture for its 7000 people. This included taWe partnered with a newly appointed CFO to amplify their impact, and uplift their Finance Leadership Team from “excellent scorekeepers” to “trusted business partners.” This involved work with the CFO, Finance Leadership Team and Top 40 Finance Leaders, identifying a compelling vision for how they enable competitive advantage in the organisation and their pathway to deliver on it.
This Team Journey of Change was informed by insights gathered from the stakeholders they serve. Once the outcomes were identified, we supported the Function to embed the desired change through individual habit change, supported by peer-to-peer co-learning and accountability. When the leadership ambition of “trusted business partners” began to be experienced by their external stakeholders, we supported the Leadership Team to identify the next ‘uplift’ for the function – from “trusted business partners” to a “globally benchmarked, world-class finance team”. The journey continues!he appointment of a new leader and Executive Team.
Our work was initially with the leader, helping them identify their vision for the role and legacy they want to leave in the organisation, the recalibrations they need in their team, and how they would optimise their own leadership for this new assignment.
What followed was partnering with the senior team, and top 200 leaders to implement the new strategic direction and embedding of a revitalised culture.