Spending 15 years in a very communication-intensive industry led to two major observations.
1) Most Research Is Not Accessible at Scale:
There is lots of fantastic research done by big and small names alike. Since the rise of remote work over the past few years, the concept of leadership was put to the test. And the fields of well-functioning work environments, organizational design and occupational psychology received a strong boost in general interest. Knowledge workers are facing a growing list of demands, from increased workloads to new technologies and communication channels. These demands often leave little room for self-education and professional development, making it difficult for individuals to stay up-to-date with the latest research in their field. Additionally, the pressure to meet deadlines and deliver results can often detract from the motivation to take time out for learning. As a result, many knowledge workers are missing out on valuable insights and strategies that could help them optimize their work processes and improve their overall performance. With the growing limitations of time and motivation among knowledge workers, the responsibility of leadership increases dramatically. As a leader, it becomes crucial to create a work environment that is informed by the latest insights, and that enables employees to perform at their best. So, how to implement such a work environment? How to make it a reality at scale?
2) Shaping a Work Environment While balancing Study and Implementation:
In today's fast-paced work environment, it is difficult to strike the right balance between the need for additional study and the desire to make meaningful impact through implementation. On one hand, gaining a thorough understanding is essential for success. On the other hand, taking too much time to study can result in missed opportunities and lost momentum. So, when do the benefits of implementation outweigh the need for additional study? Especially when creating the work environment for their teams, leaders face an overwhelming amount of topics, concepts and methodologies. With so much information available online and in books, it can be difficult to determine what is relevant and what is not. This information overload can lead to confusion and frustration. The speed at which information is generated and updated makes it difficult for leaders to keep up. They may end up using outdated information, which can be harmful to their teams and organizations. And some information may be theoretical and not applicable in the real world. So, which methodologies do actually work in reality? And how to learn enough, while not wasting precious time?
The Pragmatic Framework in 6 Categories:
During 15 years of leading initiatives, projects, business functions and people, countless tools and methodologies were studied and put to the test.
Some turned out to be ineffective or not implementable. Some have been studied for too long, when the benefits could have been derived much earlier through implementation. And some were implemented imperfectly and improved over time.
The resulting collection of proven tools, methodologies and processes are embedded in this very pragmatic framework. It covers the 6 areas that shape truly irresistible work environmentsto attract and retain top performers while driving measurable success:
Operational Clarity
"My team is overly cautious, why are they not brave enough to move more swiftly?" – CEO, Financial Services
"I want to create more transparency around progress and results, but where do I even start?" – Managing Director, Education & Training
"I feel chained to the office. While my team is trying to do their best, I need to stay involved as they tend to wander off track." – COO, IT Services
Sounds familiar?
Sharing an identity serves as the North Star of an organization. If established, it gives direction and serves as guidance for all decisions downstream.
Defining great identity and strategy concepts is challenging already. And even with existing overarching strategies, they’re oftentimes dismissed as not applicable or even useless in day-to-day operations.
Together, we will translate strategy into operational action, and ensure that it reaches even the smallest parts of your organization. With outstanding clarity and transparency, your organization will be ONE team like never before.
To achieve Operational Clarity, we will work on:
❯❯ Company Identity & Strategy Deployment
❯❯ Customer Value
❯❯ Roles & Jobs, Organizational Design
❯❯ Targets & Objectives
❯❯ Progress & Results
❯❯ ... and more!
Value-Driven Processes
"It's very difficult to share and manage the knowledge we have in the team. At times, we repeat a mistake and onboarding of new staff takes forever." – Managing Director, Retail
"Our market environment is getting much more competitive now. We're trying to save costs, but it’s just not coming down significantly." – Operations Manager, Logistics & Supply Chain
"The more our organization grows, the more complex our processes get. We're administering ourselves, when we should use more of our time to work with our customers!" – CEO, Marketing Agency
Sounds familiar?
A key difference between somewhat successful businesses and truly thriving organizations?
Outstanding processes.
Fully understanding the concept of customer value from a process perspective is the foundation for delivering the best possible customer experience while making the most out of your resources.
It enables long-term success and growth, including advanced methodologies such as organizational knowledge management.
To implement Value-Driven Processes, we will work on:
❯❯ Customer Centricity
❯❯ Lean & Flow
❯❯ Knowledge Management
❯❯ Workload & Time Management
❯❯ Process Design & Process Reality
❯❯ ... and more!
People & Culture
"It has become incredibly difficult to find and attract the right people." – Head of Operations, Logistics & Supply Chain
"Many interpersonal skills become increasingly important. And they're just picked up on the go and over the years - if at all. We need a better way to learn them as an organization." – People Development Manager, Engineering
"For young people entering the workforce now, the priorities are quite different: they want to add value and be valued! It requires a shift in our thinking, throughout the company." – Recruiting Manager, Retail
Sounds familiar?
The people within a company are its greatest asset. It is the people who drive the business forward, who come up with new ideas, and who execute on the company's strategies.
Focusing on people and culture is vital to a company's success as it improves employee productivity and satisfaction, establishes reputation, attracts high-potentials and drives customer satisfaction; which in turn leads to business growth.
To develop your People & Culture, we will work on:
❯❯ Recruiting
❯❯ Diversity
❯❯ Motivation & Belonging
❯❯ Delegation & Empowerment
❯❯ Development & Learning
❯❯ ... and more!
Systems & Technology
"We implemented a new collaboration tool, but everyone is just overwhelmed!" – Operations Manager, Hospitality
"We have tried several project management tools in the past year, but none of them lets us gain actual traction." – Business Owner, Industrial Automation
"Many of my co-workers can't keep up with all this quirky new tech. And they feel increasingly excluded." – General Manager, Logistics & Supply Chain
Sounds familiar?
Following the logic of great processes, the selection of the right systems and technology is essential to successful collaboration.
In day-to-day operations, it determines how easily team members can communicate, access & share information, coordinate tasks and how effectively they can work together.
The right technological environment can enable seamless connectedness and great collaboration. A massive opportunity which is often underrated. The wrong tools on the other hand can create barriers to collaboration and seriously harm your communication, innovation and business overall.
To implement the right Systems & Technology, we will work on:
❯❯ Systems Selection
❯❯ Communication Systems
❯❯ Task Transparency
❯❯ Information Management
❯❯ ... and more!
Remote & Hybrid Teams
"My staff is unhappy. After the pandemic emergency operations and lockdowns, they now have to be back at the office for a number of days." – CEO, Data Analytics Services
"After seeing all these pandemic rules and regulations come and go quickly, we're now drowning in a sea of fractional policies. We urgently need to organize and build a cohesive and clear work environment." – VP Supply Chain, Manufacturing
"We'd like to give remote working a chance, but our processes simply don't function remotely!" – Managing Director, Financial Services
Sounds familiar?
Remote and hybrid teams have existed for many years. But only during the pandemic years we saw them at scale. And different companies had very different experiences.
For some parts of the labor market, hybrid working has become a market requirement. Employees expect to retain their increased flexibility.
Independently, remote and hybrid setups represent a massive business opportunity. They can e.g. lower operational risk and geographic dependency, while accessing much bigger workforce pools and expertise.
Like you'd set up a factory differently from an office, remote and hybrid teams require a different environment to function well – and even outperform traditional teams in many cases.
To make your Remote & Hybrid Teams successful, we will work on:
❯❯ Truly Asynchronous Processes & Communication
❯❯ Balancing Risk & Opportunity
❯❯ Remote Performance Management
❯❯ Information Security
❯❯ Health & Safety
❯❯ ... and more!
Engaging Communication
"I have the feeling I’m constantly running after people, while drowning in E-Mails myself." – Managing Partner, HR Services
"Top-down communication is ok, but I don't get any input from my organization. Why is there no feedback?" – Managing Partner, Financial Services
"There is a massive project we’ll go through and I don’t want to loose my best people on the way. What's a great approach to manage this change?" – General Manager, Event Management Services
Sounds familiar?
Communication is an obvious priority in many organizations. And it is among the most often criticized elements of a work environment.
Engaging communication is the means by which great operational business concepts come to life.
It helps to ensure that all employees are informed and aligned with the company's goals and objectives. It can lead to improved productivity, better decision-making, and increased employee satisfaction and retention.
Additionally, effective internal communication helps to prevent and resolve conflicts, which can be costly and disruptive to a company's operations. It helps to foster a culture of trust and transparency, which is crucial for building and maintaining strong relationships with customers, partners, and other stakeholders.
To establish Engaging Communication, we will work on:
❯❯ Channels & Styles
❯❯ Change Management
❯❯ Feedback & Loops
❯❯ Conflicts & Escalation
❯❯ Inclusion
❯❯ ... and more!