Business & Leadership Insights
Our latest thinking on the issues that matter most in organisations.
The net result of technological change for all organisations is a greater requirement for strategic planning. All of us must continually ask the question "What do we have to do now to attain our objective tomorrow?" Through this process we can anticipate changes, including those brought about by technology, evaluate the various alternatives available to us to cope with those changes, and be prepared for the future as it arrives.
A high-performance culture is a set of values, beliefs and behaviors that enable an organisation to achieve excellent results and a high level of growth.
High-performance cultures establish effective performance processes and prioritise them at all levels of the organisation, creating a working environment most conducive to growth. By expressing your company culture through your people processes, HR departments can consistently achieve excellent and support employees on their professional journeys.
Structural changes are changes made to the organisation’s structure that might stem from internal or external factors and typically affect how the company is run. Structural changes include major shifts in the management hierarchy, team organisation, the responsibilities attributed to different departments, the chain of command, job structure, and administrative procedures.
People don’t change for policies or procedures, and they don’t change because they read a brochure. Rather, people change for other people—for each other or for themselves. This key insight is now shaping successful change management efforts, a concerted push toward a more people-centric inclusive model of change—a democratisation of what has previously been conceived as primarily a top-down process.
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