It's all about people success
Educated senior leadership of regional bank on how mobile work enables organizations, cross industry, to improve performance and reduce costs. Conducted internal assessment, external assessment across financial institutions, produced and delivered summary report identifying participating company findings with comparison with company’s data and implications.
Senior leadership resistance
Losing ground on talent
Addressed challenge faced by global consulting organization to attract and retain top talent and be on par with its professional service industry competitors. Organization realized criticality of enhancing its flexible working program as a core strategy. Provided culture change support in the form of knowledge transfer, stakeholder alignment, organizational readiness, and preparation of business case rationale for needed senior management buy-in and to provide context for rollout of flexible working to pilot group. Pilot consisted of providing access to a suite of flexible work tools and configured content designed to meet enterprise and division requirements.
No people readiness plan
Developed enterprise policies/guidelines, one-stop flex working hub and eligibility requirements to help company meet a 30% mobility rate target driven by a significant reduction in physical footprint. FlexPaths put together a plan of action. Work included establishing internal operating committees, creating necessary alignments, and launching change management efforts.
Lack of people preparedness
Responded to need by an S&P 500 global technology company to transition employees into agile work environments as a result of consolidating its headquarters. Work consisted of developing a comprehensive provisioning benchmark study as well as developing and delivering an agile work training curriculum to ensure employees and leaders evolve into this new work model. The provisioning work helped inform and confirm key decisions; the training was aligned with updated leader and employee competencies and communications to encourage initiative sustenance and cultural embracement.
Insurance Agency of the Future #insagency2020
Transitioning insurance agency to open space plan
Responded to need to transition a top performing traditional agency workspace into a more contemporary, open office concept. Ensure that the transition process was: properly communicated and staged; key support was put in place; cultural and tenured advisor considerations were addressed. As a result, a plan was put in place to help leaders and advisors prepare and navigate through the change.
Culture absent from planning
Responded to home office distribution desire to broaden strategic planning process to include work culture. Developed customized framework to facilitate discussions with field leadership to evaluate recruitment, onboarding and retention practices with focus on work culture, inclusion and work environment. Framework being used throughout the year to have more transparent discussions to pinpoint gaps and recommend needed support and resources.