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In this article, Tineke A. Keesmaat shares the results from a series of roundtable discussions on reimagining organizations post COVID-19. 

 

“TILTCO held a series of roundtable discussions in January and February 2021. Attended by business leaders, consultants, academics and experts, the discussions gathered insights and practical ideas to help leaders reimagine their organizations as we emerge from the Covid-19 pandemic. 

The pandemic has turbo charged the move to new ways of working. Hybrid work environments – that is, where there is a mix of in person and remote work happening – were once a theoretical idea that has become a reality. Now, leaders are asking how they can unlock the full potential of the model.  

Our third TILTCO Roundtable focused on building a strong organizational culture in hybrid. Participants offered three key takeaways that are explored below. First, it’s a unique time to re-imagine – with purpose – what type of organization you want to create for your team. Second, leaders need to resist the temptation to simply “virtualize” structures and ways of working from their legacy organization. And, finally, leaders need to start by asking if they are personally ready to make hybrid work.” 

 

Key points include:

  • Recreating the organization
  • Day-to-day team practices
  • Virtualizing in-office structures

 

Read the full article, Hybrid: A Leader’s Opportunity to Re-imagine Culture, on LinkedIn.

 

 

In this podcast,Tineke Keesmaat interviews Dr. Elsbeth Johnson who shares her ground-breaking research on how leaders and managers can achieve successful strategic change in their organizations. 

Big, strategic change efforts often fail. Virtually all of them are harder than they need to be. Why is this and what can leaders do to make change stick? 

Leaders must learn to step up in the early stages of an organizational change, and then step back in its later stages. This combination sets up the managers and teams for success when delivering the change.  

Strategic change isn’t a Hollywood film. It’s not fast, dramatic or easy. Instead, it’s about doing the “non-glam” work of putting in place the right elements to set managers and teams up for success.  

A leader’s charisma is not enough to sustain long-term change. While charisma can play an important role – particularly at the start of a change program, too much of it for too long can breed dependency in managers and teams that will inhibit true transformations.   

In the context of Covid-19, leaders may need to focus more on operations and execution in the near term. But, they also need to do more to provide clarity and to align their teams around their vision and priorities.

 

Key points include:

  • Stepping up and stepping back
  • Sustaining long-term change
  • Aligning teams around vision and priorities

 

Listen to the podcast, A New Approach For Leaders To Deliver Successful Strategic Change, on Tiltco.ca. 

 

 

Remote onboarding presents a few new challenges; luckily, Tineke Keesmaat shares an article that offers seven ideas to help leaders transition to a new role. 

Leaders transitioning into a new role bring with them fresh ideas and great energy. They want to hit the ground running and make their mark. But, many leaders are wondering how can they do so in the context of today’s workplace? 

As the pandemic continues, so too, will our need to work remotely. Leaders are also joining teams where its members are grappling with tremendous uncertainty, and a wide range of unique and highly personal experiences. A recent report found that 2 in 5 Canadian workers say their mental health is worse than before the pandemic. Adding to this a recent McKinsey & Company report suggests 25% of women are considering downshifting their work commitments or even leaving their company altogether. Similar studies are popping up across the globe.  

There’s good news. Much of the great thinking around good leadership transitions still hold true in today’s context. You can learn more about these by reviewing practical advice offered by leading consultancies, academic institutions and executive search firms. However, these principals will need to be adjusted for our unprecedented times.

 

The seven ideas include:

  • Setting up to show up
  • Connecting at a human level
  • Establishing a communication cadence

 

Read the full article, Remote Onboarding: 7 Ideas To Help Leaders Transition To A New Role, on Tiltco.ca.