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Organizational Alignment

Making Transition and Transformation Work People often resist change. Sometimes, it seems, resistance takes the form of all-out war! It doesnít need to be that way. Change cannot be managed, however, before it is led. During organizational transition, leadership is critical at the top, but other vital centers of leadership must also be identified and developed throughout the organization. Vision, mission, and goals must either be developed or reexamined. Then all three must be articulated clearly and compellingly throughout the organization. Ultimately everyone in the organization must be encouraged to discuss, understand, and contribute to the eventual direction of the organization -- to participate in the creation of their future. Challenge: A large international pharmaceutical company faced the challenge of shortening time to market for new products, while still maintaining the highest standards of safety and quality. One gateway to improved performance of the company rested with international clinical research teams. These teams were composed of physicians, researchers, and technical support people from virtually every industrialized country in the world. We helped these multi cultural teams to be more productive and to work together more effectively. We also helped them to speed up the testing process without compromising the scientific rigor and safety of clinical trials. Challenge: A manufacturing company was experiencing slumping sales and poor morale in an increasingly competitive market. Customers complained about delivery delays, product quality, broken promises, and excessive delays in response time for quotes on custom-fabricated orders. We enabled manufacturing, marketing, and sales to work together more effectively so that the company could regain lost market share and improve its bottom-line performance. Challenge: Internal conflicts and mistrust had brought the productivity and morale of a major department within a federal government agency to new lows. People did not trust each other. They engaged in petty sniping across functional lines. Their ability to meet the needs of their constituent agency groups -- in reality their customers' had suffered significantly. We helped members of the department capitalize on their diversity. We also helped them support each otherís efforts, and build a smoothly functioning team that contributes in positive ways to the work of the agency. These are examples of situations in which Magellan GMR has played a significant role as a catalyst, helping our clients to achieve significant organizational change. We helped them to create an effective environment for change. In the process, we also provided the tools and structure to ensure that people met face-to-face to share thoughts and concerns, meet challenges, create new opportunities, and commit to making transition work. How Does Our Process Work For You? Our Organizational Alignment© process enables departments or entire organizations to ìjump startî transition by helping to create a viable vision, gain peopleís commitment to shared goals, and develop leadership skills. Our process and our leadership also help to energize people through guided interactive and open interviews, small group activities workshops and off-site events. Participants return to their jobs with a new sense of purpose, ownership, and teamwork. They also develop and revitalize relationships that contribute significantly to the future of the organization. What Does Magellan GMR Do? Our methodologies vary with the unique circumstances of your organization. We may begin with interviews with key leaders and a cross-section of constituents. In some circumstances outside vendors, customers, or key business leaders may also be included. Information derived from interviews helps to define needs, obstacles, and opportunities. We work closely with our clients to plan strategies, develop key messages, and design forums and small group planning workshops. We have even, on occasion, created process support videos to drive home key issues and concerns. Where appropriate, these transitional efforts are often supplemented with diagnostic activities using Magellanís tailored diagnostic instruments. This multi-faceted approach helps bring individual management and leadership behaviors into alignment with stated organizational goals and objectives. Who Can Benefit? If you have just completed a downsizing of your organization, if you are in the process, or if you plan to engage in a transformational effort soon, we can help your people to integrate ideas and processes, develop mutual respect, and work together more effectively. As we have with many other organizations in both the private and public sectors, we can help make transition work for you. How Long Does It Take? Each organization and situation is unique. A pre-project meeting is essential to determine the scope of the project, and to plan the processes and the time frame that will most effectively meet your departmentís or organizationís needs. How Big Can the Group Be? We work with any size group, from senior management and executive teams to departments to project groups. We also work intensively with individual leaders when that is appropriate.

Table of Contents Generic Training Basic Management / Leadership Development Performance Management Topical Issues Downsizing Cultures Ethics Strategic Planning Organizational Alignment Needs-based communication