Building consensus around changes in performance management
By creating a collaborative work environment, we were able to effectively deliver a performance transformation program that attracted broad support and met the unique needs of our client.
The Situation
An advisory firm specializing in the aviation and aerospace industries wanted to transform its talent and performance management processes for its consulting, specialist, and functional staff. While the team responsible for performance management had begun to implement changes, they were being met with resistance at the executive level because the program had not been tailored to the specific needs of the organization.
The Satori Solution
We integrated key stakeholders into every step of the engagement, relying upon them to provide historical perspective and to help align proposed solutions to performance expectations. In order to achieve near-term improvements, we facilitated a series of discovery and assessment meetings with senior leaders, which led to structural revisions to performance management processes and changes to decision-making tools and rules. We also built competency models and role descriptions that clarified expectations and defined the road to success. With these in place, we focused on longer-cycle solution components, which included senior leadership team promotion criteria, goal-setting guidelines and standards, and 360-degree assessments.
The Results
Our solutions attained the full backing of the executive leadership team. The firm is now positioned to effectively manage change, adapt to growth, and manage talent and performance in ways that will meet the ever-changing needs of the business.
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