Apparently nothing can change unless there is as ‘burning platform’. Business and old change management loves that kind of drama. There was once a real burning platform, yes, many, in the oil and gas industries, and people had to jump into the ocean from the platform. Having a burning platform makes you jump. You may also die.
The funny thing is that many leaders can’t not see a burning platform around (‘this change is going to be difficult here, we don’t have a burning platform, we are doing very well in the market’ – not that infrequent to hear). Fools!
The world is a burning platform. The market is a burning platform. Sociopolitics are on burning platforms. If you don’t see one, you need an optometrist. Or maybe an electric blanket to wrap you up. Maybe there is a rehabilitation camp somewhere for managers who can’t see or feel their burning platform, where they have a few hours of electric blankets per day.
If you are doing well, congratulations first. But this is the best time for a refresh, culturally, operationally.
I have written many times and created many antibodies because of that, that readiness is a red herring. Nobody is ever ready.
So yes, it’s not that you need a burning platform. It’s that if you don’t think you have one, you should step aside as leader straight away and leave the place to those who can feel the heat.
We can help your business ‘refresh, culturally, operationally’.
Renew, transform, re-invent the way you do things. Organizations today need to look at better ways, alternative and innovative ways to change the status quo. It’s not about being radical for the sake of it. Only if you try radical ways will you be in a better position to find your ‘fit for purpose’ goals.
As Michelangelo said: ‘The greater danger for most of us lies not in setting our aim too high and falling short, but in setting our aim too low, and achieving our mark’. He was a radical in the way we talk about it.
Fast diagnosis, fast alignment
This high intensity, accelerated intervention takes leadership teams of all levels through a process of discovery and identification of both stumbling blocks and enablers, will be followed by a clear ‘so-what’ and an action plan. Contrary to how this may sound, when the entire management team participates, this is an incredibly fast process. But it is also an in-depth one when using our tools which, amongst other things, shortcut weeks of discussions and pseudo-brainstorming. It results in alignment around a well crafted Game Plan that reflects where they see the organization/team/department in the short to medium term and a detailed commitment to action that can be tracked. You may or may not need us beyond that point in order to help you with the journey itself.
Format: in-person or virtual
Timing: 1 – 3 days depending on format
Audience: minimum 20 – maximum 40