1. Corporate Regeneration
The end-goal of Corporate Regeneration, in design, is to redevelop systems with greater-than absolute efficiency,
that consistently create an overabundance to allow for the co-evolution of the business amongst other thriving
business.
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2. Rational for Corporate Regeneration
To be able to provide for our clients world-wide, we need to:
• Fully understand the current situation our clients are facing.
• In depth analysis of current practices and principles.
• Develop and/or follow systems that assist our clients in design.
• Committed to building systems and people that support each other.
• Document current practices and the results achieved and share it with the
marketplace.
• Be skilled at providing the systems required.
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3. Research to date:
Any good company trying to transform their organization and change their
culture to be more competitive and successful follows processes knowingly
or unknowingly. These processes can be studied and learned. Most training
projects can be successful if they align with these processes. In addition to
systems and processes we address “behaviors” which is a key component to
making Corporate Regeneration work. What we are doing is tying the
corporate change process and the strength of core behavioral development
together into one system.
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5. Creating a powerful
guiding coalition...
The leaders must be behind
change and allow a team to
share a commitment to renewed
performance through this
regeneration process. Formal
boundaries and protocol must
disappear. Trust is built with
honesty and authenticity.
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6. Establish a great
sense of urgency...
Most executives understand how
hard it is to drive people out of
their comfort level. Leadership is
needed, not traditional
management. Re-visioning is not
only necessary, it is essential!
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7. Have a strong vision
of the future...
Rally the troops! This can only
happen when all see the direction
and picture of what can be,
what’s possible. Values are
communicated and create the
supporting structure of the vision.
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8. Communicating the
vision...
The vision can only live in the
hearts and minds of people when
it is communicated in a way that
allows others to see it. The
leadership team must be skilled
at creating the picture to win the
hearts and minds.
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9. Removing the
Obstacles...
Regeneration requires the
removing of obstacles. Old hiring
practices , poor people and
business systems, narrow job
categories must be re-designed.
Systems not in alignment with
new ideals must be removed.
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10. Planning for and
creating near-term
wins...
Without the near-term wins too
many people give up or join the
resistors. Coaches must create
clear performance standards and
goals that create stair step wins
to the overall success.
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11. Celebrate victories
and keep fighting...
Declaring victory too soon can be
catastrophic. Leaders continue
to use the credibility of a small
victory to position for greater
success.
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12. Anchoring Change to
the new culture...
New approaches, behaviors and
attitudes are revealed to people
to show how performance has
been improved. Top leaders
consitantly demonstrate these
attitudes and behaviors.
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13. Summary...
Regeneration requires a
systemic approach to the
systems, practices, policies,
principles, and behaviors that
currently exist. Management at
all levels have to be transparent
and authentic in their intentions
and communicate in a way that
allows for co-creation and
generation of systems,
practices, policies, and
behaviors to transform the
current state of business.
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14. Corporate Regeneration Process
Regeneration Process
1. Establish a great enough sense of
urgency
2. Create a powerful enough guiding
coalition
3. Have a strong vision
4. Communicate the vision well
Regeneration Project
5. Remove the obstacles to the vision
1. Leaders communicate the
6. Plan for short term wins
importance of the project to the
7. Do not declare victory
vision and values
8. Anchor change to the new corporate
2. Leaders walk the talk
culture
3. Everyone is involved
4. Managers coach before, during and
after.
5. Behaviors change - habits
developed
6. Business outcomes are achieved
and measured
7. Core competencies
8. Follow up occurs
9. Internal coaches reinforce and
continue
Pathways
1. Seven Business Health Indicators
2. Cultural Assessment
3. Insight Documentation
4. Proposed Developmental Plan
5. Execution of Turnaround Plan
6. Cultural Assessment
7. Immediate Traction points
Co-creating the future...
8. Leadership & Sales Interventions
9. Systemic Support
10.Financial Analysis and Review
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15. Corporate Regeneration
You can’t cut your way to prosperity!
Organizations are regrouping, refocusing and working to secure their
future in an uncertain economy. The 7 Business Health Indicators is a
dynamic assessment tool used to identify areas that will create the most
dramatic impact on performance and increased cash flow.
Often times, this assessment is combined with a discussion designed to
engage employees, uncover hidden potential and identify specific
opportunities that create immediate results.
The 7 Business Health Indicators
• Leadership
• Communication
• Customer Service/Retention
• Sales & Marketing
• Teamwork
• Employee Satisfaction
• Innovation
!
Co-creating the future...
Saturday, February 14, 2009
