Organizational Development And Corporate Culture
We are in the midst of the “workplace design” era, and there are excellent reasons not to miss the opportunity. Promoting sustainable organizational development means preparing the company to face global challenges, seizing emerging market opportunities and innovating the organization by putting talent, skills and people at the center.
We support companies in rethinking the workplace, accompanying them in creating an organizational culture that is up to the global changes underway, in supporting innovative business models, in identifying new policies and in implementing practical actions. We help companies in the design of human-centered organizations, capable of integrating environmental and social objectives to strengthen their competitive position.
It is not the strongest of the species that survives, nor the most intelligent, but the one that adapts best to change.
Charles Darwin, 1809
Organizational Developemt and Corporate Culture according to Sapiens
“Organizational development is the planned and systematic process of modifying an organization’s strategies, procedures, and culture to improve its performance, effectiveness, and growth”.
“I am aware that today the economic result alone is not enough to guarantee the long-term permanence of my company on the market. I want to adopt a modern organizational development strategy that consciously addresses the global and economic challenges of the 21st century.
I want to do this by involving employees, because I know that culture is a way of working together towards common goals and brings such positive results that, once experienced, no one would think of trying to do things differently. If a culture has been formed, everyone will independently do what they have to do to achieve success”.
MISSION, VISION, PURPOSE AND PROMISE
Mission, vision, purpose and promise are not idle proclamations or marketing slogans.
If rooted in corporate culture and people, they are not just aspirational statements, but become powerful tools for expressing one’s identity, fundamental to defining purpose and strategic direction. They can then effectively guide organizations, employees and all stakeholders towards common goals and objectives.
The vision outlines the future scenario of the company, where it wants to go, the destination of the “journey”.
==> the What
The mission is the method, the “how to do it” so that the vision becomes reality.
==> the How
Purpose is the set of values that inspire the entrepreneur and the organization, the human purpose, the determination to leave a positive mark on the world .
It is the answer to the question: “Why does this company exist, beyond mere profit? How does it want to contribute to the common good?”
This deeper meaning implies gaining a broader perspective and a long-term vision. And, therefore, necessarily sustainable.
==> the Why
A promise is a commitment that an organization makes to its people and strengthens its relationship with customers, employees, the community and all stakeholders.
==> the Promise
We help companies define and root in the organization the deepest aspirations that guide “doing business”, so that the most important values become their guide and generate trust in the people who share their path.
LEADERSHIP AND NEW SKILLS FOR THE FUTURE
Sustainability and leadership cannot exist without each other. They are inextricably linked by a common perspective: accompanying in the present to invest in a better future.
The ability to ferry the company towards the dimension of sustainability is, in fact, a key tool in the skill set of a leader, because it helps to implement a new direction, which has value and is shared, so that the entire organization is fully involved in a “meaningful enterprise”.
The traditional approach to leadership – based primarily on command, control and short-term profit maximization – is no longer adequate to address the complex and interconnected challenges of contemporary society.
Today we need different leaders, capable not only of managing and innovating, but also of regenerating human, economic, social and environmental ecosystems. We need a leadership capable of looking beyond, of restoring energy, resources, meaning.
The support offered by Sapiens is to explore new leadership models with an open and curious mind, willing to question consolidated paradigms and to seize new opportunities for action and thought:
- Leadership
- Systemic
- Multigenerational Leadership
- Talent leadership
- Personal development, mentoring
We want to help spread a new cultural model, capable of successfully addressing the great challenges of our time, continuously regenerating the world around us and creating the conditions for a more sustainable, equitable and prosperous future.
CHANGE MANAGEMENT AND GENERATIONAL TRANSFER
In many family businesses, the process of generational succession represents a fundamental issue, for several reasons.
In the path that sees two or more generations alternate, symbolic and emotional aspects, personal themes, the transmission of family mandates, delicate and full of history and life, are intertwined.
But in the meantime, the world has also changed, and a new vision of it is needed, we need to create new interpretations and interpret business models and strategies through new paradigms.
How to accompany a substantial change of direction, remaining faithful to the company’s history and at the same time investing towards a future that demands to be more interconnected, digital, human and talent oriented, mobile and flexible, open to new stimuli?
Sapiens provides expert support in defining a succession path by connecting aspects related to the family path and the skills needed to interpret changes in the world and the market.
A profound path to achieve a win-win change, where everyone can feel protagonists and beneficiaries of meaning in the passing of the baton.
CAREER AND SUCCESSION PLANS
Most of the environmental and social impact of companies (up to 90%) occurs in activities along the supply chains; these therefore represent a primary channel on which to act for the sustainable transition.
Chains have become increasingly complex due to the globalization of production. In addition, the number of intermediaries and geographical areas has increased and companies are having difficulty gaining visibility beyond their direct suppliers.
To build a sustainable chain, the first step is to map each of its phases: this makes it possible to increase the transparency of the process, from origin to point of sale.
It is then necessary to implement process and procedure frameworks, organize regular verification audits, disseminate codes of conduct and organize specific training, which includes respect for human rights and workers.
Certifications can be a very helpful tool to provide a formal structure to organizations that want to systematize and optimize their internal processes in compliance with international standards.
TALENT DESIGN & TEAM COUNSELLING
Many companies are losing significant numbers of top managers through retirements and restructuring and are finding that their middle managers are not ready for senior management positions because they lack skills or experience.
Consequently, succession planning is necessary, that is, identifying and identifying those who are potentially able to replace those in senior positions, thus ensuring the continuity of the company.
At Sapiens we apply a consolidated process to design effective success plans to support organizations that demonstrate such a need.
Advantages
It promotes a positive impact for the company, but also for the environment and the society in which it operates
Builds long-term resilience
Increases competitiveness in the long term
It helps create a more motivating work environment
It gives collaborators a “sense” in their activities
Helps develop stronger relationships with customers
Guides in making strategic and sustainable decisions
Makes employees feel an integral part of the decision-making process
Develop a sense of belonging among employees
Encourages employees to generate innovative ideas and contribute to a positive climate in the company
Why plan Organizational Development and Spread Corporate Culture with Sapiens
The so-called shareholder-based view (an economy that looks at satisfying the interests of shareholders alone) is largely outdated. A stakeholder-based approach is increasingly emerging: an economy that looks at all stakeholders of the company, who are no longer just shareholders, but also workers, customers, suppliers, and the local communities in which it operates. But this is still not enough. Today, companies operate in a hybrid and hyper-connected world, in which different generations coexist with completely different work-related perspectives. Rethinking the workplace, sometimes even radically, nurturing a new organizational culture, adopting a “work design” centered on people, adopting programs for the development of new skills, starting with those for a new leadership, become the real challenge for the future.
It is essential, in fact, given the social, cultural and economic evolution of recent years, to adopt a more critical and reflective approach, which allows companies to explore new horizons, reformulate their role in the world and promote an evolution that goes beyond mere profit and generates greater value. Companies can consider all the effects, positive and negative, that they have on society, determine those that deserve their intervention and identify an effective way to intervene.
At Sapiens we have gained extensive experience in helping companies set up organizations that can leverage talent, teams, skills and distinctive capabilities. A necessary effort to integrate innovation into the business model and strategy, along with sustainability goals.
We firmly believe that organizational development is closely connected to the development of people, and we operate according to John Nash’s saying: ” The best result is obtained when each member of the group does what is best for himself and for the group “. For these reasons we spread an organizational culture that bases its roots in people, on their needs, aspirations, talents. For us it is the first way to do sustainability in the company.
Our task will be to guide companies with responsibility and efficiency in a challenging path, not simple, but certainly current and successful with respect to the current economic, social and environmental orientation. This path is called Sustainability and its definition, not by chance, is summarized as “creation of value in the long term”.