The Advisio methodology of Systemic Levers Identification™ allows to quickly and effectively identify leaders of changes, talents and other key players on the basis of valuable information scattered in social-networks of an organizations. It endeavours to enable and/or increase the involvement of the most valuable employees in essential processes of organizational development.
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Challenges
SITUATION
- change in the organization calling for an implementation of an unusual project or undertaking
ORGANIZATION
- low efficacy of change processes that are being implemented within an organization
- low efficacy of talent management programs
- poor quality internal recruitment processes
- excessive politicization of change processes in an organization that causes drop in effectiveness
EMPLOYEES
- insufficient involvement in ongoing change processes
- continuing departures of an organization’s most talented and valuable employees
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Outcomes
KNOWLEDGE
- an organization is able to accurately identify and appropriately engage their most valuable employees and future leaders using powerful informal knowledge, hidden "beneath" official structures and relationships
CHANGE
- difficulties and resistance to implementation of changes in an organization completely disappear or at least are greatly minimized
APPRECIATION
- talented, outstanding employees feel appreciated and properly engaged by the employer, while in others aspirations are being waken up
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Project plan
4 MONTHS
- 2 h workshop for steering group: project start
- 8 h workshop for steering group: project start: behavioral model of the systemic lever
- 2-3 weeks for filling out online Star Tracks™ questionnaires
- 4 h workshop for steering group: project start: systemic levers identification
- 4 * 8 h team coaching for key players identified in the project
