PULSCIPLINE™ Cultural-Change System
and with fewer headaches
faster, cheaper,
We implement cultural change
100 % Success Rate
RESULTS OBTAINED WITH PULSCIPLINE™
Pulscipline™ provides the structure, support, and methodology to help organizations go from their current culture to their desired culture.
Pulscipline™ has a 100% success rate in achieving the change objectives. It generates sustainable improvement in the culture, leadership, and performance of the organization.
In order to achieve the cultural change objectives, the Pulscipline™ methodology develops organizational capability in the following areas:
-
Increases an organization's agility and ability to manage change
-
Develops the change-management skills Top Leaders need to successfully
direct their organizations through change -
Dramatically increases leadership competence at all levels
-
Increases engagement of employees
-
Creates a working environment that brings the best out in people
-
Strengthens the competitive advantage of the organization
-
Builds leadership systems critical for implementing change
and sustaining high performance -
Generates significant and sustainable improvement in results
KEY DIFFERENCES
Measurable
Progress is measured throughout the transformation process; we measure the effectiveness of the organization in managing the change, the progress made, and the momentum of change.
Structured
Since the cultural-change strategy and support platform contain all the needed elements, the resulting roadmap can tell you at any time if you are a week ahead or a week behind schedule.
Robust
The structure and roadmap are designed in a way that allows weaknesses of a previous action or step to be quickly corrected in following actions. This built-in capability results in a very robust change system that can handle effectively the inhibitors and surprises inherent in all change efforts.
Motivating
It creates a positive and supportive environment for personal and organizational change.
Engaging
It fully engages leaders and employees in the change process. Everyone is aware of their role and work together as a team to achieve the desired changes.
Comprehensive
The Pulscipline™ Change System can drive cultural change from A to Z. We help clients design a robust change strategy and then provide the guidance, training, and coaching needed to implement it.
We implement cultural change faster, cheaper, and with fewer headaches.
KEY FEATURES OF THE CHANGE SYSTEM
Inhibitors Strategy
Contains the methodology to identify and eliminate inhibitors of change in the design phase and during the transformation process.
Cultural Strategy
Contains the methodology needed to achieve the cultural-change objectives, and if needed, to restore damaged working environments.
Launch Program
We use a coaching-intensive training program to develop the leadership and change-management skills leaders need to lead their teams through change and overcome the first wall of inhibitors.
PulseSurvey
We use a PulseSurvey to measure the human and cultural aspects of change. The PulseSurvey measures areas, such as; employee buy-in, strength of inhibitors, implementation effectiveness, progress made, and momentum.
Coaching Sessions
We provide key leaders with coaching throughout the transformation process. These periodic coaching sessions, which we call PulseStrategy Sessions, are used to review the strategy and determine the next step actions to move their function through the next step in the transformation process. These sessions are critical for developing competence in leading organizations through change.
8 BUILDING BLOCKS OF PULSCIPLINE™
Directing-Change Program
Training Program
We deliver a training program to develop an in-depth understanding of cultural change needed to create a robust cultural-change strategy and project structure to achieve the organization’s cultural-change objectives.
Fine Tune the Cultural-Change Strategy
Workshop
In this workshop we will:
-
fine tune the cultural-change strategy and roadmap
-
identify the structure and systems needed to support the change
-
create the measurement tool and system
-
design a strategy to identify and remove inhibitors of change
Launching-Change Program
For all leaders
Our Leading-Change program develops the leadership and change-management skills leaders need to motivate people, overcome resistances, and lead their teams through change.
PulseSurvey™
The PulseSurvey is a customized tool that periodically measures the progress made by the organization and different departments. The clear objective and transparent data it provides take the fuzziness out of directing the organization through Change.
PulseStrategy™ Sessions
The PulseStrategy™ Sessions are periodic one-on-one strategy meetings with top leaders to provide them with the coaching and strategic support needed to move their area to the next step in the change process.
PulseStrategy™
The PulseStrategy™ is a 3 month action strategy that provides managers with timely data they can use to target actions and allocate limited resources in order to move the organization to the next step in the change process; it is the backbone of the Pulscipline™ system.
PulseLeadership Training Programs
For all leaders
At each step of the transformation process there is a focus on implementing specific leadership actions or developing a specific leadership system. A PulseLeadership Training is a 2 hour training session delivered just-in-time in the transformation process to reinforce the skills and understanding leaders need to be successful in the next step.
Employee Engagement Program
For team members
The Employee Empowerment Program provides team members with a clear understanding of the organization’s change strategy and develops the skills and motivation they need to engage effectively in creating the new culture and increasing performance.
STEPS OF CULTURAL CHANGE
Steps of Cultural Change
Some Areas of Focus
Step 1 – Fine-tune the Change Strategy
-
Increase understanding of change management
-
Fine-tune the change strategy (below are elements often missing in the strategy)
-
Identify needed adaptations in the culture to facilitate the business changes
-
Identify probable derailment factors and ways to overcome them
-
Create a system to identify and eliminate inhibitors during implementation
-
Determine a means to overcome the initial wall of inhibitors
-
Identify the platform needed to support the change
-
Create the tool and system to measure progress
-
Design a roadmap to overcome the inhibitors and implement the change
-
-
Set-up the change project
-
Train leaders to develop needed leadership and change-agent skills
-
Begin coaching leaders to improve their effectiveness
-
Engage and empower team leaders to implement the change
Step 2 – Develop Leadership
Step 4 – Engage Employees
Step 5 – Change the Culture
Step 3 – Build Capability
-
Develop competence in directing the organization through change
-
Develop competence in leading people and teams through change
-
Build systems to facilitate change and continuously improve performance
-
Obtain the buy in to the change effort and develop needed skills
-
Engage employees in removing barriers, implementing change, and increasing performance
-
Build the Energy systems needed to fuel the change
-
Periodically
-
Use a PulseSurvey to measure the progress made and identify inhibitors
-
Create the PulseStrategy (a three-month strategy that defines the actions to move the organization to the next level)
-
Deliver a PulseLeadership-Training™ to develop the skills team leaders need to implement the PulseStrategy
-
Deliver PulseStrategy-Sessions™ to coach top leaders on how to implement the PulseStrategy in their departments
-
Teams focus on implementing the actions indicated in the PulseStrategy
-
Step 6 – Anchor Changes
-
Anchor the changes - create the permanent systems needed to sustain the changes made
-
Use the Blue-Systems™ to continuously improve performance
-
Organization’s tend to use their new capability to continue their evolution
Step 7 – Continuously Improve
-
Organization uses its newly developed understanding of cultural change, leadership skills, change systems to continuously improve performance.
-
Organization can use those same skills to implement future cultural change
WHEN TO USE PULSCIPLINE™
Some Usages
Increase Performance
-
Increase the performance of the organization
-
Improve Key Performance Indicators
-
Decrease turnover and absenteeism
Create New Cultures
-
Adapt the culture after a merger or acquisition
-
Establish a positive environment after a restructuring
-
Create a hi-performance leadership culture
Improve the Working Environment
-
Create working environments that bring out the best in people
-
Resolve issues uncovered in company surveys
-
Break down silos and increase teamwork
Increase Employee Effectiveness
-
Develop essential leadership skills
-
Align leaders and engage employees
-
Bring the organization's values to life
Not Industry-Specific
Since Pulscipline™ focuses on improving organizational performance by developing the human and cultural aspects of an organization; it is not limited to the focus or products of a particular industry or organization.
It has been used to facilitate mergers, transform cultures, develop leadership effectiveness, and improve working environments in hi-tech companies, in government monopolies, in service and manufacturing organizations, and in fast growth and mature environments. In all cases, significant and sustainable change was achieved in slightly over one year.
WHAT OUR CUSTOMERS SAY
A practical, seamless, and comprehensive system for implementing cultural change
Customer Description of Pulscipline™
"The [Pulscipline™] change method differs from anything I had heard of before, by being extremely “appropriate”: comprehensive whilst hands-on and realistic. As most HR Managers do, I know of Lewin, Beer or Shaw’s change models. I have read about different changes strategies, whether normative-re-educative, rational-empirical, power-coercive or action-centered strategy. But never before had I envisaged the global A to Z change process the way you do, integrating each factor in a logical and structured way. Resistance to change is treated with such in-depth attention that the inhibitors can get expressed (awareness is not enough!) and the proposed step-by-step attitude surely ensures success. The use of PulseSurveys is another element that shows concrete areas of focus with clear improvement priorities to be targeted, involving short and long term development plans. The method you propose is in my view structured enough to let no chance possible to failure but encompasses a wide and large scope enough to entitle the adaptability to any specific company or change process."
Béatrice Martin-Flatin,
HR Manager, Innovative Silicon SA
More Feedback about Our
Pulscipline™ Change System
Is there anything particularly different about the change method presented?
Vincent Schneider - Director Human Resources, Beckman Coulter
“I did like the overall model (from A to Z).”
Olivier Ghibellini - Director, Canova
"C’est tout simplement le meilleur qu'il m'ait été donné de suivre. Au-delà des concepts théoriques, c'est une vraie compréhension concrète et pratique de la méthodologie complète que j'emporte avec moi."
Anne Hari - Responsable Relations Agents et RH, Naville
“Strong model; solid material; approach including all perspectives.”
Bernt Möhle - Corporate Mgmt Development & Sourcing Manager, Nestlé
“The use of a “holistic” model.”
Franziska Vetter - HR Manager, Nespresso
“Takes into account the timeline of a project.”
Willi Studer - Director HR Dev. and Training, Orange Communications
“The change process. A planned approach.”
Christian Schröder - Direction Organisation - Groupe Pictet & Cie
“Methods capacity to identify and remove inhibitors.”
Guerrino Cozzi - Former Vice President HR, Serono International
“I strongly believe that the most important things in any organization are: Value Creation and Strategy Implementation. This program captures these two important subjects.”
Pascale Lopez - Project Manager, SITA
“New approach, very interesting.”
Georg Weidmann - Director UBS Leadership Institute, UBS
“I have never attended a program that linked change management with HR so well.”
Jacques Hussy - Head of CEO Office, UEFA
“The constancy of the approach from the vision to the operational level.”
What models or concepts did you find particularly helpful?
Chris Altmikus - Manager HR Transformation Program, Alcoa
“Use/power of data to influence/correct & adjust resource allocation.”
Yasmina Fornage - HR Manager, Altran
“PulseSurvey is a really powerful tool to measure the change and identify inhibitors/problems.”
Isabelle Sehl - Executive Coach, Cabinet Sehl-Maurino
“Introduce the soft skills as being a partner for strategic decisions.”
Renauld Bein - Global Development Manager, Huntsman
“Soft strategy – launch program contents – new culture creation – AB-BC model.”
Damaris Perez - Director HR Development & Training, Orange Communications
“Considerable attention is given to identifying inhibitors in a way that will make the management react.”
Guillaume Delannoy - Manager MOD, Philip Morris International
“The transformation process.”