Most organizational interventions fail to achieve their objectives.
The reasons are both clear and avoidable. Synnabar Consulting has
developed its own proprietary model of how Organizations (and the
people within them) change:
A strategic process for inventing the future. Who do we want to
Taking stock. Employing state-of-the-art methodologies to understand
who we are today. How are we doing?
Making the Change
Producing a plan distilled from our understanding of the gap between
who/where we are and who/where we want to be. Implementing that
Reassessing where we are, re-evaluating where we want to be, refining
the plan, and continuing the implementation.
Achieving the Right Balance
The trick is to achieve the right balance between strategic planning
and implementation. As always, Synnabar Consulting custom designs
its solutions. We can either guide an organization through every
step of the change process, or we can design and implement one or
more specific stages.
A representative sample of Synnabar Consulting's organizational
change processes and programs.
- Strategy Development Facilitation
- Organizational Audits
- Organization Surveys
- Strategy Implementation
- Culture Alignment
- M&A Alignment
- Culture Change
- Change Management
- Ethical Communities
- Succession Planning
- Mobilizing Communication
- Metrics That Matter
Programs for HR and OD professionals:
- Influencing Organizational Practice
- Individual Development: an overview
- Organizational Development: an overview
Perhaps one of the most important tools for maintaining an organization’s
long term stability and growth is a rigorous succession planning
There is a good deal known about how to select leaders. There are
well over 7,000 books, articles, and presentations on leadership,
and some reasonable consensus has emerged about the key issues.
Research points to the following set of predictors as the most reliable
and valid indicators of leadership potential:
Effective predictor 1
Actual performance of the candidate’s team or organizational
unit. Therefore, evaluate real-time performance data.
Effective predictor 2
Peer, supervisor, and subordinate feedback on the candidate’s
effectiveness for high predictive validity. For example, it’s
been demonstrated that subordinate ratings are as effective as (and
much less expensive than) assessment center data in predicting managerial
performance seven years later. Therefore, use 360° instruments
as a key component of the assessment process.
Effective predictor 3
The presence of derailment factors in the candidate’s profile.
Therefore, look for tendencies to over control, exploit, micro-manage,
resist using appropriate consequences, or to be arrogant, political,
egotistical, irritable, passive-aggressive, vindictive, abrasive,
insensitive, or aloof. All are proven correlates of managerial careers
that flounder, stall, or derail.
Effective predictor 4
Cognitive ability and four specific personality characteristics account for most of the variance in leadership effectiveness. Therefore, measure the following psychological characteristics:
Intellectual virtuosity: broad range
of interests, creative, broad-minded, curious, open to experience,
and raw intellectual horsepower.
Conscientiousness: prudent, will
to achieve, responsible, solid integrity, strong work ethic, planful
Surgency: extraverted, assertive,
high-energy, fluent speaker, desire to advance, eager decision
maker, and persuasive- ”leaderlike.”
Emotional stability: self-confident,
self-accepting, balanced, stress resistant, tolerant of uncertainty,
graceful under pressure, flexible, and effective at handling conflict
and negative feedback.
Agreeableness: diplomatic, cooperative,
empathic, friendly, effective communicator, trusting, and good-natured.
Synnabar Consulting’s six step Succession
- Analyze Top Jobs, Future Jobs, and Critical Success Factors
- Interview and Test the Candidates
- Feedback Meeting with Candidate
- Consult with Candidate’s Manager
- Facilitate Development Plan
- Exploit Executive Development and Succession Plan Best Practices
||Contact us for a no-charge, exploratory
discussion of either our template or our custom designed products