Enab

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Cha

nge

and

Unl

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Gre

at P

erfo

rman

ce

Why

Org

aniz

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hang

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anag

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Impo

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New

Org

aniz

atio

nal

Stru

ctur

e

New

Bos

s

New

Rep

orts

New

Wor

k P

roce

sses

New

Job

Rol

es a

ndR

espo

nsib

ilitie

s

New

Ski

lls &

Kno

wle

dge

Req

uire

men

ts

New

Ince

ntiv

e /

Rew

ard

Pla

ns

New

Tec

hnol

ogie

s

New

Bus

ines

sS

trate

gies

New

Pol

icie

s

New

Bus

ines

s C

halle

nges

, Ris

ks,

and

Con

cern

s

Sig

nific

ant c

hang

e ca

n af

fect

pro

duct

ivity

an

d m

oral

e du

e to

a lo

ss o

f fam

iliar

ity,

cont

rol,

and

empo

wer

men

t at t

he

indi

vidu

al le

vel.

Why

Eve

n Ta

lk a

bout

Cha

nge

Man

agem

ent?

Im

pact

of C

hang

e on

Peo

ple

2

Thro

ugho

ut m

ajor

cha

nges

, “m

e is

sues

” are

que

stio

ns a

sked

by

peop

le a

t all

leve

ls … •

If I i

gnor

e th

is, w

ill it

go a

way

? W

ill an

yone

kno

w?

Or c

are?

•W

ill I h

ave

a jo

b? H

ow w

ill I l

ook

to th

ose

who

det

erm

ine

my

futu

re?

•W

ho w

ill I r

epor

t to?

Wha

t kin

d of

wor

k w

ill I d

o?

•H

ow m

uch

does

this

cha

nge

wha

t is

fam

iliar a

nd e

asy

for m

e?

•W

ill th

is im

pact

how

my

com

pens

atio

n is

det

erm

ined

?

•W

ill m

y ro

le c

hang

e? H

ow?

Will

I lik

e it?

Will

I hav

e to

do

stuf

f I h

ate?

•D

o I h

ave

the

skills

? W

ill I h

ave

to u

pgra

de m

y sk

ills o

r kno

wle

dge?

•W

ill I n

eed

to d

o th

is to

fit i

n?

•D

oes

this

real

ly m

atte

r or m

ake

a di

ffere

nce

from

my

pers

pect

ive?

… c

reat

ing

an in

war

d fo

cus,

cau

sing

a lo

ss o

f pro

duct

ivity

and

loss

of k

ey ta

lent

.

Impo

rtan

ce o

f Man

agin

g C

hang

e:Im

pact

of C

hang

e on

Peo

ple

3

Wha

t wou

ld it

take

to m

ake

chan

ge?

6

The

Key

s to

Mas

terin

g C

hang

e

•Ref

ram

e it

•Eng

age

them

•Giv

e th

em c

onst

ant

guid

ance

•W

ork

right

alo

ngsi

de th

em

whi

le th

ey’re

mak

ing

the

chan

ge•W

ork

dire

ctly

in th

eir

envi

ronm

ent

•Ens

ure

acco

unta

bilit

y fo

r new

beh

avio

rs

7

Less

ons

Lear

ned

–W

hy In

itiat

ives

Fai

l

Sou

rce:

Del

oitte

Sur

vey

Cha

nge

Man

agem

ent A

reas

Non

Cha

nge

Man

agem

ent A

reas

8

Less

ons

Lear

ned

–W

hy In

itiat

ives

Fai

l

Sou

rce:

Del

oitte

Sur

vey

Cha

nge

Man

agem

ent A

reas

Non

Cha

nge

Man

agem

ent A

reas

Ther

e is

a s

ilver

lini

ng.

Cha

nge

effo

rts

can

succ

eed.

10

Com

mit

to fu

ll su

ppor

t and

pr

edic

tabi

lity

for t

he c

hang

e•W

eekl

y w

ebin

ars

•Ado

ptio

n ch

ampi

on n

etw

ork

•Wor

king

ses

sion

s w

ith

diffe

rent

sta

keho

lder

gro

ups

•One

-on-

one

train

ing

•M

ore

than

500

hou

rs o

f tra

inin

g fo

r a c

ore

impa

cted

aud

ienc

e of

10

0

•Coa

chin

g se

ssio

ns w

hile

pe

rform

ing

new

act

iviti

es

Ado

ptio

n is

Key

With

in th

e ne

xt te

n ye

ars,

the

abili

ty to

ef

fect

ivel

y m

anag

e ch

ange

will

be

the

num

ber o

nene

cess

ary

skill

requ

ired

of b

usin

ess

prof

essi

onal

s.

12

Kno

w th

e R

ight

Tim

e fo

r Cha

nge

•Ti

me

perio

ds

of s

tabi

lity

with

pe

riods

of c

hang

e

•C

anno

t be

in c

onst

ant

chan

ge p

roce

ss

•A

com

pany

nee

ds

perio

ds o

f sta

bilit

y to

regr

oup

and

rega

in e

nerg

y

•K

now

‘nor

mal

’

V.S.

Des

igna

te a

‘Cha

nge

Gua

rdia

n’•

An

exec

utiv

e th

at h

as h

is o

r her

fin

ger o

n th

e pu

lse

of th

e co

mpa

ny o

r a c

ross

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tiona

l ch

ange

cou

ncil

that

you

form

fo

r tha

t pur

pose

•S

imila

r to

how

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Os

man

age

portf

olio

s or

how

exe

cutiv

e co

unci

ls p

riorit

ize

proj

ects

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a

finan

cial

per

spec

tive

•H

ave

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e vi

ew•

Ens

ure

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ativ

es a

re p

riorit

ized

an

d ar

en’t

com

petin

g

Ass

essi

ng th

e D

egre

e of

Impa

ct –

Estim

atin

g an

d Pr

iorit

izat

ion

Gui

delin

es

14

Meg

aIn

volv

es m

ajor

cha

nge

acro

ss o

ne o

r mor

e bu

sine

ss &

tech

nolo

gy d

imen

sion

s (o

rgan

izat

ion,

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cess

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plic

atio

n, te

chno

logy

, dat

a, fa

cilit

ies,

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.)�

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cted

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urs

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ired

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15

In o

rder

to:

•C

onvi

nce

of v

alue

•Fe

el c

onfid

ent t

hey

can

mak

e th

e ch

ange

•E

nsur

e th

ey’re

cap

able

•Fe

el c

ontin

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ly

supp

orte

d du

ring

and

afte

r cha

nge

proc

ess

•M

aint

ain

and

sust

ain

chan

ge

16

Sta

tus

Quo

Vis

ion

T I M

ECOMMITMENT

Hig

h

LowCha

nge

Cur

ve: H

ow P

eopl

e Tr

ansi

tion

Thro

ugh

Cha

nge

AWAR

ENES

S

Indi

vidu

als

have

hear

d th

at th

e pr

ojec

t ex

ists

and

are

aw

are

of

basi

c sc

ope

of th

e pr

ojec

t / g

ener

al

conc

ept

UN

DE

RS

TAN

DIN

G

Indi

vidu

als

have

an

appr

ecia

tion

for t

he

impa

cts

and

bene

fits

that

the

proj

ect w

ill ha

ve o

n th

em a

nd th

eir

area

s

BU

Y-IN

Indi

vidu

als

are

activ

ely

invo

lved

in a

nd

cont

ribut

e to

pro

ject

ac

tiviti

es

(Whe

re w

e S

tarte

d)

CO

MM

ITM

ENT

/ O

WN

ER

SH

IP

Indi

vidu

als

ackn

owle

dge

that

the

proj

ect b

elon

gs to

them

an

d ac

tivel

y su

ppor

t an

d ad

opt t

he c

hang

es

16

17

1. E

ngag

eYo

ur P

eopl

e

•K

now

you

r aud

ienc

es –

get a

han

dle

thro

ugh

“sta

keho

lder

ana

lysi

s” a

nd

unde

rsta

ndin

g w

here

they

are

•E

stab

lish

a se

nse

of u

rgen

cy w

ith th

em

•C

omm

unic

ate

a co

mpe

lling

visi

on

and

stra

tegy

18

•How

is it

goi

ng to

im

pact

me?

•Wha

t’s in

it fo

r me?

•I

s th

ere

a ro

le fo

r me?

It’s

All

Abo

ut M

e

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sss th

ere

a ro

llll

Enga

ging

Sta

keho

lder

s A

ppro

pria

tely

•To

con

duct

an

effe

ctiv

e st

akeh

olde

r ana

lysi

s, c

onsi

der t

hese

7

ques

tions

:1.

Who

are

the

indi

vidu

als

or g

roup

s th

at n

eed

to b

e co

nsid

ered

or

invo

lved

at s

ome

poin

t in

the

proc

ess?

2.W

hat i

s th

eir i

mpo

rtanc

e to

the

ultim

ate

succ

ess

of th

ese

effo

rts?

3.H

ow c

an y

ou u

ncov

er th

eir c

once

rns,

issu

es a

nd p

oten

tial

cont

ribut

ion?

4.If

they

’re o

ppos

ing

the

chan

ge o

r ref

usin

g to

eng

age

with

you

di

rect

ly, i

s th

ere

som

eone

who

sup

ports

you

that

cou

ld p

rovi

de a

be

tter l

ink?

(Who

are

the

key

influ

ence

rs?)

5.W

hat m

etho

ds o

f inv

olvi

ng a

nd in

form

ing

stak

ehol

ders

wou

ld h

elp

you

strik

e a

bala

nce

betw

een

effic

ienc

y an

d in

clus

iven

ess?

6.W

ho a

re th

e lo

sers

, mea

ning

the

peop

le w

ho w

ill h

ave

to g

ive

up

posi

tions

, or p

eopl

e, o

r a v

alue

d w

ay o

f wor

king

?7.

Who

are

the

win

ners

, the

peo

ple

who

will

gai

n th

e m

ost f

rom

the

chan

ge?

19

Get

ting

a H

andl

e on

You

r Aud

ienc

es –

Get

ting

Out

The

re

20

•N

ot ju

st a

bout

talk

ing

abou

t you

r sta

keho

lder

s in

a w

ar ro

om

with

oth

er p

roje

ct te

am m

embe

rs –

have

to ro

ll yo

ur s

leev

es u

p an

d en

gage

with

the

stak

ehol

ders

•Fo

cus

grou

ps, i

nter

view

s, s

urve

ys, w

orks

hops

, on

the

job

obse

rvat

ion

and

disc

ussi

ons

•Fi

nd o

ut w

here

they

are

and

wha

t’s im

porta

nt to

them

•D

eter

min

e tim

ing,

abi

lity

and

will

ingn

ess

for s

take

hold

ers

to

adop

t the

cha

nges

•Th

e re

ason

to c

hang

e, w

heth

er d

riven

by

thre

at o

r opp

ortu

nity

, is

inst

illed

w

ithin

the

orga

niza

tion

and

wid

ely

shar

ed th

roug

h da

ta, d

emon

stra

tion

or

dem

and.

The

nee

d fo

r cha

nge

exce

eds

its re

sist

ance

.

Ass

essi

ng fo

r Cha

nge

Rea

dine

ss:

Cha

nge

Enab

lers

Spo

nsor

ship

•H

avin

g sp

onso

rs/c

ham

pion

s w

ho s

uppo

rt th

e ch

ange

and

hav

e vi

sibl

e,

activ

e pu

blic

com

mitm

ent o

f the

cha

nge

Cas

e fo

r Cha

nge

Visi

on•

The

desi

red

outc

ome

of th

e ch

ange

is c

lear

, leg

itim

ate,

wid

ely

unde

rsto

od

and

shar

ed; t

he v

isio

n is

sha

ped

in b

ehav

iora

l ter

ms

Com

mitm

ent

•S

take

hold

ers

are

stro

ngly

com

mitt

ed to

inve

st in

the

chan

ge, m

ake

it w

ork

and

dem

and

and

rece

ive

man

agem

ent a

ttent

ion;

sta

keho

lder

s ag

ree

to c

hang

e th

eir o

wn

actio

ns a

nd b

ehav

iors

to s

uppo

rt th

e ch

ange

Sys

tem

s an

d S

truct

ures

•Fo

unda

tion

and

prac

tices

are

in p

lace

to c

ompl

emen

t and

rein

forc

e th

e ch

ange

(Mea

sure

men

t, R

ewar

ds, O

rg D

esig

n, IT

Sys

tem

s)

Com

mun

icat

ion

•P

lans

and

reso

urce

s ar

e in

pla

ce to

com

mun

icat

e th

e ch

ange

s an

d th

eir

timin

g an

d im

pact

; app

ropr

iate

cha

nnel

s ha

ve b

een

iden

tifie

d

Trai

ning

•

Pla

ns a

nd re

sour

ces

are

in p

lace

to tr

ain

impa

cted

sta

keho

lder

s in

new

ro

les,

sys

tem

s, p

roce

sses

, etc

.

Cha

nge

Inte

grat

ion

•C

hang

es a

re in

tegr

ated

with

oth

er k

ey in

itiat

ives

. Pro

cess

es a

re in

pla

ce

to c

aptu

re e

arly

lear

ning

s an

d tra

nsfe

r the

m th

roug

hout

the

orga

niza

tion

Key

Cha

nge

Ena

bler

sD

efin

ition

21

Cha

nge

Ris

k W

heel

Exa

mpl

e

Com

mitm

ent

Cas

e fo

r Cha

nge

Cha

nge

Inte

grat

ion

Com

mun

icat

ion

Trai

ning

Syst

ems

and

Str

uctu

res

Vis

ion

Spo

nsor

ship

Y

Are

a R

eady

for C

hang

e

Opp

ortu

nitie

s ex

ist t

o

enha

nce

chan

ge s

ucce

ss

Mus

t be

addr

esse

d to

ensu

re p

roje

ct s

ucce

ss

G R

G

Y

Y

Y

G

R

Proj

ect

Team

Sen

ior

Lead

ers

Impa

cted

Sta

keho

lder

s

Y

R

RR

R

R

RY

RR

R

YY

Y

Y

RY

Y

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23

Why

Doe

s Th

ere

Hav

e To

Be

Urg

ency

?

Rec

ent H

arva

rd re

sear

ch s

how

s th

at

an o

rgan

izat

ion

with

100

em

ploy

ees

mus

t hav

e at

leas

t tw

o do

zen

peop

lego

fa

r bey

ond

the

norm

al c

all o

f dut

y to

pro

duce

a

sign

ifica

nt c

hang

e.

In a

com

pany

of 1

00,0

00

empl

oyee

s, th

e sa

me

is re

quire

d of

15,

000

or m

ore.

24

Rai

se th

e U

rgen

cy L

evel

•S

how

oth

ers

the

need

to

cha

nge

–he

lp th

em s

ee,

touc

h, fe

el•

Mak

e th

e m

essa

ge ta

ngib

le –

emot

ions

not

just

num

bers

•S

top

seni

or m

anag

emen

t “ha

ppy

talk

” –pu

t mor

e ho

nest

y ou

t th

ere

•Ta

lk a

bout

the

rew

ards

of

capi

taliz

ing

on th

e op

portu

nitie

s •

Hig

hlig

ht p

erfo

rman

ce g

aps

•U

se c

usto

mer

and

sha

reho

lder

te

stim

onie

s

25

Com

mun

icat

e, L

iste

n, R

epea

t

Use

a c

ombi

natio

n of

ta

ctic

s to

eng

age

with

you

r st

akeh

olde

rs

Hav

e yo

ur s

take

hold

ers

part

icip

ate

all t

hrou

ghou

t ch

ange

effo

rts

Giv

e th

em m

eani

ngfu

l ro

les

Impa

ctfu

l Way

s to

Eng

age

Stak

ehol

ders

Vehi

cles

for S

take

hold

er E

ngag

emen

tIn

divi

dual

Smal

l Gro

upLa

rge

Gro

up•

Mee

ting

•C

onve

rsat

ion

•A

dvis

ory

Cou

ncils

•P

roje

ct T

eam

s•

Task

For

ces

•Fo

cus

Gro

ups

•B

row

n B

ag L

unch

es•

Dis

cuss

ion

Team

s•

Onl

ine

Rea

l-Tim

e W

orkg

roup

s•

Gro

up T

own

Hal

ls

•S

yste

m-w

ide

Net

wor

ks

(am

bass

ador

s, c

hang

e ch

ampi

ons)

•W

ebin

ars

/ web

mee

tings

•A

ll-H

ands

Mee

tings

•In

tera

ctiv

e W

ebsi

te

Acr

oss

All

•C

onfe

renc

e ca

lls•

Vide

oco

nfer

enci

ng•

Inst

ant m

essa

ging

•Vo

icem

ails

•S

ocia

l net

wor

king

•Tr

aini

ng

26

Pla

n fo

r mea

ning

ful i

nvol

vem

ent f

ace

to fa

ce o

r at l

east

, per

son

to p

erso

n in

tera

ctio

n

We

are

goin

g to

thro

w o

ut s

ome

of th

e ru

les

and

give

em

ploy

ees

mor

e di

scre

tion

to d

o th

e rig

ht th

ing

for o

ur c

usto

mer

s.

The

mos

t im

port

ant t

hing

to re

mem

ber

abou

t com

mun

icat

ing

a ne

w d

irect

ion

is th

at it

’s m

ost p

ower

ful w

hen

it’s

com

mun

icat

ed th

roug

h be

havi

or.

30

2. E

nabl

e &

Em

pow

erYo

ur P

eopl

e

�In

crea

se tr

aini

ng to

sup

port

thes

e ro

les

�E

nabl

e de

cisi

on-m

akin

g fo

r fro

ntlin

e pe

rson

nel

�C

hang

e th

e en

viro

nmen

t –w

hen

situ

atio

n ch

ange

s, th

e be

havi

or c

hang

es�

Dire

ct y

our r

ewar

d sy

stem

s �

Res

hape

you

r cul

ture

�R

edef

ine

role

s an

d re

spon

sibi

litie

s so

that

man

ager

s ov

erse

e th

e la

rger

pro

cess

es ra

ther

than

det

aile

d w

ork

activ

ities

�D

evel

op p

eopl

e ra

ther

than

sup

ervi

se th

em�

Alig

n yo

ur p

eopl

e an

d or

gani

zatio

nal s

yste

ms

to th

e vi

sion

31

Incr

ease

Tra

inin

g to

Sup

port

Rol

es

•Pro

vide

the

right

tra

inin

g•P

rovi

de it

just

-in-ti

me

•Fol

low

-up

supp

ort o

n th

e jo

b –

coac

hing

is

inte

gral

to s

usta

inin

g ch

ange

32

Enab

le D

ecis

ion

Mak

ing

•Hel

p m

ore

peop

le

beco

me

mor

e po

wer

ful

•Pro

vide

em

ploy

ees

with

fle

xibi

lity

and

latit

ude

to

mak

e de

cisi

ons

that

be

nefit

the

cust

omer

an

d or

gani

zatio

n

One

dol

lar e

qual

s SE

VEN

dol

lars

in

repe

at b

usin

ess

34

Alig

n Yo

ur S

yste

ms

to th

e Vi

sion

Alig

n yo

ur:

•Per

form

ance

ap

prai

sals

•Com

pens

atio

n•S

ucce

ssio

n pl

anni

ng•P

rom

otio

ns

35

3. M

aint

ain

and

Sust

ain

Cha

nge

•Tak

e ba

by s

teps

•Don

’t de

clar

e vi

ctor

y to

o so

on

•Ens

ure

resu

lts -

acco

unta

bilit

y is

the

nam

e of

the

gam

e

Chu

nk Y

our E

ffort

s•

Don

’t th

row

too

man

y ch

ange

s at

yo

ur s

take

hold

ers

all a

t onc

e•

Com

mit

to n

ot m

ovin

g fo

rwar

d w

ith n

ext p

hase

unt

il yo

u’ve

re

ache

d “a

ppro

pria

te” l

evel

of

adop

tion

•O

ne b

ite a

t a ti

me

Don

’t D

ecla

re V

icto

ry T

oo S

oon

•O

ften

times

team

sta

rts to

di

sban

d an

d ef

forts

sta

rt to

fizz

le

afte

r firs

t suc

cess

is d

ecla

red

•C

hang

es in

cul

ture

can

take

3 to

10

yea

rs –

new

app

roac

hes

are

subj

ect t

o ‘re

verti

a’

38

Mak

e Pe

ople

Acc

ount

able

at a

ll Le

vels

•B

uild

stru

ctur

ed w

ays

to ta

lk

to y

our p

eopl

e of

ten

•U

nder

stan

d w

hat’s

wor

king

an

d w

hat’s

pre

vent

ing

them

fro

m d

oing

thin

gs

the

new

way

•U

se th

e sa

me

stak

ehol

der

enga

gem

ent m

etho

ds y

ou

wer

e us

ing

durin

g ch

ange

•

Do

eval

uatio

ns e

very

90

days

to s

ee if

the

chan

ges

are

stic

king

…•

Mea

sure

and

man

age

–lo

ok

at it

3 w

ays

–ac

tiviti

es,

adop

tion

& b

usin

ess

resu

lts

39

Key

Tak

eaw

ays

•Orc

hest

rate

the

ebb

and

flow

of c

hang

e in

you

r org

aniz

atio

n •M

ake

man

agin

g ch

ange

in a

sys

tem

atic

way

a

prio

rity

for y

our i

nitia

tive.

•Rem

embe

r the

Fou

r E’s

–E

ngag

e, E

nabl

e,

Em

pow

er &

Ens

ure

–ne

ed to

go

beyo

nd

enga

gem

ent

•Don

’t th

ink

of th

is a

s an

initi

ativ

e; d

evel

op th

e co

mpe

tenc

y so

it’s

just

par

t of h

ow y

ou d

o bu

sine

ss

“If y

ou th

ink

you’

re to

o sm

all t

o m

ake

a di

ffere

nce,

you

’ve

obvi

ousl

y ne

ver

been

in b

ed w

ith a

mos

quito

.”

—M

iche

lle W

alke

r

Que

stio

ns?

Abo

ut U

s

43

Who

We

Are

…

•R

ober

ts G

olde

n C

onsu

lting

is

an

orga

niza

tion

perfo

rman

ce c

onsu

lting

fir

m th

at s

peci

aliz

es in

hel

ping

co

mpa

nies

and

thei

r peo

ple

to a

dapt

an

d su

ccee

d in

tim

es o

f cha

nge.

•W

e le

vera

ge o

ur d

eep

expe

rtise

in

orga

niza

tiona

l effe

ctiv

enes

s an

d ch

ange

man

agem

ent t

o en

gage

em

ploy

ees,

bui

ld le

ader

ship

cap

abili

ty

and

enha

nce

busi

ness

per

form

ance

.

•W

e he

lp c

ompa

nies

to “m

ake

the

turn

” an

d su

stai

n th

e ch

ange

s.

Wha

t We

Do…

44

Our

Are

as o

f Exp

ertis

e…

•O

ur w

ork

span

s ac

ross

man

y di

ffere

nt s

cena

rios.

Just

a fe

w

exam

ples

incl

ude

man

agin

g ch

ange

and

tran

sitio

n ef

forts

for

orga

niza

tiona

l cul

ture

tran

sfor

mat

ions

, bus

ines

s pr

oces

s tra

nsfo

rmat

ions

, mer

gers

and

acq

uisi

tions

, cor

pora

te

bran

ding

effo

rts a

nd c

ompa

nies

wor

king

to d

evel

op a

cul

ture

of

inno

vatio

n.

We

have

pra

ctic

al a

nd p

rove

n ex

perti

se in

sol

utio

ns s

uch

as:

•O

rgan

izat

iona

l ana

lysi

s &

mea

sure

men

t•

Em

ploy

ee c

omm

unic

atio

ns

•E

xecu

tive

alig

nmen

t•

Stra

tegy

and

exe

cutio

n ro

adm

ap fa

cilit

atio

n•

Trai

ning

for e

mpl

oyee

s an

d m

anag

emen

t•

Lead

ersh

ip d

evel

opm

ent

•P

roce

ss d

esig

n an

d im

prov

emen

t•

Gov

erna

nce

proc

esse

s•

Rew

ards

and

reco

gniti

on•

Per

form

ance

man

agem

ent

•O

rgan

izat

iona

l des

ign

45

Unl

ocki

ng y

our s

ucce

ss

46

Our

Bus

ines

s…

•Ex

perie

nced

, sea

sone

d co

nsul

tant

s w

ith y

ears

of e

xper

ienc

e•

Serv

ing

clie

nts

in m

any

indu

strie

s, in

clud

ing:

Rob

erts

Gol

den

at a

Gla

nce…

Exp

ertis

e in

em

ploy

ee e

ngag

emen

t, in

side

/out

br

andi

ng, c

hang

e m

anag

emen

t and

or

gani

zatio

nal e

ffect

iven

ess.

The

se a

re th

e un

ique

ski

lls a

nd e

xper

ienc

es R

ober

ts G

olde

n co

mbi

nes

to p

ositi

vely

influ

ence

you

r em

ploy

ees'

at

titud

es, b

ehav

iors

and

per

form

ance

for

incr

ease

d bu

sine

ss re

sults

. W

e un

ders

tand

that

bu

sine

sses

acr

oss

the

glob

e ar

e fre

quen

tly fa

ced

with

man

y of

the

sam

e is

sues

and

con

cern

s –

thin

gs s

uch

as h

ow to

add

ress

a d

isen

gage

d w

orkf

orce

or h

ow to

effe

ctiv

ely

min

imiz

e th

e im

pact

to a

nd g

ain

the

buy-

in o

f em

ploy

ees

in

times

of c

hang

e. W

e ha

ve e

xper

ienc

e ta

cklin

g a

wid

e va

riety

of t

hese

issu

es a

nd o

ur fl

exib

le,

scal

able

app

roac

h en

able

s us

to m

eet y

our

obje

ctiv

es th

roug

h so

lutio

ns fr

om a

rapi

d 30

-day

bu

sine

ss a

sses

smen

t to

a la

rger

-sca

le e

ffort

such

as

man

agin

g ch

ange

in a

mer

ger o

r rev

ivin

g a

stru

gglin

g br

and.

Com

e ta

lk to

us

–w

e ca

n he

lp.

Con

tact

:S

ara

M. R

ober

tsP

resi

dent

/ C

EO

Hea

dqua

rters

Loc

atio

n44

Mon

tgom

ery

Stre

et, S

uite

600

San

Fra

ncis

co, C

A, U

SA

9410

4+

1.41

5.64

1.55

23 (o

ffice

)sa

ra@

robe

rtsgo

lden

.com

http

://w

ww

.robe

rtsgo

lden

.com

47