Human Dynamics to make the difference

EFESO assists organizations and their leaders in effectively implementing exemplary leadership during critical real-world situations. Whether you aim to enhance team performance, boost leader effectiveness, or foster a culture of change, our pragmatic approaches deliver results.

Our focus lies on managers at the shop floor. Through our approach, leaders allocate 10% of their time to knowledge building, 20% to practical exercises, and 70% to coached application in everyday scenarios. Key performance indicators (KPIs) and progress reports ensure tangible and manageable leadership development. Our tailored leadership program anchors desired behaviors and fosters sustainable leadership practices for shop floor managers."

A three stages program:

1. Analysis: once the leaders who will participate in the program identified, we establish clear and shared expectations. We then define a timetable and a framework.
2. Roadmap design: this phase involves crafting the Leadership Progression Journey including progress goals and performance metrics for individual leaders. Simultaneously, we introduce the tools and methodologies necessary for effective journey management, fostering a motivating performance environment.
3. Anchoring & monitoring: the Leadership Progression System is executed with transparency and with a focus on results during the specified high-impact moments. Managers reinforce the new behavior through continuous training, feedback, and successful experiences in their daily work.

When employees make the most of their skills, companies perform exceptionally well. Especially for teams that work in production or supply chain management as they are close to value creation.

Companies achieve outstanding performance when employees make optimal use of their skills. This is particularly true for teams that contribute directly to value creation, such as in production or supply chain management.

To unlock employees’ potential and enhance their collective success, EFESO employs the Performance Behavior approach. This method begins by addressing individual motivation, observing behavior, and facilitating systematic learning from outcomes. To optimize performance, we concentrate on critical decision-making moments and impactful activities.

The five components of performance behavior:

1. Contribution to improvements and visualization of successes
2. Influenceable corporate objectives
3. Motivating performance environment
4. Supportive leadership behavior
5. Coaching and real-time facilitation

This approach translates an organization’s values and goals into tangible, comprehensible, and frequently quantifiable behaviors. It fully leverages individual potentials while increasing commitment and a sense of responsibility. For instance, on the shop floor, optimizing leadership behavior can lead to sustainable performance improvements in production and related areas.

Change initiatives frequently miss their targets because they do not effectively engage the people within the organization who are impacted by these changes. At EFESO, we have developed a unique approach to address this issue. Our strategies focus on engaging employees in new visions, missions, and strategies, making their individual roles clear and facilitating successful change.

Our integrated framework empowers employees to embrace change positively and incorporate it into their professional growth. By engaging all affected employees, segmented by relevant groups, we create a transparent roadmap—a blueprint for subsequent actions. The roadmap we provide empowers employees to adapt and grow with the change, creating a clear and actionable plan that guides every step of the transition.

Structured Process for Effective and Efficient Implementation

We collaborate closely with our clients to design and implement measures that effectively mobilize employees. This process generally unfolds in three steps:

1. Analysis - Understanding the business context, background and the objectives of the change. Conducting a survey of readiness and resistance and evaluating the change impact.
2. Roadmap design - Identifying key moments when change will be felt by affected groups. Defining the activation and adoption actions desired in each case.
3. Anchoring & monitoring - Implementing the defined adoption roadmap. Monitoring engagement. Identifying the “lesson learned” and internal transfer of knowledge gained

Engaging with employees and stakeholders is essential for initiating change and reinforcing desired behaviors. When designing effective change communication, consider these key questions:

• Why is change necessary?
• What practical implications do these changes have for individual employees and their teams?
• How can we ensure all stakeholders understand the benefits of change and actively support it?
• How can we translate corporate values into everyday behaviors and a vibrant corporate culture?
• How can we clearly and effectively communicate management’s expectations to employees?
• How can we support technological advancements, such as the introduction of new platforms and systems?

Change processes often place supervisors and team leaders in critical roles. To prepare them, targeted training and support can enhance their communication and leadership skills, not only during change initiatives but also in general people management.

Early Involvement of Key Communicators

For sustainable and successful change communication, it’s important to involve all those affected by the change process. EFESO follows an approach that turns affected individuals into active participants, training them according to their communicative roles.

• Storyline development
• Empowerment of communicators
• Tight clocking of communication

In order to anchor new ways of thinking and behavior effectively and sustainably in the company, continuous support of the employees is required as well as instruments and mechanisms to measure the progress of the process and to counteract undesirable developments. ROI-EFESO pursues a holistic, field-tested approach for Sustainable Change Adoption, which addresses three central aspects:

To effectively and sustainably embed new ways of thinking and behavior within a company, continuous employee support is essential. Additionally, tools and mechanisms must be in place to measure progress and address any negative developments. EFESO employs a comprehensive, proven approach to Sustainable Change Adoption, focusing on three key areas:

Plans and changes that make sense to people

Change communications are aligned with strategy, values and existing communications concepts. Content is relevant, engaging, and reaches target audiences. Executives and other stakeholders effectively perform their role as communicators. Target groups actively participate in the process and provide positive feedback.

Measures meet with willingness to change

Leaders at the management and store floor levels share overarching and project-related goals. Their roles and contributions in implementation are clearly defined. Coaching/empowerment measures are implemented as needed. Multipliers and managers work together to promote readiness for change and reduce resistance.

Strong employees as part of transformation success

All stakeholders and target groups are systematically involved in the change process and take responsibility. Confident and well-trained employees can make optimum use of the new tools and processes. The new ways of working are anchored in daily practice.

These levers are individually adapted for each company or transformation project and implemented together with management and employees. In this way, we create the working environment and the traction for sustainable change.