Organizational Change

At Flynn Heath Holt, we believe planning is the compass for charting an organization’s direction. However, planning is not always “strategic” in the sense of focusing on the long-term. Due to constant changes in the business environment, planning may need to focus on a 12-24 month timeframe. Whatever the timeframe, the planning process itself must be proactive and practical. It must not only identify what strategies need to be accomplished but how and when the strategies will be executed.

On the same token, the best business plans are no good if they are not executed successfully. “Failure to execute” is one of the most common and costly failures in business today. This failure rarely occurs because of one major flaw or poor decision. Instead it occurs because of a myriad of day-to-day acts that undermine good intentions.

Flynn Heath Holt provides many services in the area of Organizational Change to support strategic planning, execution of those plans and cultural alignment for the organization.

The Flynn Heath Holt Business Planning Process is fast-paced, focused and inclusive. The process must be sponsored at a senior level and the sponsor must be personally involved. The plan document itself is not a thick manual; it usually contains 4-6 key strategies which describe clear direction. Each strategy is supported with specific action steps, resources needed, timeframe and accountability.

Team Performance is a focal area for Flynn Heath Holt. Building strong teams and measuring performance is not the same thing as “feel-good” team building exercises. Building strong teams involves facing the hard stuff: interdependence, aggressive deadlines, contingency planning, trust issues, lack of competence, lack of confidence, and many more. The Flynn Heath Holt approach is proactive, inclusive and results focused. It is not a one-time team building “event” but, a building process that occurs over time. The process works equally well for new or seasoned teams, large or small teams, and “broken” or high functioning teams.

At Flynn Heath Holt we believe organizations must “walk their talk” just as individuals do. Most companies have a smorgasbord of philosophies and behaviors which, unfortunately, create mixed signals for employees in the organization. Our Cultural Alignment Audit helps leaders quickly identify which behaviors, practices, and policies need to be better aligned. After the audit, we partner with our clients to implement changes which will create a culture of consistent messages and behaviors. This enhances employees’ trust in the organization and fosters commitment and loyalty.

Success Stories

• It Pays to Plan - Corporate Reorganization Turns a Profit
• In Sync - Retail Banking Operation Aligns Processes, Commits to Doubling Revenues
• Taking Responsibility - National Firm Seeks More Employee Accountability
• Sense of Partnership Strengthened - Big Four Accounting Firm Implements Culture Change Process