Over time, departments or divisions can move toward differentiation and
a lack of cooperation and coordination. While some of this may be necessary
and appropriate, most of these differences create dysfunction, producing
"silo effects" and inter-unit conflict. Organizational alignment
is the state when all members and all departments are engaged in a meaningful
pursuit of the organization's vision and execution of strategy. Star Performance
Group has a proven process to create this
type of alignment in your organization.
Though "organizational culture" has emerged as an enduring and
major theme in management, it is a somewhat abstract concept that is not
well understood by managers and others within organizations. Star Performance
Group has a statistically valid and reliable approach to measuring the
culture in your organization. This approach, called the Awareness
phase, defines the current and ideal culture of the organization and the
levers to change.
Leadership behaviors are put under the microscope in this dynamic two-day
workshop, called Champion Leadership.
Understand how your current approach shapes the performance of others,
assess your impact and learn strategies with a step-by-step blueprint.
Personal accountability is lacking in most organization's teams. During
Team Of Champions, this powerful one-day
workshop will open minds to team dynamics. Participants will increase
their own commitment with effective attitudes and behaviors, ultimately
achieving strategic goals.
Performance is always an issue, but now there is a way to bolster it through
individual responsibility. The Creating
A Champion course pinpoints personal thinking styles and guides employees
toward constructive behaviors.
Mergers & Acquisitions
Clashes in organizational culture are the number one reason for failures
in mergers and acquisitions. With this in mind, it makes sense to measure
the cultures of the two organizations during the due diligence phase.
The results of this measurement will identify problem areas and allow
for the development of a plan to overcome them. This data, used with the
results of due diligence, will aid in assessment of potential risks for
the merger, as well as, determining the value of various divisions. Post-merger,
the results of the cultural assessment are used to bring about organizational
alignment in the new and larger organization.
Cultural analysis is a powerful tool for promoting joint union-management
problem-solving activities outside the scope of the traditional collective
bargaining framework. This has been used in a variety of settings to help
union and management representatives understand the culture that has emerged
in their workplace. It also allows them to define a more desirable culture
that they collectively believe in and specific behaviors that need to
and International Relations
As North American organizations become increasingly diverse, they can
benefit greatly from the complementary backgrounds and perspectives of
their members. Realizing these benefits, however, requires members to
understand and respect differences and, at the same time, come to agreement
on a set of shared values and goals toward which they can work. The Organizational
Alignment process provides the tools for identifying and developing
an integrative culture.