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Twiga Group Managing Director Jo Smyth said the brief was to design and deliver a cultural change program focused on a new, firm-wide leadership performance management framework.
One of the key factors for this project was managing the needs of leaders who were busy leading and growing their practice.
“It needed to be delivered with the right amount of information, at the right time, with on-demand support so leaders could engage when they wanted to and at key milestones,” she said.
The project was sponsored by the Executive team and included highly refined stakeholder management and communication, practice-led action plans and the adoption of leadership of change.
“We were able to develop a change program that was based on design-thinking and presented in a way that the leadership stakeholder group could rapidly engage with and contribute to.
“We developed and delivered a suite of on-demand change resources that included knowledge content, peer to peer learning, webinar and podcast engagement as well as digital and traditional resources. Real-time feedback mechanisms allowed for ongoing co-design to ensure the relevance of resources.
“One of the biggest achievements of this project was that there was an adoption of the change program by 94 per cent in the first six weeks starting the program. Leadership engagement with this cultural change program exceeded that of other change projects that had run across the firm.
“Not only were we able to deliver our change program on time, on budget and to agreed expectations, but importantly the quality of leader feedback conversations improved as a result of the resources created to support them,” Ms Smyth said.
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First published here.
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