breakpoint human capital management
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Insight & Action

Breakpoint was founded on the notion that we could help people and organizations succeed by bringing them expert, candid advice and an outside perspective on their business. So whether you’re a C-suite executive who needs to think differently or a potential client seeking a new business partner Breakpoint offers a fresh perspective that helps to navigate the curves ahead.

 

Change Ahead

At Breakpoint we know change. We are trusted by CEO’s, executives, boards and high-potential employees, to help them navigate the curves in the road. And the curves are coming faster and are sharper than ever. Successful organizations are transforming the attitudes and behaviours of their employees to unleash the full potential of the organization. Not easy.

CEOs today face three types of change. The first is when an organization acts directly to achieve a business outcome that does not involve having to change the way people work. This includes acquiring a new business, or divesting of a non-core business. The second type of change is when leaders engage employees to adjust or to adopt new work practices to achieve a business objective. This can include adopting lean principles or a agile management approach. The third type of change and the most difficult is culture change. The global competitive market is challenging organizations to make dramatic shifts in behaviour and performance to remain relevant. Culture.

Over more than twenty years working with high performing teams that have effected long-term changes in business practice and achieved sustainable business outcomes has shown us that employees have the skills to do what is needed. The more difficult challenge for CEOs is working to change outcomes by changing the behaviours of people in their organizations. Changing attitudes about what can happen at work.

Purpose

People must understand their role and how their actions contribute to the organization change. Then they must believe in the change. It is about shared values.

Reinforcement

The reporting structures, management and operational processes, and measurement systems and financial and nonfinancial rewards must be consistent with the new behaviour that people are asked to demonstrate.

Development

Organizations that are successful changing teach their employees how to adapt new behaviours to their individual situation and what a successful outcome would look like.

Leadership

Consistent role models are critical in changing the behavior of people. But to change behaviour consistently throughout an organization, it isn’t enough for senior leaders to model the new behaviour. Role models at every level must "walk the talk."

The ability to change is elusive for many organizations. To unlock your potential and empower your organization leaders must uncover the motivations and beliefs of their people and align it with ambitions of their organization.

 

Growth, Human Capital Management, LeadershipMichael De BonisComment