Organization Transformation & Talent
Digital and emerging technologies, changing market conditions, and regulatory pressures are common external forces that drive business transformation. Internally, new leadership and growth or consolidation strategies (including mergers and acquisitions) often spark transformation. No matter what the driver, the same challenges typically apply: how to align your organization design, talent, leadership and culture with your business strategy make the transformation vision a reality, and then sustain it over time. Deloitte OT&T practitioners combine deep transformation experience with practical business acumen. Our organization and people solutions incorporate an array of innovative tools and resources, powered by analytics, to enable sustainable change.
Emerging technologies and markets, agile ways of working, increasing regulations, M&A activities, embracing the challenge of enhanced efficiency or improved collaboration — these are just some drivers of strategic change. Deloitte’s Strategic Change practice brings new and practical insights that are grounded in behavioral science and informed by data and analytics, enabling high impact organizational and people-related business transformation. Through transformation labs, leadership teams create the right conditions, make aligned decisions and take the appropriate actions to achieve the desired outcomes. Employees are equipped through high impact engagements to directly translate business strategy into personal meaning and change their behaviors to embrace the transformation. In doing so we also build an organization’s capabilities to lead and manage through disruption and change in the future.
An organization's culture is a complex, highly valuable asset, difficult to replicate and a powerful competitive advantage when aligned with corporate strategy. Culture is “the way we do things around here” and becomes visible in the choices people make, how they interact with one another and how they deliver against their objectives.
Culture can be transformed through an understanding of the current and desired future state, and by activating various organizational levers, such as changes in management processes, learning, recruitment, and leader behaviors, to steer the culture in the desired direction. By examining two sets of dimensions — core and differentiating — Deloitte’s Culture Framework and Diagnostic Tool provides the objective insight and rigor required to understand cultural strengths and gaps and drive the behaviors needed to support business strategy and achieve truly differentiated performance. Focusing on ‘moments that matter’ provides a frame to reinforce and embed key behaviours and achieve an organization’s cultural ambitions.
An organization’s effectiveness and ability to execute strategy is increasingly determined by the quality of its leaders. At all levels, both within a business and at the board level, leadership is a critical enabler — or constraint.
Deloitte helps organizations meet leadership needs through clear leadership strategies, assessment of leadership capabilities and bench strength, and accelerated development programs with a focus on pragmatic strategy execution. We work with you to address constantly evolving business challenges and diverse employee expectations while building leadership pipelines and programs for emerging, next generation, and senior leaders.
The majority of organization design initiatives start out with the best of intentions, but few live up to expectations. What they do provide is disruption, as people and positions shuffle for very little gain. These kinds of restructuring efforts can undermine faith in the wisdom of an organization's leadership, which actually erodes value and team coherence.
When properly conceived and executed, organization design can significantly accelerate performance in complex business environments. Directly aligning the organization to its strategy and business model enhances both people performance and business results. Deloitte has developed a new approach to organization design to create this highly valuable alignment. This new methodology guides the redesign process from the decision stage through design and implementation, always focused on enabling the organization to do what it was meant to do.
Organizations across the globe continue to invest substantially in new technology. These solutions, if well implemented, have the potential to fundamentally transform the way companies do business, and how they leverage their people to deliver business value. To drive adoption—and get the most out of technology investments—companies should think differently about change. Technology implementation projects are large, complex, and typically span multiple geographies and employee groups. They require smart, precise change management.
Successful implementations are those where leadership capabilities, relationships and structures are in place to support adoption and use, and change tactics and activities are customized based on specific organizational and stakeholder needs. At Deloitte, we apply analytics-based insights to help organizations manage change, equip employees with the competencies needed to operate new technologies, and ultimately capitalize on their technology investments.
Talent management remains a top business and HR issue as organisations report capability and leadership challenges worldwide. Technology, globalization, and growing government regulation are reshaping the way people work, learn, collaborate, and lead. New, innovative HR programs are becoming essential to attract and keep critical talent in an increasingly demand-driven talent market. Given the complexity of this environment, many organizations are finding it difficult to navigate the path forward. That's where we can help.
Deloitte's Talent Strategy teams work with you to ensure that your people strategies enable your business strategy. Our services include Workforce Planning, Talent Sourcing and Acquisition, Performance, Engagement, Learning, Leadership, Career Development and Succession, Diversity & Inclusion, and Talent Analytics. With an effective talent strategy, you can put the right people, with the right skills and tools, anywhere in the world—and give them opportunities to grow and develop to meet evolving business needs.
Unlocking the potential of your people through learning is a fundamental key to winning in a disruptive and highly competitive environment. When a company beats its competitors to market, when it effectively joins forces through a merger or acquisition, when it hits financial targets and consistently satisfies customers, it’s a sign that its people have mastered the required skills and behaviors to deliver on business strategy.
Deloitte Learning Solutions enable business-led learning, taking an integrated approach on how learning is organized, developed and delivered in the context of your business. We understand that learning is a business lever in its own right. We have significant experience transforming learning & development functions into an integrated learning landscape that develops and strengthens strategic workforce capabilities at all levels of the business.
Industry shifts like the movement to cloud computing, omni-channel go-to-market models, uneven global economic growth, and regulatory changes are disrupting sales organizations and forcing our clients to reassess how they can best position their sales organizations to capitalize on change.
Deloitte's Sales Force Effective practice helps clients grow revenue profitably by improving how they plan, deploy, reward, and enable sales teams. We help organizations achieve greater performance from their sales organizations through focusing on strategy and revenue creation, deploying technology and process solutions, and utilizing analytics.
Companies embark on a merger, acquisition, or restructuring because they believe it will yield business value. Properly recognizing and managing the people aspects of the effort is critical to realizing this potential value.
Deloitte M&A and restructuring professionals draw upon the experience earned in more than 1,000 global engagements to guide companies on how to enable growth, capture value, and bring the business together (or effectively carve the business out). Our subject matter experience encompasses the full range of Human Resources matters throughout the transaction life cycle, including Total Rewards, Organization & Talent Development, culture change, HR Transformation, and Actuarial Services. These are backed by Deloitte's deep breadth of experience across the disciplines of Consulting, Audit, Tax, and Financial Advisory for a comprehensive approach that is both business-led and people-driven.
Philips Lighting: a company in transition. How to make it clear to the workforce that the renewed firm is different from its founding mother Royal Philips? In assisting the organization to define its identity, Deloitte Consulting embarked on a journey named ‘co-creation’ – a notion that can hardly be overrated, according to Shalini Sarin, SVP HR Manager at Philips Lighting. The result of six months of intensive collaboration: a clear set of core values, a qualitative benchmark and a viral change plan. But most importantly, a lot of energized employees inspired about the future identity of Philips Lighting.
Insight Driven Organisaties (IDO’s) ondersteunen en onderbouwen belangrijke beslissingen binnen de organisatie met inzichten op basis van data. Ook op het gebied van HR. Het gebruik maken van HR data helpt organisaties die voor een noodzakelijke reorganisatie staan om duurzame strategische beslissingen te nemen, met andere woorden insight driven reorganiseren. In dit blog laten wij u de voordelen hiervan zien.