Organizational Development Services
Change is constant and unavoidable in today’s rapidly evolving marketplace. The key to consistent performance is adaptability—pivoting quickly and strategically keeping your people and organization aligned. Research shows the top barrier to organizational agility is the inability to change organizational culture.
MCG Partners offers services that are designed to define, drive, and support the cultural changes necessary to achieve optimal results. Whether your goal is to align culture with company strategy, promote employee development, engagement, and performance, or increase innovation and collaboration, we work with you to build a program to achieve sustainable individual, team, and organizational success.
Organizational Assessment
Lead Successful Change
MCG Partners uses an organizational-assessment approach to help executives and managers like you get the information and insights you need to successfully lead change.
Our process will help you:
- Assess where your organization is in the change process
- Understand organizational drivers that influence the change process
- Identify gaps, risks, and issues that must be addressed for change to succeed
- Determine next steps for successfully navigating the organizational change process
Working together with you, MCG Partners will collect data and analyze the factors that affect organizational performance during times of change, identifying areas of both strength and opportunity.
Don’t let your change effort get derailed. MCG Partners can help you successfully achieve your change objectives and position you for a better, more efficient, and profitable future.
Building Your Culture
The key to a successful organization is a culture based on a strongly held and widely shared set of beliefs that are supported by strategy and structure. You need to integrate your values, critical behaviors that reflect these values, and how you hire, onboard, develop, reward and advance everyone in your organization. Everyone needs to walk the talk and be held accountable to sustain a culture. Ensuring all aspects of culture are identified and aligned are critical.
Developing Organizational Purpose and Values
Get Clear About Who and Why You Are
Identifying and clarifying your organization’s purpose is the key to navigating the complex, volatile, ambiguous world we face today, where strategy is ever changing.
Developing Organizational Purpose and Values form the cornerstone for company culture. A company’s stated values reflect what the leadership intends for the company culture. The actual culture, however, depends on the extent to which those values are lived on a daily basis.
When employees experience congruence between the company’s values and how people are expected to behave, there is greater employee satisfaction and retention. When there is a disconnect between what a company claims its values are and how people actually act, there will usually be an atmosphere of cynicism and disengagement, which can have a direct impact on the bottom line through higher turnover and lower productivity.
MCG will work with you to clarify the company’s purpose and values and to build a system of accountability around them, marking an important step in maintaining the company’s health, engagement, and financial well-being.
Employee Engagement Survey & Consulting
Company Culture Has A Direct Impact On Profitability.
Company Culture Has A Direct Impact On Profitability.Organizations with a strong organizational culture, solid leadership, and high employee engagement are more profitable that other organizations. Therefore, as a leader, you can have a direct impact on profitability by improving your company culture and employee engagement.
The first step is to discover and clarify the health of your culture and the status your employees’ engagement. To do this, we use the Employee Engagement Survey. This survey is based on empirical research and data that demonstrate a clear link between employee engagement and financial performance.
After your employees take the Employee Engagement Survey, MCG Partners will work with you to review and understand the results. Then, armed with powerful new insights, we will help you craft and execute an action plan to address your company’s specific engagement needs. We’ll also advise you on how to manage expectations and where to focus your priorities in order to deliver the highest return on your investment.
Strengthening Culture in a Hybrid World.
A living, breathing, high performance culture is intimately related to business performance and results. When culture grows out of what you value – translated into behaviors and supported by systems that foster and reward these behaviors – it can give you a strategic competitive advantage.
The hybrid nature of work has shifted how connected employees feel to the culture of their organizations and challenged organizations to take a hard look at how well their cultures are defined and supported. In this program, you will learn how to assess the drivers of organizational culture, assess the opportunities to strengthen the cultural foundation of your organization, and tighten your employee’s connection to and performance for your company.
Why it’s important
- Over the past two years our world has changed dramatically. The disruptions brought on by the COVID-19 pandemic have changed the way we work. The hybrid nature of work is a threat to culture, which has traditionally been built and sustained by organic interactions in the office. Now, companies can’t take for granted that employees will understand or feel connected to the culture of the organization – they need to be deliberate about how they build and reinforce culture.
- More senior leaders are connected to the vision of the company than others in the organization. This disconnect has accelerated with the hybrid nature of work, prompting many organizations to prioritize getting employees ‘reconnected’
- Because culture grows out of multiple systems within a company (values, leadership behaviors, selection and development, recognition and reward, performance management), there are many paths’ companies can take to strengthen their culture.
Who it’s for:
- Business leaders looking to strengthen their team performance
- HR/People leaders responsible for driving culture and engagement
Outcomes:
- Discover how hybrid and remote work impacts company culture
- Learn how to integrate culture virtually
- Learn the relationship between culture and performance
- Understand the organizational drivers of culture
- Identify areas of opportunity to shift your organization’s culture to improve performance and engagement.
For more information, please contact Stephanie Holmgren at [email protected]
Diversity, Equity, and Inclusion Solutions
Diversity, Equity, and Inclusion Solutions
Recent global events have highlighted the need for business leaders to understand the role Unconscious Bias plays in the success of diversity, equity and inclusion (DEI). Even prior to these recent events, studies have shown a correlation between organizational diversity and profitability. Clearly, focusing on unconscious bias as a principle of workplace culture and a strategic business advantage is critical for leaders at all levels of an organization. The acknowledgement that the workplace is a working and learning community for an increasingly diverse workforce has made all of us more attuned to the need for continued dialogue, education, and training around Unconscious Bias.
Managing Change
Change is inevitable.
Change is inevitable.How we deal with it is a choice.
Change can seem constant and unsettling for some while exciting and stimulating for others. Change also brings up opportunities for conflict that may exist.
As a participant in our Managing Change training, you will learn how to assess your skills for dealing with, adapting to, and managing change and understanding people’s capacity for change. You will learn how organizations respond, move through, and misalign through change. You will also review and practice how to open lines of constructive communication, how to gain/regain traction during and after change, and how to discover and take advantage of new opportunities.
Career Transition/Outplacement
Smoothing the Change Process
Smoothing the Change ProcessSuccessful companies recognize that to stay relevant, they must innovate their approach to employee transition and outplacement to reflect their values, build trust, and engage employees. MCG Partners offers career transition, outplacement, and career management services that reflect your organizational needs and provides meaningful and impactful support in career transition and management.
Organizational Analytics
Harness the Power of Analytics
Harness the Power of AnalyticsSeventy-five percent of best-in-class organizations directly attribute changes in revenue or profitability to their organization’s assessment strategies.
Companies are increasingly leveraging data to examine and enhance their competitive advantage. Organizations that use analytics report more than two times the improvement in cost per hire compared to companies who lack analytics programs.
MCG Partners has decades of experience in applying data-driven, scientifically validated methodologies to help companies like yours successfully identify, engage, develop, and retain top talent.
Can you afford to be in the dark when it comes to your company’s success?
Talent Management Life Cycle
Achieve Consistency
Using consistent strategy, analytics, methodology, and approach throughout the talent management lifecycle are critical—from how you select, onboard, develop, advance, and engage to how you create a high-performing organization that reflects your desired culture. To help you gain insight into how to best manage your talent at all stages, MCG Partners begins with The Predictive Index® (PI®).
The Predictive Index® is a unique tool that measures an individual’s strengths, drives, motivations, and behaviors. Why is this important? Exceptional performance is driven not only by the knowledge, experience, and skills an employee brings to the organization, but by his/her behavioral style—how she/he performs in the job by leveraging their natural strengths and motivations, by how they interact with others and effectively work and adapt in the culture of an organization.
PI helps answer critical questions about how individuals:
- Communicate
- Build relationships
- Persuade and influence
- Acts as part of a team
- Make decisions
- Manage conflict
- Deal with and manage change
- Address risk and innovation
- Manage versus lead
- Delegate
This understanding enhances self-awareness and will help clarify what are good role, career, and cultural fits. MCG Partners will help you harness this insight and guide you in building consistent strategies, analytics, methods, and approaches throughout the talent-management life cycle.
Private Equity and Venture Capital Talent Solutions
Growing Your Investments
How can you pick your investments wisely to maximize the chances of landing a home run or unicorn? In an investment decision, two factors are being assessed: the idea and the people behind it. Its critical for Private Equity (PE) and Venture Capital (VC) firms to attract, assess, and develop the top leaders to reduce risk. Growth of your investments require a talent acquisition and development strategy that addresses the changes and volatility of market conditions.
Leadership & Talent Acquisition Strategy
A portfolio company’s leadership team and organizational dynamics have a strong correlation with its upward growth and profitability. Leadership, talent development, and organizational culture play an increasing role as growth enablers or constraints. Leadership issues, talent gaps, bottleneck decision-making, and ineffective management teams obstruct growth and investment returns.
The impact of the pandemic has turned the talent acquisition and retention landscape upside down. Organizations are looking at ramping up their hiring. They are faced with the challenge of attracting, retaining, and developing leadership teams capable of engaging teams in a remote environment while addressing unprecedented change and impact. Forbes estimates that half the time portfolio firms fail to achieve the returns their investors expect, its due to the wrong leadership running the company.
*Brubaker, M. (2017). Private Equity Leadership Lessons: How CEOs Limit Company Performance. Forbes
MCG Partner Private Equity and Venture Capital Talent Solutions
- Pre- and post-Merger & Acquisition Leadership Evaluation
- Executive and/or Team Assessment – PI Behavioral Assessment™ and 360 Assessment
- PI Team Discovery™ – Assessing & Aligning Executive Team with Business Strategy
- Executive Coaching
- Succession Planning
- Employee Engagement
- Executive & Board Search Services
- New Leader On-Boarding
- Globalization – Expansion & Remote Leadership
- Diversity, Equity & Inclusion Programs
- Executive Transition Services