Collaboration, agility and innovation are as much (if not more) of a by-product of the culture (the way work gets done in an organization) as a by-product of who is on the team. Improving business performance, be it through changes in structure, systems, processes or people, are rarely successful (only 30% of change initiatives are successful) without deliberate and focused changes to the business environment (culture).

Performance Development Purpose:

Creates the conditions that give rise to and reinforce successful change initiative, effective leadership and high-performing teams.

EPIIC-performance Outcomes:

  • Optimum and fluid organizational design and structure
  • Established desired cultural and behavioral norms
  • Target operating model and delivery processes developed and executed
  • Feedback, reward and reinforcement systems to enable accountability and maintain momentum in place

Primary beneficiary: Leader & Team Members

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