{"id":749,"date":"2019-06-18T08:27:48","date_gmt":"2019-06-18T08:27:48","guid":{"rendered":"https:\/\/lemonchiffon-horse-826030.hostingersite.com\/?page_id=749"},"modified":"2026-04-21T15:13:43","modified_gmt":"2026-04-21T15:13:43","slug":"organizations-focus","status":"publish","type":"page","link":"https:\/\/bridgingpositions.com\/es\/organizations-focus\/","title":{"rendered":"Enfoque de las organizaciones"},"content":{"rendered":"<div class=\"et_pb_section_0 et_pb_section et_section_regular et_block_section\">\n<div class=\"et_pb_row_0 et_pb_row et_pb_row_3-4_1-4 et_block_row et_block_row_3-4_1-4\">\n<div class=\"et_pb_column_0 et_pb_column et_pb_column_3_4 et_block_column et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_text_0 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p><img loading=\"lazy\" decoding=\"async\" id=\"hexagon\" class=\"wp-image-368 alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/organizations-1.jpg\" alt=\"\" width=\"200\" height=\"157\" \/><\/p>\n<h1>Organizations<\/h1>\n<h4>This is the organizational level in which we focus on bigger organizational units or whole organizations. We work on topics such as organizational alignment, cultures, context, structure, processes, vision, strategy and challenges. This is what we call the <em>macro<\/em> level.<br \/>Topics that we address on the <em>macro<\/em> level:<\/h4>\n<\/div><\/div>\n\n<div class=\"et_pb_text_1 et_pb_text et_pb_bg_layout_light et_pb_module et_flex_module et_pb_text_align_center\"><div class=\"et_pb_text_inner\"><p><img loading=\"lazy\" decoding=\"async\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2021\/01\/corona-small.png\" width=\"74\" height=\"60\" alt=\"\" class=\"wp-image-207573 aligncenter size-thumbnail\" \/><br \/>\nMost of our programs can be tailored to take place remotely.<\/p>\n<\/div><\/div>\n\n<div class=\"et_pb_text_2 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\" id=\"rightmenu\"><div class=\"et_pb_text_inner\"><h3>Organizations - Topics<\/h3>\n<ul>\n<li><a href=\"#OrganizationalDevelopment\">Organizational Development<\/a><\/li>\n<li><a href=\"#OEBLD\">Organizational Episode-Based Leadership Development (OEBLD)<\/a><\/li>\n<li><a href=\"#OrganizationalCulture\">Organizational Culture<\/a><\/li>\n<li><a href=\"#OrganizationalBackbone\">Organizational Backbone<\/a><\/li>\n<li><a href=\"#AgilitySelfOrganizationBusiness\">Agility &amp; Self-organization in Business<\/a><\/li>\n<li><a href=\"#Cocreation\">Co-creation<\/a><\/li>\n<li><a href=\"#Innovation\">Innovation<\/a><\/li>\n<li><a href=\"#LargeGroupInterventions\">Large Group Interventions<\/a><\/li>\n<li><a href=\"#ChangeManagement\">Change Management<\/a><\/li>\n<li><a href=\"#PostMergerIntegration\">Post-Merger Integration<\/a><\/li>\n<li><a href=\"#CarveOut\">Carve Out<\/a><\/li>\n<li><a href=\"#HardRestructuring\">Restructuring Implementation Framework<\/a><\/li>\n<li><a href=\"#PMICarveOutFormats\">PMI-Carve Out Formats<\/a><\/li>\n<ul>\n<li><a href=\"#NatureReserves\">Nature Reserves<\/a><\/li>\n<li><a href=\"#ManagingTransition\">Managing Transition<\/a><\/li>\n<\/ul>\n<\/ul>\n<\/div><\/div>\n\n<div class=\"et_pb_text_3 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p><a id=\"OrganizationalDevelopment\"><\/a><\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/OrganizationalDevelopment.jpg\" alt=\"Organizational Development\" width=\"200\" height=\"157\" \/>Organizational Development<\/h2>\n<h5>Organizational Development is a well-planned, holistic, systematic and structured change approach that fundamentally alters the way business is done. It is the outcome of shaping and aligning all the components of a company towards a clear vision or strategy.<\/h5>\n<p>        <div class=\"rmwr-wrapper\"\r\n             data-id=\"rmwr-p749-1\"\r\n                          data-key=\"p749-1\"\r\n                          data-post=\"749\"\r\n                          data-animation=\"none\"\r\n                          data-duration=\"300\"\r\n                          data-mode=\"normal\"\r\n                          data-lazy=\"false\"\r\n                          data-smooth-scroll=\"true\"\r\n                          data-scroll-offset=\"0\"\r\n             >\r\n            <button\r\n                type=\"button\"\r\n                class=\"read-link \"\r\n                id=\"readlinkrmwr-p749-1\"\r\n                data-open-text=\"Read More\"\r\n                data-close-text=\"Read Less\"\r\n                                aria-expanded=\"false\"\r\n                aria-controls=\"readrmwr-p749-1\"\r\n            >\r\n                                <span class=\"rmwr-text\">Read More<\/span>\r\n            <\/button>\r\n            <div\r\n                class=\"read_div\"\r\n                id=\"readrmwr-p749-1\"\r\n                aria-hidden=\"true\"\r\n                style=\"display: none;\"\r\n            >\r\n                                    OD involves creating a clear vision about the desired future look and feel of the company (the \u201cto-be state\u201d), assessing where it is now (the \u201cas-is state\u201d) and then determining how to close the gap between the two. The gap-closing activity is the Organizational Development.<br \/>\nOD generally focuses on increasing an organization\u2019s readiness in coping with its present and future operating contexts and other business challenges, which are ever-changing. To accomplish this, OD measures address all the components and aspects of a company. Some of these are its systems, structures, processes, practices, culture, people and performance measurement.<br \/>\nAs a company\u2019s operating context is not static but constantly changing, OD needs to re-adjust itself and realign all its organizational components. So we speak about \u201cOrganizational Development Episodes\u201d. What worked in yesterday\u2019s episode may not work in today\u2019s; what works in today\u2019s episode may not be right for tomorrow\u2019s. If the business results and the environment are signaling that the current design does not work, it is time to change it and start a new \u201cOrganizational Development Episode\u201d.<br \/>\nWe act as advisors and sparring partners to craft the best fit between an organization\u2019s current and upcoming operating context and the \u201cOrganizational Development Episodes\u201d ahead.<br \/>\n                            <\/div>\r\n                    <\/div>\r\n        <br \/>\n<a id=\"OEBLD\"><\/a><\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2020\/12\/Leadership-small-75.jpg\" alt=\"Strategy Process\" width=\"200\" height=\"157\" \/>Organizational Episode-Based Leadership Development (OEBLD)<\/h2>\n<h5>Organizational Episode-Based Leadership Development is our unique bridgingpositions steering approach for executive teams that need to create focus, stability, and alignment while the world refuses to stabilize. It breaks longer-term organizational development into clearly defined episodes, enabling executive teams to define the next organizational episode and align the organization around the priorities that matter most. In this way, OEBLD creates focus around what the organization needs most now and allows organizations to concentrate on what matters most in the current episode without losing the agility to adapt what comes next.<\/h5>\n<a href='https:\/\/bridgingpositions.com\/oebld\/' class='small-button smallblack'>Learn More<\/a>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/OrganizationalCulture.jpg\" alt=\"Organizational Culture\" width=\"200\" height=\"157\" \/>Organizational Culture<\/h2>\n<h5>A culture change process starts by understanding the current culture with all its implicit details; it then designs the culture for the future organization and maps out the steps needed to implement the desired culture by using levers in both personal and leadership development and appropriate processes and structures.<\/h5>\n<p>        <div class=\"rmwr-wrapper\"\r\n             data-id=\"rmwr-p749-2\"\r\n                          data-key=\"p749-2\"\r\n                          data-post=\"749\"\r\n                          data-animation=\"none\"\r\n                          data-duration=\"300\"\r\n                          data-mode=\"normal\"\r\n                          data-lazy=\"false\"\r\n                          data-smooth-scroll=\"true\"\r\n                          data-scroll-offset=\"0\"\r\n             >\r\n            <button\r\n                type=\"button\"\r\n                class=\"read-link \"\r\n                id=\"readlinkrmwr-p749-2\"\r\n                data-open-text=\"Read More\"\r\n                data-close-text=\"Read Less\"\r\n                                aria-expanded=\"false\"\r\n                aria-controls=\"readrmwr-p749-2\"\r\n            >\r\n                                <span class=\"rmwr-text\">Read More<\/span>\r\n            <\/button>\r\n            <div\r\n                class=\"read_div\"\r\n                id=\"readrmwr-p749-2\"\r\n                aria-hidden=\"true\"\r\n                style=\"display: none;\"\r\n            >\r\n                                    Organizational Culture is made up of all the implicit, intangible aspects that determine how things are carried out inside the organization.<br \/>\nAs it is the accumulated experience of the whole organization, it has a strong influence on its members and is difficult to change. Typical development directions of corporate cultures:<br \/>\n<b>Need to become more:<\/b><\/p>\n<ul>\n<li>Agile<\/li>\n<li>Innovative<\/li>\n<li>Entrepreneurial<\/li>\n<li>Customer-centred<\/li>\n<li>Organized<\/li>\n<li>Cost conscious<\/li>\n<li>Collaborative, cooperative<\/li>\n<li>Open and communicative<\/li>\n<li>etc.<\/li>\n<\/ul>\n<p><b>Overcome:<\/b><\/p>\n<ul>\n<li>Compartmentalization, silo-thinking and acting<\/li>\n<li>Putting personal wellbeing before organization wellbeing<\/li>\n<li>Communication gaps<\/li>\n<li>Talking behind people\u2019s backs<\/li>\n<li>Failure culture<\/li>\n<li>Problem focus solution focus<\/li>\n<li>etc<\/li>\n<\/ul>\n<p>                            <\/div>\r\n                    <\/div>\r\n        <br \/>\n<a id=\"OrganizationalBackbone\"><\/a><\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/OrganizationalBackbone.jpg\" alt=\"Organizational Backbone\" width=\"200\" height=\"157\" \/>Organizational Backbone<\/h2>\n<h5>This is about building a committed and mutually accountable executive management team, that is dedicated to lead the organization jointly into its greatest possible future while taking the entire organization along on this journey.<br \/>\nThe Organizational Backbone Process generates peak alignment, orientation, focus and concentration of efforts in an organization. It is the premise for unleashing an organization\u2019s full potential and creating the best possible joint results and effects throughout the organization.<\/h5>\n<a href='https:\/\/bridgingpositions.com\/the-organizational-backbone-process\/' class='small-button smallblack'>Learn More<\/a>\n<p>&nbsp;<\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2020\/12\/Leadership-small-75.jpg\" alt=\"Strategy Process\" width=\"200\" height=\"157\" \/>Strategy Process<\/h2>\n<h5>Our Strategy Process develops shared strategic direction and turns it into coordinated action across teams. It makes priorities, contributions, and dependencies visible, and helps teams see what others contribute. Most strategy processes stop once priorities have been defined. Ours carries them into team-level contributions, critical dependencies, and concrete commitments. This is often the moment when teams see for the first time how their work connects to the work of others. That is how strategy stops being abstract and starts becoming executable across the organization.<\/h5>\n<p><a href='https:\/\/bridgingpositions.com\/strategy-process' class='small-button smallblack'>Learn More<\/a><br \/>\n<a id=\"AgilitySelfOrganizationBusiness\"><\/a><\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/Agility-Self-Organization-Business.jpg\" alt=\"Agility &amp; Self-Organization in Business\" width=\"200\" height=\"157\" \/><br \/>\nAgility &amp; Self-Organization in Business<\/h2>\n<h5>Transforming companies to become agile and self-organized means changing the paradigm from seeing an organization as a machine to seeing it as a living organism. At the centre of this journey lies the transformation into a Purpose Driven organization: Why do we exist? What is our unique contribution?<\/h5>\n<p>        <div class=\"rmwr-wrapper\"\r\n             data-id=\"rmwr-p749-3\"\r\n                          data-key=\"p749-3\"\r\n                          data-post=\"749\"\r\n                          data-animation=\"none\"\r\n                          data-duration=\"300\"\r\n                          data-mode=\"normal\"\r\n                          data-lazy=\"false\"\r\n                          data-smooth-scroll=\"true\"\r\n                          data-scroll-offset=\"0\"\r\n             >\r\n            <button\r\n                type=\"button\"\r\n                class=\"read-link \"\r\n                id=\"readlinkrmwr-p749-3\"\r\n                data-open-text=\"Read More\"\r\n                data-close-text=\"Read Less\"\r\n                                aria-expanded=\"false\"\r\n                aria-controls=\"readrmwr-p749-3\"\r\n            >\r\n                                <span class=\"rmwr-text\">Read More<\/span>\r\n            <\/button>\r\n            <div\r\n                class=\"read_div\"\r\n                id=\"readrmwr-p749-3\"\r\n                aria-hidden=\"true\"\r\n                style=\"display: none;\"\r\n            >\r\n                                    A purpose is what propels the organization, its teams and employees and gives them direction and aligns their actions. This is what allows Self-Organization to work.<br \/>\nThe increasing complexity of the business contexts favors Self-Organized groups. Speed, nimbleness and agility become crucial operating in a VUCA world. The transition in the corporate world is a continuous progression to becoming more open, fluid, adaptive, decentralized organization that empowers its own people while having at its core a strong shared organizational purpose. Teams work towards meeting their objectives with a more collaborative approach and take ownership of how they work and continuously evolve through having a continuous improvement mindset.                            <\/div>\r\n                    <\/div>\r\n        <br \/>\n<a id=\"Cocreation\"><\/a><\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/Co-Creation.jpg\" alt=\"Co-Creation\" width=\"200\" height=\"157\" \/>Co-Creation<\/h2>\n<h5>Co-creation is a choreographed process that brings the right people together to truly make progress on a complex challenge.<\/h5>\n<p>        <div class=\"rmwr-wrapper\"\r\n             data-id=\"rmwr-p749-4\"\r\n                          data-key=\"p749-4\"\r\n                          data-post=\"749\"\r\n                          data-animation=\"none\"\r\n                          data-duration=\"300\"\r\n                          data-mode=\"normal\"\r\n                          data-lazy=\"false\"\r\n                          data-smooth-scroll=\"true\"\r\n                          data-scroll-offset=\"0\"\r\n             >\r\n            <button\r\n                type=\"button\"\r\n                class=\"read-link \"\r\n                id=\"readlinkrmwr-p749-4\"\r\n                data-open-text=\"Read More\"\r\n                data-close-text=\"Read Less\"\r\n                                aria-expanded=\"false\"\r\n                aria-controls=\"readrmwr-p749-4\"\r\n            >\r\n                                <span class=\"rmwr-text\">Read More<\/span>\r\n            <\/button>\r\n            <div\r\n                class=\"read_div\"\r\n                id=\"readrmwr-p749-4\"\r\n                aria-hidden=\"true\"\r\n                style=\"display: none;\"\r\n            >\r\n                                    Co-creation as we see it is a designed journey undertaken by people, usually from different fields and backgrounds, who come together to find meaningful and sustainable answers to complex challenges and work out how to effectively implement them with the support of catalysts who co-design tailored-made events and facilitate the whole process.<br \/>\nCo-creation as an innovative practice relies on:<\/p>\n<ul>\n<li>a well-designed structured process which achieves sustainable and tangible results and has a meaningful and effective impact on people<\/li>\n<li>solid guidance, leading participants to enjoy a quality of relationship that allows them to engage in generative dialogues and achieve breakthrough<\/li>\n<\/ul>\n<p>                            <\/div>\r\n                    <\/div>\r\n        <br \/>\n<a id=\"Innovation\"><\/a><\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/Innovation.jpg\" alt=\"Innovation\" width=\"200\" height=\"157\" \/>Innovation<\/h2>\n<h5>Innovation is at the heart of present and future economic success. We specifically have a look at:<\/h5>\n<ul>\n<li>How to set up tailor-made workshops for innovations<\/li>\n<li>How to connect an organization to its innovation potential<\/li>\n<\/ul>\n<p>        <div class=\"rmwr-wrapper\"\r\n             data-id=\"rmwr-p749-5\"\r\n                          data-key=\"p749-5\"\r\n                          data-post=\"749\"\r\n                          data-animation=\"none\"\r\n                          data-duration=\"300\"\r\n                          data-mode=\"normal\"\r\n                          data-lazy=\"false\"\r\n                          data-smooth-scroll=\"true\"\r\n                          data-scroll-offset=\"0\"\r\n             >\r\n            <button\r\n                type=\"button\"\r\n                class=\"read-link \"\r\n                id=\"readlinkrmwr-p749-5\"\r\n                data-open-text=\"Read More\"\r\n                data-close-text=\"Read Less\"\r\n                                aria-expanded=\"false\"\r\n                aria-controls=\"readrmwr-p749-5\"\r\n            >\r\n                                <span class=\"rmwr-text\">Read More<\/span>\r\n            <\/button>\r\n            <div\r\n                class=\"read_div\"\r\n                id=\"readrmwr-p749-5\"\r\n                aria-hidden=\"true\"\r\n                style=\"display: none;\"\r\n            >\r\n                                    In the field of innovation, we support organizations harvest their full innovative potential. Our innovation designs and formats allow both small and large groups to work on their specific areas of innovation. A creative co-creation process allows the group to access its collective intelligence and apply it in looking for a solution. In putting together the working group, we place special focus on the participants\u2019 diverse, cross-functional backgrounds. This allows us to cover and apply a vast range of different perspectives, interests, ideas and know-how throughout the process. This diversity is the key to successful co-creation and innovation.<br \/>\nOur services cover two core areas:<\/p>\n<ul>\n<li>Designing, developing and facilitating Innovation Workshops or Campuses<\/li>\n<\/ul>\n<p>We are experts in providing stimulating settings that allow people to open up and share their ideas, challenges and know-how. This is the starting point for creativity and innovation<\/p>\n<ul>\n<li>Bringing an organization and its culture into line with its best innovative potential<\/li>\n<\/ul>\n<p>Helping an organization attune its culture to its greatest innovative potential means to: initiate, shape, and preserve a mindset of innovation within it. To obtain the intended shift in culture, an intelligent change process needs to be developed and implemented correspondingly.<\/p>\n<p>                            <\/div>\r\n                    <\/div>\r\n        <br \/>\n<a id=\"LargeGroupInterventions\"><\/a><\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/LargeGroupInterventions.jpg\" alt=\"Large Group Interventions (LGI)\" width=\"200\" height=\"157\" \/>Large Group Interventions (LGI)<\/h2>\n<h5>LGIs are essentially collaborative inquiries into present and future organizational topics (such as systems, practices, processes or visions), that are designed to co-create alignment around strategic directions and system-wide issues.<\/h5>\n<p>        <div class=\"rmwr-wrapper\"\r\n             data-id=\"rmwr-p749-6\"\r\n                          data-key=\"p749-6\"\r\n                          data-post=\"749\"\r\n                          data-animation=\"none\"\r\n                          data-duration=\"300\"\r\n                          data-mode=\"normal\"\r\n                          data-lazy=\"false\"\r\n                          data-smooth-scroll=\"true\"\r\n                          data-scroll-offset=\"0\"\r\n             >\r\n            <button\r\n                type=\"button\"\r\n                class=\"read-link \"\r\n                id=\"readlinkrmwr-p749-6\"\r\n                data-open-text=\"Read More\"\r\n                data-close-text=\"Read Less\"\r\n                                aria-expanded=\"false\"\r\n                aria-controls=\"readrmwr-p749-6\"\r\n            >\r\n                                <span class=\"rmwr-text\">Read More<\/span>\r\n            <\/button>\r\n            <div\r\n                class=\"read_div\"\r\n                id=\"readrmwr-p749-6\"\r\n                aria-hidden=\"true\"\r\n                style=\"display: none;\"\r\n            >\r\n                                    Large Group Interventions are multi-stakeholder interventions designed to \u201cget the whole system in the room\u201d in order to develop shared understandings and agreements. They are a participative, co-creative approach for organizational change that allows groups to use their creative potential to find solutions to their challenges. They thus build understanding, ownership, willingness and a capacity for change in the relevant organization or community. LGI is a carefully designed, prepared and methodically facilitated meeting or conference process, which normally lasts from one to three days. It allows an entire organization or community to work on resolving their complex challenges in a systematic way. These challenges can be as diverse as creating future direction, restructuring the organization, solving tough problems, or generating new, innovative ideas for products or services etc.<br \/>\nDifferent LGI methods share a focus on achieving sustainable changes and maintaining stakeholders\u2019 active participation across the whole system. The number of people involved in LGIs varies from 30 up to 500+. An important design principle is to get the whole system into the room. This diversity of perspectives, opinions, and experiences, when guided and facilitated through a generative group dialogue process, is what leads to new creative, innovative and sustainable solutions.<br \/>\nDespite the fact that involving everyone in a large group process to resolving a complex collective challenge requires a huge initial investment of money and time, the savings in implementing the solutions are huge. This is because involving everyone in a large group process creates the buy-in and commitment that makes the implementation much more immediate and smooth.<br \/>\nWe have designed and held LGIs with very different aims, including:<\/p>\n<ul>\n<li>analysis of the current reality and context<\/li>\n<li>building a collective vision, creating a clear picture and focusing collective energy on implementation<\/li>\n<li>information and knowledge sharing to generate innovation<\/li>\n<li>designing and implementing change roadmaps, creating buy-in, momentum and commitment for the change implementation<\/li>\n<li>dealing with complex situations and challenges<\/li>\n<li>tapping into the collective wisdom of the many to research organizational contexts and realities<\/li>\n<li>building organizational alignment and focus<\/li>\n<li>complex problem solving and searching for solutions collectively<\/li>\n<li>etc.<\/li>\n<\/ul>\n<p>                            <\/div>\r\n                    <\/div>\r\n        <br \/>\n<a id=\"ChangeManagement\"><\/a><\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/ChangeManagement-1.jpg\" alt=\"Change Management\" width=\"200\" height=\"157\" \/>Change Management<\/h2>\n<h5>We see Change Management as a situational approach that supports the movement, alteration or transition of individuals, teams, or organizations from a current state to a desired future state.<\/h5>\n<p>        <div class=\"rmwr-wrapper\"\r\n             data-id=\"rmwr-p749-7\"\r\n                          data-key=\"p749-7\"\r\n                          data-post=\"749\"\r\n                          data-animation=\"none\"\r\n                          data-duration=\"300\"\r\n                          data-mode=\"normal\"\r\n                          data-lazy=\"false\"\r\n                          data-smooth-scroll=\"true\"\r\n                          data-scroll-offset=\"0\"\r\n             >\r\n            <button\r\n                type=\"button\"\r\n                class=\"read-link \"\r\n                id=\"readlinkrmwr-p749-7\"\r\n                data-open-text=\"Read More\"\r\n                data-close-text=\"Read Less\"\r\n                                aria-expanded=\"false\"\r\n                aria-controls=\"readrmwr-p749-7\"\r\n            >\r\n                                <span class=\"rmwr-text\">Read More<\/span>\r\n            <\/button>\r\n            <div\r\n                class=\"read_div\"\r\n                id=\"readrmwr-p749-7\"\r\n                aria-hidden=\"true\"\r\n                style=\"display: none;\"\r\n            >\r\n                                    Organizations undergoing or initiating change initiatives are often unaware of the positive effect that solid change management can have on reaching these goals.<br \/>\nSo-called \u201cpeople processes\u201d focus on managing the internal dynamics of individuals, groups, teams or the organization that inevitably arise in a changing business environment.<br \/>\nOn an organizational level, Change Management is the term we give to all tasks, measures and actions that are designed and implemented to support profound, cross-functional, far-reaching, substantial changes related to organizations. We call these Business Change Processes.<br \/>\nThe Change Management Process serves and pursues Business Change Processes.<img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-1809\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/ChangeManagementProcess.jpg\" alt=\"\" width=\"450\" height=\"251\" \/><\/p>\n<h3>What is a Business Change Process?<\/h3>\n<p>It is a Business Adjustment with a considerable impact on parts of or the entire organization. [PMI, Carve Out, Hard Restructuring, Reorganization, New Strategy and Organizational Alignment etc.]<\/p>\n<h3>What is a Change Management Process?<\/h3>\n<p>It serves, facilitates, safeguards, sets the frame and enables the implementation of the Business Processes. The Change Management Process is intimately connected to the Business Change Processes and is set up and designed to support and serve them. It is the sum of different interventions and measures that allow an organization to shift from its current reality to the intended future reality and, by doing so, consider the implications this has on an organizational, team or individual level.<br \/>\n<img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-1810\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/businesschange.jpg\" alt=\"\" width=\"544\" height=\"384\" \/><br \/>\n                            <\/div>\r\n                    <\/div>\r\n        <br \/>\n<a id=\"PostMergerIntegration\"><\/a><\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/PostMergerIntegration.jpg\" alt=\"Post Merger Integration (PMI)\" width=\"200\" height=\"157\" \/>Post Merger Integration (PMI)<\/h2>\n<h5>Understand the importance of the people side of an integration. Knowing how to set it up and manage it properly is considered the key premise for a successful PMI.<br \/>\nThe integration needs to go beyond systems and processes. It should integrate the heads and hearts of the people affected.<\/h5>\n<p>        <div class=\"rmwr-wrapper\"\r\n             data-id=\"rmwr-p749-8\"\r\n                          data-key=\"p749-8\"\r\n                          data-post=\"749\"\r\n                          data-animation=\"none\"\r\n                          data-duration=\"300\"\r\n                          data-mode=\"normal\"\r\n                          data-lazy=\"false\"\r\n                          data-smooth-scroll=\"true\"\r\n                          data-scroll-offset=\"0\"\r\n             >\r\n            <button\r\n                type=\"button\"\r\n                class=\"read-link \"\r\n                id=\"readlinkrmwr-p749-8\"\r\n                data-open-text=\"Read More\"\r\n                data-close-text=\"Read Less\"\r\n                                aria-expanded=\"false\"\r\n                aria-controls=\"readrmwr-p749-8\"\r\n            >\r\n                                <span class=\"rmwr-text\">Read More<\/span>\r\n            <\/button>\r\n            <div\r\n                class=\"read_div\"\r\n                id=\"readrmwr-p749-8\"\r\n                aria-hidden=\"true\"\r\n                style=\"display: none;\"\r\n            >\r\n                                    After the acquisition of a business, the \u2018Acquired Entity\u2019 needs to be integrated into the existing businesses and structures of the \u2018Buying Company\u2019. This Post Merger Integration determines to a large extent if an acquisition becomes a success or not.<br \/>\nThe success of a PMI depends on the active support of the key players on both sides. Winning their buy-in is a crucial executive and management task during the integration.<br \/>\nThe profound changes that accompany a PMI naturally cause broad irritations, uncertainty and fears, which then easily lead to negative emotions, resistance, frustrations and conflicts. It is essential to focus on these emotions, which unfortunately are rarely considered, and often end up blocking the progress of change intents.<br \/>\nThe best lever for success is making sure that people undergoing a PMI can process and cope with the changes on an individual, group and organizational level. This means allowing the organization, teams and people to explore and find ways with which to deal with the complexity, irritations, distress and pain that are part of an integration.                            <\/div>\r\n                    <\/div>\r\n        <br \/>\n<a id=\"CarveOut\"><\/a><\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/CarveOut.jpg\" alt=\"Carve Out\" width=\"200\" height=\"157\" \/>Carve Out<\/h2>\n<h5>Preparing and managing a Carve Out (the divestment of a company or parts) is one of the greatest leadership challenges. We explore what to keep in mind and how to set it up from a Change perspective so that the people affected are not left behind.<\/h5>\n<p>        <div class=\"rmwr-wrapper\"\r\n             data-id=\"rmwr-p749-9\"\r\n                          data-key=\"p749-9\"\r\n                          data-post=\"749\"\r\n                          data-animation=\"none\"\r\n                          data-duration=\"300\"\r\n                          data-mode=\"normal\"\r\n                          data-lazy=\"false\"\r\n                          data-smooth-scroll=\"true\"\r\n                          data-scroll-offset=\"0\"\r\n             >\r\n            <button\r\n                type=\"button\"\r\n                class=\"read-link \"\r\n                id=\"readlinkrmwr-p749-9\"\r\n                data-open-text=\"Read More\"\r\n                data-close-text=\"Read Less\"\r\n                                aria-expanded=\"false\"\r\n                aria-controls=\"readrmwr-p749-9\"\r\n            >\r\n                                <span class=\"rmwr-text\">Read More<\/span>\r\n            <\/button>\r\n            <div\r\n                class=\"read_div\"\r\n                id=\"readrmwr-p749-9\"\r\n                aria-hidden=\"true\"\r\n                style=\"display: none;\"\r\n            >\r\n                                    A Carve Out is the disembodiment or selling of parts or businesses of a company. It has a profound impact on an organization, its groups, teams and individuals and is consequently one of the biggest challenges for the managers affected by it.<br \/>\nThe following points are the main goals of Change Management in a Carve Out:<\/p>\n<ul>\n<li>regaining and maintaining the trust of stakeholders (employees, business partners, management, customers, the public)<\/li>\n<li>regaining and maintaining the capacity to act (individually, as teams, as an organization)<\/li>\n<li>supporting managers in leading in times of transition<\/li>\n<li>fostering order in an ambiguous, threatening and therefore stressful situation for the organization<\/li>\n<li>fostering a proactive spirit of optimism in the relevant organization<\/li>\n<li>changing views on the situation from a feeling of being a victim or of losing perspective to a mindset that is open and focused on opportunities<\/li>\n<li>giving the affected managers and employees a voice in the carve out negotiations<\/li>\n<li>driving future success for individuals, teams and the organization<\/li>\n<\/ul>\n<p>A carve out is more than an extended and complex project. Special focus has to be put on the organizational, team and individual processing of the current and future situation. The management has to be prepared for dealing with the powerful emotions that come along with a carve out.                            <\/div>\r\n                    <\/div>\r\n        <br \/>\n<a id=\"HardRestructuring\"><\/a><\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/HardRestructuring.jpg\" alt=\"HardRestructuring\" width=\"200\" height=\"157\" \/>Restructuring Implementation Framework<\/h2>\n<h5>Restructuring is one of the most critical leadership situations an organization can face. It puts the whole system under strain at once: uncertainty rises, trust comes under pressure, and resistance becomes more likely precisely when leadership needs to provide direction and steadiness. The b+p Restructuring Approach helps leaders guide the organization through this transition \u2014 from the old world into the new.<\/h5>\n<a href='https:\/\/bridgingpositions.com\/the-restructuring-implementation-framework\/' class='small-button smallblack'>Learn More<\/a>\n<h2>PMI-Carve Out Formats<\/h2>\n<h5>The following two workshop formats are specifically designed to overcome two crucial challenges that naturally arise in Post Merger Integration and Carve Out situations.<\/h5>\n<p><a id=\"NatureReserves\"><\/a><\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/NatureReserves.jpg\" alt=\"Nature Reserves\" width=\"200\" height=\"157\" \/>Nature Reserves<\/h2>\n<h5>The Nature Reserve concept is about understanding and capitalizing the deep underlying implicit, tacit organizational success factors which often become destroyed in the course of an integration or restructuring.<\/h5>\n<p>        <div class=\"rmwr-wrapper\"\r\n             data-id=\"rmwr-p749-10\"\r\n                          data-key=\"p749-10\"\r\n                          data-post=\"749\"\r\n                          data-animation=\"none\"\r\n                          data-duration=\"300\"\r\n                          data-mode=\"normal\"\r\n                          data-lazy=\"false\"\r\n                          data-smooth-scroll=\"true\"\r\n                          data-scroll-offset=\"0\"\r\n             >\r\n            <button\r\n                type=\"button\"\r\n                class=\"read-link \"\r\n                id=\"readlinkrmwr-p749-10\"\r\n                data-open-text=\"Read More\"\r\n                data-close-text=\"Read Less\"\r\n                                aria-expanded=\"false\"\r\n                aria-controls=\"readrmwr-p749-10\"\r\n            >\r\n                                <span class=\"rmwr-text\">Read More<\/span>\r\n            <\/button>\r\n            <div\r\n                class=\"read_div\"\r\n                id=\"readrmwr-p749-10\"\r\n                aria-hidden=\"true\"\r\n                style=\"display: none;\"\r\n            >\r\n                                    The Nature Reserve concept is designed for situations where organizations, departments or teams are dissolved, integrated or reorganized. Often, people are laid off or together with their tasks transferred to other organizational entities. The main goal of the Nature Reserve concept is to detect, define and make available the often hidden successes of the old organization to the new one. Especially during mergers and acquisitions, there is a considerable danger of destroying the purchased value by implementing new standards, procedures and processes without examining their potential negative impact on the acquired unit or team. What and where are \u201cNature Reserves\u201d and how can we prevent them from being lost or destroyed by the integration?<br \/>\nThe Nature Reserve Workshop focuses on value capture, to preserve the strengths and values both of the Buying organizations and the Bought ones, in the creation of the newly joined business.                            <\/div>\r\n                    <\/div>\r\n        <br \/>\n<a id=\"ManagingTransition\"><\/a><\/p>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-1120 size-full alignleft\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/07\/ManagingTransition.jpg\" alt=\"Managing Transition\" width=\"200\" height=\"157\" \/>Managing Transition<\/h2>\n<h5>In most severe change processes, leaders face the issue that their organizations, teams and employees are more difficult to lead than before.<br \/>\nThis programme is designed to support leaders in this leadership challenge.<\/h5>\n        <div class=\"rmwr-wrapper\"\r\n             data-id=\"rmwr-p749-11\"\r\n                          data-key=\"p749-11\"\r\n                          data-post=\"749\"\r\n                          data-animation=\"none\"\r\n                          data-duration=\"300\"\r\n                          data-mode=\"normal\"\r\n                          data-lazy=\"false\"\r\n                          data-smooth-scroll=\"true\"\r\n                          data-scroll-offset=\"0\"\r\n             >\r\n            <button\r\n                type=\"button\"\r\n                class=\"read-link \"\r\n                id=\"readlinkrmwr-p749-11\"\r\n                data-open-text=\"Read More\"\r\n                data-close-text=\"Read Less\"\r\n                                aria-expanded=\"false\"\r\n                aria-controls=\"readrmwr-p749-11\"\r\n            >\r\n                                <span class=\"rmwr-text\">Read More<\/span>\r\n            <\/button>\r\n            <div\r\n                class=\"read_div\"\r\n                id=\"readrmwr-p749-11\"\r\n                aria-hidden=\"true\"\r\n                style=\"display: none;\"\r\n            >\r\n                                    Whenever there are major changes in organizations, Managing Transition becomes highly relevant. For example during a Carve Out, a Post Merger Integration or a Hard Restructuring there is usually a long period of uncertainty in organizations. In this transition period it is only clear that drastic changes are ahead but neither the employees nor the middle managers know what they will face in the future to come. Especially for the middle management, this is a very difficult time. Their people, as well as they themselves, experience deep insecurity about their future, along with the corresponding unpleasant emotions (uncertainty, fear, aggression, inner dismissal, loss of identity etc.). In these circumstances, managers nevertheless need to lead and operate, not knowing how this will affect them, their unit, team or employees. Managing Transition is all about supporting managers in dealing with this tremendous leadership challenge, for which they are in general not prepared.<\/p>\n<h3>What is the programme designed for?<\/h3>\n<p>This pain and turmoil of transition is the starting point for a number of Transition Dynamics that leaders need to cope with. Managing Transition is about managing these dynamics. We help executives to manage the transition period between announcement and the completion of the integration in order to:<\/p>\n<ul>\n<li>minimize impact on productivity, safety and day-to-day business<\/li>\n<li>facilitate a smooth, seamless integration for all stakeholders<\/li>\n<li>support managers to handle the effects and the consequences of transition<\/li>\n<li>equip leaders to communicate face-to-face with employees about the tough choices required to drive growth in the future<\/li>\n<li>tailor actions to the needs of each unit or team (in collaboration with management and HR for example)<\/li>\n<li>build acceptance for change and help improve retention<\/li>\n<\/ul>\n<p>                            <\/div>\r\n                    <\/div>\r\n        \n<\/div><\/div>\n<\/div>\n\n<div class=\"et_pb_column_1 et_pb_column et_pb_column_1_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_text_4 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module rightmenu\" id=\"rightmenu\"><div class=\"et_pb_text_inner\"><h3>Organizations - Topics<\/h3>\n<ul>\n<li><a href=\"#OrganizationalDevelopment\">Organizational Development<\/a><\/li>\n<li><a href=\"#OEBLD\">Organizational Episode-Based Leadership Development (OEBLD)<\/a><\/li>\n<li><a href=\"#OrganizationalCulture\">Organizational Culture<\/a><\/li>\n<li><a href=\"#OrganizationalBackbone\">Organizational Backbone<\/a><\/li>\n<li><a href=\"#AgilitySelfOrganizationBusiness\">Agility &amp; Self-organization in Business<\/a><\/li>\n<li><a href=\"#Cocreation\">Co-creation<\/a><\/li>\n<li><a href=\"#Innovation\">Innovation<\/a><\/li>\n<li><a href=\"#LargeGroupInterventions\">Large Group Interventions<\/a><\/li>\n<li><a href=\"#ChangeManagement\">Change Management<\/a><\/li>\n<li><a href=\"#PostMergerIntegration\">Post Merger Integration<\/a><\/li>\n<li><a href=\"#CarveOut\">Carve Out<\/a><\/li>\n<li><a href=\"#HardRestructuring\">Restructuring Implementation Framework<\/a><\/li>\n<li><a href=\"#PMICarveOutFormats\">PMI-Carve Out Formats<\/a><\/li>\n<ul>\n<li><a href=\"#NatureReserves\">Nature Reserves<\/a><\/li>\n<li><a href=\"#ManagingTransition\">Managing Transition<\/a><\/li>\n<\/ul>\n<\/ul>\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"et_pb_section_1 et_pb_section et_section_regular et_block_section\">\n<div class=\"et_pb_row_1 et_pb_row et_pb_row_3-4_1-4 et_block_row et_block_row_3-4_1-4\">\n<div class=\"et_pb_column_2 et_pb_column et_pb_column_3_4 et_block_column et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_text_5 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h2>More Focuses<\/h2>\n<\/div><\/div>\n<\/div>\n\n<div class=\"et_pb_column_3 et_pb_column et_pb_column_1_4 et-last-child et_block_column et_pb_column_empty et_pb_css_mix_blend_mode_passthrough\"><\/div>\n<\/div>\n\n<div class=\"et_pb_row_2 et_pb_row et_pb_row_4col et_pb_gutters2 et_block_row et_block_row_4col Focus\" id=\"Focus\">\n<div class=\"et_pb_column_4 et_pb_column et_pb_column_1_4 et_block_column et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_text_6 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h3>Individuals<\/h3>\n<\/div><\/div>\n\n<div class=\"et_pb_image_0 et_pb_image et_pb_module et_block_module focus\" id=\"focus\"><a href=\"https:\/\/bridgingpositions.com\/index.php\/individual-focus\/\"><span class=\"et_pb_image_wrap\"><img loading=\"lazy\" decoding=\"async\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/06\/individuals.png\" width=\"400\" height=\"313\" srcset=\"https:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/06\/individuals.png 400w, https:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/06\/individuals-300x235.png 300w\" sizes=\"(max-width: 400px) 100vw, 400px\" class=\"wp-image-734\" \/><\/span><\/a><\/div>\n\n<div class=\"et_pb_text_7 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p>At this level, we focus on personal growth, and enable people to develop the necessary skills and attitudes to successfully deal with themselves, their situations and the challenges they face.<\/p>\n<\/div><\/div>\n\n<div class=\"et_pb_module et_pb_button_module_wrapper et_pb_button_0_wrapper\"><a class=\"et_pb_button_0 et_pb_button et_pb_bg_layout_light et_pb_module et_block_module button-more\" href=\"https:\/\/bridgingpositions.com\/index.php\/individual-focus\/\" data-icon=\"$\" id=\"button-more\">Learn More<\/a><\/div>\n<\/div>\n\n<div class=\"et_pb_column_5 et_pb_column et_pb_column_1_4 et_block_column et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_text_8 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h3>Teams & Leadership<\/h3>\n<\/div><\/div>\n\n<div class=\"et_pb_image_1 et_pb_image et_pb_module et_block_module focus\" id=\"focus\"><a href=\"https:\/\/bridgingpositions.com\/index.php\/teams-and-leadership\/\"><span class=\"et_pb_image_wrap\"><img loading=\"lazy\" decoding=\"async\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/06\/teams-1.png\" width=\"400\" height=\"313\" srcset=\"https:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/06\/teams-1.png 400w, https:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/06\/teams-1-300x235.png 300w\" sizes=\"(max-width: 400px) 100vw, 400px\" class=\"wp-image-732\" \/><\/span><\/a><\/div>\n\n<div class=\"et_pb_text_9 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p>At this level, we focus on improving the quality of relationships, communication, cooperation and interaction, both inside and between groups and teams.<\/p>\n<\/div><\/div>\n\n<div class=\"et_pb_module et_pb_button_module_wrapper et_pb_button_1_wrapper\"><a class=\"et_pb_button_1 et_pb_button et_pb_bg_layout_light et_pb_module et_block_module button-more\" href=\"https:\/\/bridgingpositions.com\/index.php\/teams-and-leadership\/\" data-icon=\"$\" id=\"button-more\">Learn More<\/a><\/div>\n<\/div>\n\n<div class=\"et_pb_column_6 et_pb_column et_pb_column_1_4 et_block_column et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_text_10 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h3>Beyond Organizations<\/h3>\n<\/div><\/div>\n\n<div class=\"et_pb_image_2 et_pb_image et_pb_module et_block_module focus\" id=\"focus\"><a href=\"https:\/\/bridgingpositions.com\/index.php\/cross-organization-focus\/\"><span class=\"et_pb_image_wrap\"><img loading=\"lazy\" decoding=\"async\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/06\/BeyondOrganization.png\" width=\"400\" height=\"313\" srcset=\"https:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/06\/BeyondOrganization.png 400w, https:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/06\/BeyondOrganization-300x235.png 300w\" sizes=\"(max-width: 400px) 100vw, 400px\" class=\"wp-image-730\" \/><\/span><\/a><\/div>\n\n<div class=\"et_pb_text_11 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p>At this level we engage in large scale change and transformation across organizations, in communities, in and across sectors and in society itself.<\/p>\n<\/div><\/div>\n\n<div class=\"et_pb_module et_pb_button_module_wrapper et_pb_button_2_wrapper\"><a class=\"et_pb_button_2 et_pb_button et_pb_bg_layout_light et_pb_module et_block_module button-more\" href=\"https:\/\/bridgingpositions.com\/index.php\/cross-organization-focus\/\" data-icon=\"$\" id=\"button-more\">Learn More<\/a><\/div>\n<\/div>\n\n<div class=\"et_pb_column_7 et_pb_column et_pb_column_1_4 et-last-child et_block_column et_pb_column_empty et_pb_css_mix_blend_mode_passthrough\"><\/div>\n<\/div>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>Este es el nivel organizacional en el que nos enfocamos en unidades organizacionales m\u00e1s grandes u organizaciones enteras. Trabajamos en temas como alineaci\u00f3n organizacional, culturas, contexto, estructura, procesos, visi\u00f3n, estrategia y desaf\u00edos.<\/p>","protected":false},"author":5,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"inline_featured_image":false,"_et_pb_use_builder":"on","_et_pb_old_content":"<h1 id=\"h.c373akbj50nq\">Self- Personal Focus<strong>\u00a0<\/strong><\/h1>\r\n<p id=\"h.30j0zll\">The interpersonal area, in which we focus on the person, on the growth and development of individuals. It is what we call the micro level.<\/p>\r\n<p id=\"h.3h5wij72qjrj\">Topics we address on the Micro Level:<\/p>\r\n\r\n<h2 id=\"h.uqdaabiowboe\">Coaching<strong>\u00a0<\/strong><\/h2>\r\n<p id=\"h.ufz356d61bpm\">Coaching for us is about creating a space where people feel safe to explore in depth their current situation, to overcome their challenge at hand. It supports the discovering and the exploration of new and powerful questions, different perspectives and pathways to present challenges. It cares to sustain people finding their own re-solution and its sustainable implementation.<\/p>\r\nIn our coaching we work with individuals on their current challenge and to develop, grow in order to achieve sustainable results.\r\n\r\nExamples of challenges might include: the resolution of a performance barrier, to get comfortable in a new position; to work on personal development fields; to resolve a disturbance or a conflict among persons; to enhance self-leadership and self-management.\r\n\r\nOur clients come to us with the intention to transform an inappropriate behaviour and\/or attitude that is hindering them to fit or be at ease in a certain context.\r\n\r\nEvery coaching contract begins with a joint definition of the desired coaching goals or outcome.\r\n\r\nWe believe that our clients are (and have to be) always in control.\r\n\r\nIt is the client\u2019s full responsibility what is acceptable or not; what feels good or not and what is applicable or not. Whatever comes from the coach side is an offer and it is the client\u2019s responsibility to choose and decide what is right for them or not.\r\n<h3 id=\"h.wad4sa3345ol\">How we coach:<strong>\u00a0<\/strong><\/h3>\r\nAt bridgingpositions we don\u2019t follow a traditional detached systemic coaching approach. What do we mean by this? \u00a0\r\n\r\nWe want to create a profound professional relationship with our clients. We first try to fully dive into our client\u2019s issues and understand them from their subjective perspective before we start counselling. Only by \u201cwalking in the shoes of our clients\u201d, can the necessary trust and understanding grow, based on which we can later jointly develop applicable solutions.\r\n\r\nIn our Coaching we focus our efforts on fostering the client\u2019s access to their reservoir of inner resources and on widening, opening and co-creating new perspectives. This opens up new courses of action and resources allowing the client to find sustainable implementable solutions for their issue(s).\r\n\r\nElements that are often used in our coaching:\r\n<ul>\r\n \t<li>The art of asking powerful questions supports the exploration of the deeper meaning of the current issue and the investigation of its contexts and what good looks like taking in consideration different perspectives. This leads to the inquiry of the best sustainable options and their possible pathways. At the same time, it creates an attitude of curiosity, appreciation, focus, courage and the ability to reframe own and others beliefs.<\/li>\r\n \t<li>Cultivating self-leadership which encompasses:\r\n<ul>\r\n \t<li>The understanding and dealing resourcefully with one\u2019s strengths and weaknesses and own emotional and social intelligence.<\/li>\r\n \t<li>Enhancement of personal resilience in the face of difficulty<\/li>\r\n \t<li>Grounding in own source of creativity, inspiration and purpose.<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t<li>Exploring cultural diversity which may include family cultures, corporate cultures, local, regional and national cultures - to name just a few.<\/li>\r\n \t<li>Mindfulness practice which allows to shift attention to physical and mental patterns becoming a detached observer of own and others patterns. In becoming observers, we create an internal space. As V. Frankl put it Between stimulus and response there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom.<\/li>\r\n \t<li>Change management theories and practices which are enabling the theoretical understanding of a change process; the use of different processes to design possible strategy to move forward and the capability to follow up and measure the implementation, considering the possible implications it would have in the system.<\/li>\r\n \t<li>Enrichment of communication skills and how to deal effectively with and within human dynamics<\/li>\r\n \t<li>Applying innovation practices for the challenges the client is facing. This means that the client growth is stimulated with different tools, methodologies and meta-models that can support the progression of their challenges and in the same time enrich their capacity resources.<\/li>\r\n<\/ul>\r\n<h2 id=\"h.esdyqby1lur5\"><strong>Catalyst Training <\/strong><\/h2>\r\n<p id=\"h.4qkkfovnkniq\">A catalyst training creates transformation capacity inside the organization. The catalysts role is to enable, support and coach the whole organization on matters of its transformation.<img class=\"wp-image-116\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/02\/image2.jpg\" alt=\"image2\"><\/p>\r\nInternal catalysts are trained to support and drive the transformation by holding a number of relevant and predefined group interventions inside the organization. E.g. team buildings, innovation practices, focus groups. Defining upfront the scope of each catalyst is key to get trained on the necessary methodologies, processes and interventions.\r\n\r\nThe Catalyst Development Program focused on 3 dimensions:\r\n\r\n<strong>Doing<\/strong>: learning new ways of working: skills, tools, key interventions \u2013 the practical capabilities to create, hold space and facilitate workshops and meetings.\r\n\r\n<strong>Being<\/strong>: understanding who you are \u2013own presence and energy, own unique \u2018magic\u2019 and how to use them to catalyze co-creative events. It requires in depth self-reflection and willingness to continuously focus to be in service of the challenge at hand, rather than acting from habitual egoic patterns.\r\n\r\n<strong>Design<\/strong>: developing the art to pay attention to both content and human process; learning the skills to shape designs that pay attention to both, creating a productive experience continuously shaping the design, taking in account the present human dynamics.\r\n<h2 id=\"h.gfj6n1h25ksl\"><strong>Self-Leadership Backbone <\/strong><img class=\"wp-image-117\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/02\/image1.jpg\" alt=\"image1\"><\/h2>\r\n<p id=\"h.thry38mrxkma\">Leading our self is the central prerequisite for leading others. It is knowing our self, building up our personal focus and developing personal mastery which is the base for effective and successful leadership.<\/p>\r\nOur quality of leading others depends strongly on the quality of how well we know and manage ourselves. Therefore, we need to establish an intimate understanding of who we are, how we operate, what is important to us and, most importantly, what higher purpose, deeper aim we want dedicate our life to.\r\n\r\nA very effective way to do this is the Self Leadership Backbone process. It is about:\r\n<ul>\r\n \t<li>getting to know our self on a deeper level;<\/li>\r\n \t<li>developing a moral inner compass allowing us to make the appropriate choices;<\/li>\r\n \t<li>authentic leadership, being and acting authentic also in the midst of strong deviating influences;<\/li>\r\n \t<li>creating momentum to master the challenges life holds ready for us.<\/li>\r\n<\/ul>\r\nThe purpose of the Self-Leadership Backbone is to help us find personal fulfilment by uncovering and exploring our authentic self, thereby fulfilling our potential and becoming all we can become.\r\n\r\nIt helps us build direction and focus in our life and thus permits us to perceive and see opportunities that allow us to advance in the direction of our authentic self where our own qualities can contribute the most. At the end it helps us to make our day to day, as well as our large scope decisions in accordance with our purpose, our values and our ambition. We pursue our aims with integrity; as our intentions become visible not only to ourselves but also to the people around us, we build up the necessary trust to lead others.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\r\n\r\nThere is a word doc and a ppt in the folder called b+p Self Leadership Backbone v4 and v5 that will become pdfs in our website<img class=\"wp-image-113\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/02\/image4.jpg\" alt=\"image4\">\r\n<h2 id=\"h.5qi8k5771e2e\"><strong>Managing own and other Egos (MOAOE) <\/strong><\/h2>\r\n<p id=\"h.9qqm82lilo9l\">The MOAOE is a training on how to deal mindfully and effectively with own and others ego-states.<\/p>\r\nThe skill of \u201cmanaging own and other egos\u201d is vastly under-developed in most organizations today. In this training we learn how operating out of our ego-state is harmful to oneself and hindering good quality of relationship working with others especially on a leadership level which creates severe negative impact inside an organization. Thereafter we work on developing further the MOAOE skills individually and collectively to realize the organization\u2019s highest potential.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\r\n\r\nThere is a word doc in the folder called b+p Managing own and other Egos short and pure that will become pdf in our website<img class=\"wp-image-113\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/02\/image4.jpg\" alt=\"image4\">\r\n<h2 id=\"h.1l957pcmvm3q\"><strong>Seminars<\/strong><strong>: <\/strong><\/h2>\r\n<p id=\"h.pnmuxky0heri\">Our seminars are developed for groups of participants with different organizational backgrounds. They are designed to develop skills on particular subjects, as well as improve social skills. <img class=\"wp-image-113\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/02\/image4.jpg\" alt=\"image4\"><\/p>\r\n\r\n<h3 id=\"h.opu0x4pow1tg\"><strong>Cultural Diversity <\/strong><\/h3>\r\n<p id=\"h.7jq3la2lejkq\">How to master intercultural challenges is the crucial skill for global leadership. <img class=\"wp-image-115\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/02\/image8.png\" alt=\"image8\"><\/p>\r\nCultural diversity is a treasure to be seized. Particularly in times of globalization, enterprises and colleagues should be empowered to recognize, live, and above all, profit from cultural differences. This seminar will bring awareness of national cultural similarities and differences and also of the organizational cross-cultures (the organizational culture, the departments culture, the functions culture, etc.). This seminar conveys to participants the necessary knowledge and faculties to communicate and act effectively in all cross-culture contexts.\r\n<h3 id=\"h.d3c30f6slx06\"><strong>Leading Growth<\/strong><\/h3>\r\n<p id=\"h.3t3m0o4vjz2r\">Leading Growth is the ability to manage difficult situations of communication and help people to get out of stress using own Emotional Intelligence.<\/p>\r\nCommunication is the lifeblood of organizations. Often the little knowledge of relational dynamics and related skills blocks the regular flow of communication creating discomfort that extends not only to those directly involved but to great part of the organization.<img class=\"wp-image-119\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/02\/image5.jpg\" alt=\"image5\">\r\n\r\nThis seminar will focus on understanding how communication works and how we change our way of communication when under stress. We will explore communication patterns and learn to master strategies for dealing effectively with difficult communication situations.\r\n\r\nThis seminar is about understanding better our own psychological needs and drivers and learn how to communicate and relate to others (especially in difficult situation and interactions) so that the stream of communication flows effectively.\r\n<h3 id=\"h.15kv1tsqnjpe\"><strong>Innovation and Creativity Lab\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/strong><img class=\"wp-image-114\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/02\/image6.png\" alt=\"image6\"><\/h3>\r\n<p id=\"h.ujx3y8zgyj2y\">Participants working on their current challenges, will learn how to generate new perspectives, resourceful solutions for their challenges and how to engage and coordinate with others to create elegant implementation.<\/p>\r\nInnovation is at the heart of present and future economic success and we believe that in order to sustainably implement an innovative and creative attitude and behaviour in your organization action learning is key. Methodology and best practices of creativity and innovation are best learned by doing. In Innovation and creativity Lab, participants will learn to activate the appropriate mindset to use tools, methodologies, processes in different circumstances and settings so that they can deeply connect within themselves and others to inspire and implement innovative thinking in their context. AND in the same time seeing how their own challenge is progressed through an appropriate mindset and a designed process.\r\n\r\nIn this training we will foster:\r\n<ul>\r\n \t<li>Mindful mind - the capability to not immediately re-act to external pressure or demands, but to absorb all necessary information, to create a space of stillness and reflectiveness before acting elegantly and decisively from that space. Example of practice: mindful listening.<\/li>\r\n \t<li>Cre-active mind\u2013 how to harvest different perspectives and innovative approaches to find creative, appropriate and implementable solutions to current challenges. Example of practice: Stakeholders analysis and perspectives.<\/li>\r\n \t<li>Comprehensive mind - participants realize own and other persons sources of creativity and inspiration to reach creative and effective solutions for their current and future challenges. Example of practice: different styles of creativity and innovation.<\/li>\r\n<\/ul>\r\n<h3 id=\"h.pjx8swp4sn9c\"><strong>Mastering Change <\/strong><img class=\"wp-image-118\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/02\/image9.jpg\" alt=\"image9\"><\/h3>\r\n<p id=\"h.5s8qyhmi5uzh\">Understanding \u2018human dynamics\u2019 in a change context and learn how to constructively support people undergoing change is the focus of this seminar.<\/p>\r\nMastering Change is a seminar that gives managers, project leaders, change catalysts or internal OD consultants an overview over the relevant aspects of Change Management. It develops an understanding for the basic principles and dynamics of change. The focal point of the seminar is the human factor and its responses to change (from a change intent to its implementation).\r\n<h3 id=\"h.ah4djb3px7xt\"><strong>Conflict Management <\/strong><img class=\"wp-image-121\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/02\/image11.png\" alt=\"image11\"><\/h3>\r\n<p id=\"h.8h90iaaemyvo\">How to successfully work through difficult, conflicting situations and build up conflict resilience?<\/p>\r\nConflicts are often perceived as unpleasant and therefore most of the time avoided, or in worst cases used to display unhealthy power games.\r\n\r\nUnderstanding the nature of conflicts and ways of effectively deal with them, they bring us more knowledge of what is important for us and others, creating a deeper connection with oneself and the others. If conflicts are identified and addressed at an early stage, solutions can be found in a creative and innovative way. Dealing with conflicts professionally means exactly the latter and everybody involved benefits: you, your employers, your clients and your colleagues.\r\n\r\nIn this seminar participants learn to deal and manage the challenges that come with conflicts \u2013 for instance, how to work on one\u2019s own personal attitude towards conflicts, how to address disturbances, how to use feedback for resolving conflicts and how to successfully develop one\u2019s own personal conflict strategies.\r\n<h3 id=\"h.bwh392p1bfvv\"><strong>The Perfect Meeting<\/strong><\/h3>\r\n<p id=\"h.evu1vbiol6mo\">How to successfully design, organize, structure and lead effective meetings.<img class=\"wp-image-120\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/02\/image10.png\" alt=\"image10\"><\/p>\r\nBuzz words like \u201eDeath by Meeting\u201c have shed negative light on meetings and conferences, which is mainly due to their inflationary number and to the inadequate knowledge in organizing and holding them. Meetings, however, can be a highly effective and solution-oriented management tool, provided they are well -designed for the purpose, -organized, -structured und -chaired professionally. This seminar provides you with a vast and intelligent armamentarium to manage and overcome meeting challenges.","_et_gb_content_width":"","footnotes":""},"class_list":["post-749","page","type-page","status-publish","hentry"],"dsm_author":{"name":"riccardop","avatar_url":"https:\/\/secure.gravatar.com\/avatar\/3f4481d7f89de3ebc0eddc1e748bb14a0780ff1e80268206b24b7983c2ff0845?s=96&d=mm&r=g","archive_link":"https:\/\/bridgingpositions.com\/es\/author\/riccardop\/","biodata":""},"dsm_categories":[],"dsm_attachment_categories":[],"dsm_featured_image":null,"dsm_comment_count":0,"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Organizations Focus - bridgingpositions<\/title>\n<meta name=\"description\" content=\"This is the organizational level in which we focus on bigger organizational units or whole organizations. 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