{"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\n\n<div class=\"et_pb_text_1 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_2 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\" \n             data-id=\"rmwr-6a3aec7848723\"\n             data-mode=\"normal\"\n             data-animation=\"fade\"\n             data-duration=\"300\"\n             data-smooth-scroll=\"true\"\n             data-scroll-offset=\"0\">\n            <button \n                type=\"button\"\n                class=\"read-link\" \n                id=\"readlinkrmwr-6a3aec7848723\"\n                data-open-text=\"Read More\"\n                data-close-text=\"Read Less\"\n                aria-expanded=\"false\"\n                aria-controls=\"readrmwr-6a3aec7848723\"\n                aria-label=\"Read More\"\n            >\n                <span class=\"rmwr-text\">Read More<\/span>\n            <\/button>\n            <div \n                class=\"read_div\" \n                id=\"readrmwr-6a3aec7848723\"\n                aria-hidden=\"true\"\n                data-animation=\"fade\"\n                data-duration=\"300\"\n                style=\"display: none;\"\n            >\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>\n        <\/div>\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\" \n             data-id=\"rmwr-6a3aec7849023\"\n             data-mode=\"normal\"\n             data-animation=\"fade\"\n             data-duration=\"300\"\n             data-smooth-scroll=\"true\"\n             data-scroll-offset=\"0\">\n            <button \n                type=\"button\"\n                class=\"read-link\" \n                id=\"readlinkrmwr-6a3aec7849023\"\n                data-open-text=\"Read More\"\n                data-close-text=\"Read Less\"\n                aria-expanded=\"false\"\n                aria-controls=\"readrmwr-6a3aec7849023\"\n                aria-label=\"Read More\"\n            >\n                <span class=\"rmwr-text\">Read More<\/span>\n            <\/button>\n            <div \n                class=\"read_div\" \n                id=\"readrmwr-6a3aec7849023\"\n                aria-hidden=\"true\"\n                data-animation=\"fade\"\n                data-duration=\"300\"\n                style=\"display: none;\"\n            >\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>\n        <\/div>\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\" \n             data-id=\"rmwr-6a3aec784912a\"\n             data-mode=\"normal\"\n             data-animation=\"fade\"\n             data-duration=\"300\"\n             data-smooth-scroll=\"true\"\n             data-scroll-offset=\"0\">\n            <button \n                type=\"button\"\n                class=\"read-link\" \n                id=\"readlinkrmwr-6a3aec784912a\"\n                data-open-text=\"Read More\"\n                data-close-text=\"Read Less\"\n                aria-expanded=\"false\"\n                aria-controls=\"readrmwr-6a3aec784912a\"\n                aria-label=\"Read More\"\n            >\n                <span class=\"rmwr-text\">Read More<\/span>\n            <\/button>\n            <div \n                class=\"read_div\" \n                id=\"readrmwr-6a3aec784912a\"\n                aria-hidden=\"true\"\n                data-animation=\"fade\"\n                data-duration=\"300\"\n                style=\"display: none;\"\n            >\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>\n        <\/div>\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\" \n             data-id=\"rmwr-6a3aec784919b\"\n             data-mode=\"normal\"\n             data-animation=\"fade\"\n             data-duration=\"300\"\n             data-smooth-scroll=\"true\"\n             data-scroll-offset=\"0\">\n            <button \n                type=\"button\"\n                class=\"read-link\" \n                id=\"readlinkrmwr-6a3aec784919b\"\n                data-open-text=\"Read More\"\n                data-close-text=\"Read Less\"\n                aria-expanded=\"false\"\n                aria-controls=\"readrmwr-6a3aec784919b\"\n                aria-label=\"Read More\"\n            >\n                <span class=\"rmwr-text\">Read More<\/span>\n            <\/button>\n            <div \n                class=\"read_div\" \n                id=\"readrmwr-6a3aec784919b\"\n                aria-hidden=\"true\"\n                data-animation=\"fade\"\n                data-duration=\"300\"\n                style=\"display: none;\"\n            >\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>\n        <\/div>\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\" \n             data-id=\"rmwr-6a3aec784921f\"\n             data-mode=\"normal\"\n             data-animation=\"fade\"\n             data-duration=\"300\"\n             data-smooth-scroll=\"true\"\n             data-scroll-offset=\"0\">\n            <button \n                type=\"button\"\n                class=\"read-link\" \n                id=\"readlinkrmwr-6a3aec784921f\"\n                data-open-text=\"Read More\"\n                data-close-text=\"Read Less\"\n                aria-expanded=\"false\"\n                aria-controls=\"readrmwr-6a3aec784921f\"\n                aria-label=\"Read More\"\n            >\n                <span class=\"rmwr-text\">Read More<\/span>\n            <\/button>\n            <div \n                class=\"read_div\" \n                id=\"readrmwr-6a3aec784921f\"\n                aria-hidden=\"true\"\n                data-animation=\"fade\"\n                data-duration=\"300\"\n                style=\"display: none;\"\n            >\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>\n        <\/div>\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\" \n             data-id=\"rmwr-6a3aec78492db\"\n             data-mode=\"normal\"\n             data-animation=\"fade\"\n             data-duration=\"300\"\n             data-smooth-scroll=\"true\"\n             data-scroll-offset=\"0\">\n            <button \n                type=\"button\"\n                class=\"read-link\" \n                id=\"readlinkrmwr-6a3aec78492db\"\n                data-open-text=\"Read More\"\n                data-close-text=\"Read Less\"\n                aria-expanded=\"false\"\n                aria-controls=\"readrmwr-6a3aec78492db\"\n                aria-label=\"Read More\"\n            >\n                <span class=\"rmwr-text\">Read More<\/span>\n            <\/button>\n            <div \n                class=\"read_div\" \n                id=\"readrmwr-6a3aec78492db\"\n                aria-hidden=\"true\"\n                data-animation=\"fade\"\n                data-duration=\"300\"\n                style=\"display: none;\"\n            >\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>\n        <\/div>\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\" \n             data-id=\"rmwr-6a3aec78493c8\"\n             data-mode=\"normal\"\n             data-animation=\"fade\"\n             data-duration=\"300\"\n             data-smooth-scroll=\"true\"\n             data-scroll-offset=\"0\">\n            <button \n                type=\"button\"\n                class=\"read-link\" \n                id=\"readlinkrmwr-6a3aec78493c8\"\n                data-open-text=\"Read More\"\n                data-close-text=\"Read Less\"\n                aria-expanded=\"false\"\n                aria-controls=\"readrmwr-6a3aec78493c8\"\n                aria-label=\"Read More\"\n            >\n                <span class=\"rmwr-text\">Read More<\/span>\n            <\/button>\n            <div \n                class=\"read_div\" \n                id=\"readrmwr-6a3aec78493c8\"\n                aria-hidden=\"true\"\n                data-animation=\"fade\"\n                data-duration=\"300\"\n                style=\"display: none;\"\n            >\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>\n        <\/div>\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\" \n             data-id=\"rmwr-6a3aec7849468\"\n             data-mode=\"normal\"\n             data-animation=\"fade\"\n             data-duration=\"300\"\n             data-smooth-scroll=\"true\"\n             data-scroll-offset=\"0\">\n            <button \n                type=\"button\"\n                class=\"read-link\" \n                id=\"readlinkrmwr-6a3aec7849468\"\n                data-open-text=\"Read More\"\n                data-close-text=\"Read Less\"\n                aria-expanded=\"false\"\n                aria-controls=\"readrmwr-6a3aec7849468\"\n                aria-label=\"Read More\"\n            >\n                <span class=\"rmwr-text\">Read More<\/span>\n            <\/button>\n            <div \n                class=\"read_div\" \n                id=\"readrmwr-6a3aec7849468\"\n                aria-hidden=\"true\"\n                data-animation=\"fade\"\n                data-duration=\"300\"\n                style=\"display: none;\"\n            >\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>\n        <\/div>\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\" \n             data-id=\"rmwr-6a3aec7849521\"\n             data-mode=\"normal\"\n             data-animation=\"fade\"\n             data-duration=\"300\"\n             data-smooth-scroll=\"true\"\n             data-scroll-offset=\"0\">\n            <button \n                type=\"button\"\n                class=\"read-link\" \n                id=\"readlinkrmwr-6a3aec7849521\"\n                data-open-text=\"Read More\"\n                data-close-text=\"Read Less\"\n                aria-expanded=\"false\"\n                aria-controls=\"readrmwr-6a3aec7849521\"\n                aria-label=\"Read More\"\n            >\n                <span class=\"rmwr-text\">Read More<\/span>\n            <\/button>\n            <div \n                class=\"read_div\" \n                id=\"readrmwr-6a3aec7849521\"\n                aria-hidden=\"true\"\n                data-animation=\"fade\"\n                data-duration=\"300\"\n                style=\"display: none;\"\n            >\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>\n        <\/div>\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\" \n             data-id=\"rmwr-6a3aec78495e3\"\n             data-mode=\"normal\"\n             data-animation=\"fade\"\n             data-duration=\"300\"\n             data-smooth-scroll=\"true\"\n             data-scroll-offset=\"0\">\n            <button \n                type=\"button\"\n                class=\"read-link\" \n                id=\"readlinkrmwr-6a3aec78495e3\"\n                data-open-text=\"Read More\"\n                data-close-text=\"Read Less\"\n                aria-expanded=\"false\"\n                aria-controls=\"readrmwr-6a3aec78495e3\"\n                aria-label=\"Read More\"\n            >\n                <span class=\"rmwr-text\">Read More<\/span>\n            <\/button>\n            <div \n                class=\"read_div\" \n                id=\"readrmwr-6a3aec78495e3\"\n                aria-hidden=\"true\"\n                data-animation=\"fade\"\n                data-duration=\"300\"\n                style=\"display: none;\"\n            >\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>\n        <\/div>\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\" \n             data-id=\"rmwr-6a3aec7849698\"\n             data-mode=\"normal\"\n             data-animation=\"fade\"\n             data-duration=\"300\"\n             data-smooth-scroll=\"true\"\n             data-scroll-offset=\"0\">\n            <button \n                type=\"button\"\n                class=\"read-link\" \n                id=\"readlinkrmwr-6a3aec7849698\"\n                data-open-text=\"Read More\"\n                data-close-text=\"Read Less\"\n                aria-expanded=\"false\"\n                aria-controls=\"readrmwr-6a3aec7849698\"\n                aria-label=\"Read More\"\n            >\n                <span class=\"rmwr-text\">Read More<\/span>\n            <\/button>\n            <div \n                class=\"read_div\" \n                id=\"readrmwr-6a3aec7849698\"\n                aria-hidden=\"true\"\n                data-animation=\"fade\"\n                data-duration=\"300\"\n                style=\"display: none;\"\n            >\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>\n        <\/div>\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_3 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_4 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_5 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_6 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=\"$\" id=\"button-more\">Learn More<\/a><\/div>\n<\/div>\n\n<div class=\"et_pb_column_5 et_pb_column et_pb_column_1_4 et_block_column et_pb_css_mix_blend_mode_passthrough\">\n<div class=\"et_pb_text_7 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h3>Teams & Leadership<\/h3>\n<\/div><\/div>\n\n<div class=\"et_pb_image_1 et_pb_image et_pb_module et_block_module focus\" id=\"focus\"><a href=\"https:\/\/bridgingpositions.com\/index.php\/teams-and-leadership\/\"><span class=\"et_pb_image_wrap\"><img loading=\"lazy\" decoding=\"async\" src=\"http:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/06\/teams-1.png\" width=\"400\" height=\"313\" srcset=\"https:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/06\/teams-1.png 400w, https:\/\/bridgingpositions.com\/wp-content\/uploads\/2019\/06\/teams-1-300x235.png 300w\" sizes=\"(max-width: 400px) 100vw, 400px\" class=\"wp-image-732\" \/><\/span><\/a><\/div>\n\n<div class=\"et_pb_text_8 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><p>At this level, we focus on improving the quality of relationships, communication, cooperation and interaction, both inside and between groups and teams.<\/p>\n<\/div><\/div>\n\n<div class=\"et_pb_module et_pb_button_module_wrapper et_pb_button_1_wrapper\"><a class=\"et_pb_button_1 et_pb_button et_pb_bg_layout_light et_pb_module et_block_module button-more\" href=\"https:\/\/bridgingpositions.com\/index.php\/teams-and-leadership\/\" data-icon=\"$\" 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_9 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_10 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,"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 v27.8 - 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. We work on topics such as organizational alignment, cultures, context, structure, processes, vision, strategy and challenges.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/bridgingpositions.com\/es\/organizations-focus\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Organizations Focus - bridgingpositions\" \/>\n<meta property=\"og:description\" content=\"This is the organizational level in which we focus on bigger organizational units or whole organizations. 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