Hadar Kantor has acquired vast experience in assimilating organizational culture in large companies and organizations (such as Nesher, Hadera Paper, Phenicia, Haifa Chemicals, Hogla Kimberly and Zeraim Gedera) in order to create clear norms, values and rules of conduct.
The implementation process includes:
Defining an organizational culture for society and harnessing it to the goals of the organization.
Instructing principals in applying the culture in the pro-active approach and in relevant psychological tools.
Executive training for the emotional harnessing of the staff to the subject.
The proactive approach is a preventive approach designed to lead managers and employees to correct decisions and effective actions that will affect management performance in various areas such as: safety, quality, service, meeting budget targets, meeting timetables and more.
By assimilating an organized organizational culture, it is possible to empower the employees and managers of the organization, increase motivation and improve the sense of belonging to the organization.
Proactive organizations learn about possible problems before they occur and act to prevent them.
The adoption of clear organizational culture rules can lead to an improvement in the quality of service, in the personal work relations within the organization, in the reduction of the number of malfunctions and in the prevention of accidents
Our services are intended for the CEO or business owner, who wants to bring his organization to act according to the standards he defined.
If you feel that things are not moving in the direction you want, despite the procedures you have written, the standards you have qualified, the training you have provided, the proactive approach is the complementary product that will connect everything you have done so far to decisions made by managers and employees on the ground.
If you're having trouble giving customers an adequate level of service, dealing with safety questions, temporary schedules, budgets, and human relations, you're meant for the service.
Our experience shows that once you begin to deal with one issue, you see improvement in additional areas as well. As soon as employees and managers go through to do things correctly, other parameters are also improved.
Who is it with?
The assimilation of organizational culture takes place with all layers of management in the organization and with the employees. We train the managers and coaches, and help them deal with the employees. Our specialization is in intimate and individual work with the top management of the organization, and in group work with the junior and working echelons.
Practically, how does it work?
The process of assimilation of an organizational culture in the proactive approach (hereinafter called "pro-activation") consists of five stages:
Introduction - In the first stage, only the consultant and the CEO participate, and it takes about three months to formulate the goals to which the CEO will be committed, to teach him the methodology and to enable him to experiment with the tools.
Orientation - In the second stage, other senior executives from the second level organization are included in the process, and it lasts another three months. At this stage, the CEO exposes the managers to the process that he has undergone, performs processes with them, and the consultant accompanies them, in a process similar to that of the CEO. At the end of this stage, there is almost no employee in the organization who has not been actively or passive exposed to the new methodology. This exposure creates maturity and desire among principals to study the methodology.
Training - In the third stage, a course was opened for the managers in the methodology and tools of the pro-active approach, led by the CEO and the consultant. The course lasts about a year and the principals learn and practice the approach and its implementation in the field. At this stage, it is possible to identify the leaders of the process and establish a group of managers called the proactive leadership team (PLT), which will manage the process, mentoring other managers and coping with difficulties on the ground.
Implementation - In the fourth stage, the principals specialize in implementing what they have learned in the course. At this stage, which lasted about a year, the CEO leads the PLT team, the pro-active agenda and the new culture.
Maintenance - "Day you leave, two days leave you." The fifth step, preserving the momentum of the process, is not trivial. In the course of time, managers and employees and managers face additional difficulties that the managers face with the help of the consultant (training new ones, dealing with "hard nuts" and continuing support for the process)
What is the proactive approach?
The pro-active approach is an approach that uses psychological and methodological tools to instill behavioral habits and preventive thinking.
In addition to all the administrative processes (such as training, accreditation, setting procedures, control procedures, etc.), the proactive approach of decision makers at all levels is to invest in the important issues, to choose the right way to cope and to avoid shortcuts.
The purpose of the pro-active approach is to adapt the habits that will upgrade organizational abilities, create a culture of openness and transparency and promote excellence. In the proactive approach, we will learn from mistakes and not look for blame. We will focus on improving faulty capabilities rather than punishing them.
The approach is suitable for managers who are ready and willing to invest in employees and managers and serve as an effective platform for promoting the organization, at the highest standards, towards organizational culture goals.
Is it worth investing in the proactive process?
A manager who invests in his workers’ education and development gets skilled, motivated workers. A worker whose management invests in him develops a feeling of belonging that is a crucial asset to the company and its customers.
ons are better able to anticipate problems before they occur, and work to prevent them.