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    Jessica Christina
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    HELIX SITUATION ANALYSIS Acquisition: Helix Europe Leadership: localization strategy Issues: cultural tension, lack of coordination, lack of organizational standards and structures. GET THE VISION RIGHT Applying Hybridization approach Mission Centralization hierarchical procedure and structure Standardisation modes of written communication Rewards perks and privileges for complying a new vision. OVERCOMING BARRIERS Employee To Employee Interaction Monthly reunion Employee engagement from different region Compulsory use of MyHelix

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    HELIX SITUATION ANALYSIS Acquisition: Helix Europe Leadership: localization strategy Issues: cultural tension, lack of coordination, lack of organizational standards and structures. GET THE VISION RIGHT Applying Hybridization approach Mission Centralization hierarchical procedure and structure Standardisation modes of written communication Rewards perks and privileges for complying a new vision. OVERCOMING BARRIERS Employee To Employee Interaction Monthly reunion Employee engagement from different region Compulsory use of MyHelix

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    17 views15 pages

    Team Q

    Uploaded by

    Jessica Christina
    HELIX SITUATION ANALYSIS Acquisition: Helix Europe Leadership: localization strategy Issues: cultural tension, lack of coordination, lack of organizational standards and structures. GET THE VISION RIGHT Applying Hybridization approach Mission Centralization hierarchical procedure and structure Standardisation modes of written communication Rewards perks and privileges for complying a new vision. OVERCOMING BARRIERS Employee To Employee Interaction Monthly reunion Employee engagement from different region Compulsory use of MyHelix

    Copyright:

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    of 15

    Helix Inc.

    Proposal By:
    Aditya Polugari
    Ariuntuya Bat-Erdene
    Bruno MacCord
    Jessica Christina
    Raminderjeet Kaur
    Tram Buithuy
    AGENDA

    Helix current situation analysis

    Proposed plan to change process (5steps)

    Conclusion
    HELIX SITUATION ANALYSIS
    • Acquisition: Helix Europe
    • Leadership: localization strategy
    • Issues: cultural tension, lack of coordination,
    lack of organizational standards and structures
    Bad performance
    Need of CHANGE
    INCREASE URGENCY OF CHANGE

    GOAL: To make Helix employees visualize and feel


    the need of change

    TOOL: eye-catching and dramatic story to hit the


    emotions
    INCREASE URGENCY OF CHANGE
    ACTION
    1. Preparation:
    – Invite unsatisfied clients for feedback
    – Ask for permission and record the talks
    2. Meeting:
    – Organize top-management
    – Show video of problems in organization
    – Hand latest report of sluggish of revenue
    GET THE VISION RIGHT

    “ HELIX is a successful GLOBAL company, having


    its own HELIX CULTURE holding talented
    employees working ON THE SAME PAGE”
    GET THE VISION RIGHT

    Applying Hybridization Approach

    Mission
    • Centralization  hierarchical procedure and structure

    • Standardisation  modes of written communication

    • Rewards  perks and privileges for complying a new vision

    CHANGE HELIX EMPLOYEES PROFILE


    A GUIDING TEAM

    Sponsor: CEO and co-founder Jane Elliott


    Senior team:
    • each regions’ general managers
    • Consulting firm partnership manager (mentor)
    Field managers  “middle-men”
    • Each region’s each department’s managers
    NEW STRUCTURE

    Manager, Consulting
    CEO Firm Partnership

    General Manager, General Manager, Manager, Asia Launch


    Europe North America Team

    VP, Product Chief of VP, Marketing and VP, Technical VP, Finance and
    Development Staff Sales Support Legal

    Manager,
    Manager, Manager,
    Human
    Communication Business
    Resources
    Development

    North Asia
    America Europe
    COMMUNICATION

    Employees and top management main


    roles
    The cascading approach  “middle
    managers”
    Customers  updating them about
    changes
    COMMUNICATION
    BARRIERS

    CULTURE

    COMMUNICATION

    ORGANIZATIONAL
    STRUCTURE
    OVERCOMING BARRIERS
    Employee To Employee Interaction
    • Monthly reunion
    • Employee engagement from different region
    • Compulsory use of MyHelix
    Standardization of Reporting System
    • English  Top to Bottom Level
    • A uniform standard format
    Training Sessions
    • Language workshops (English and others)
    • Culture exchange workshops
    CONCLUSION

    “It is not the strongest of the species that


    survive, nor the intelligent, but the one most
    responsive to change”
    ~Charles Darwin
    THANK YOU FOR YOUR
    ATTENTION!

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