Areas of Focus

Change Management

Every change management project needs oxygen along the way.

As a leader, you know why you need to change. Your system is becoming outdated, you need to stay ahead of the next regulation, or you have an opportunity you can’t let pass. You even have your blueprint for HOW you will implement your change, and it involves a lot of numbers and data.

But does your team know why you are changing and what it means to them? Even if they do, what will happen when the change is no longer easy? Will they revert back to the old way of doing things — or just complain that their leaders (a.k.a. you) don’t know what they are doing? How will you keep them aligned to your goal when your job involves keeping your eyes on all the moving parts?

  • Every organizational change project requires attention to what anchors you — like strong roots keeping a tree from toppling over in a shifting wind. Spiritus doesn’t ignore what made you strong to begin with — your culture, your business differentiator, your unique imprint in the marketplace. Those are your roots, and we tend to them first.
  • Every project also requires a driver — something pulling you towards the future—like the sun in the sky drawing a plant to grow. Your business driver may be clear, but your cultural driver may be overlooked. Spiritus helps you clearly define what you are reaching for — and then find the right reasons that draw everyone to grow with you.

Employee Engagement

ENGAGEMENT is the passion by which employees give of their discretionary effort, demonstrating “happiness at work,” exemplary performance, and willingness to follow leaders through any organizational change.

What would it be worth to your organization if 100% of your employees performed like your best employee?

Is your culture one of positive engagement—or pressure to do more with less?

Employees do their best work when they work for managers who care about them as people.

We’ve helped to build cultures wherein employees voluntarily commute during blizzards to be a part of something bigger. These employees report feeling respected as individuals, each with dynamic strengths and contributions—rather than just a set of skills filling a role. They are equipped with what they need—the right tools to do their jobs and the right communication from their leaders. They want to develop in their roles and understand how their work ties to the organization’s goals and mission. And they are driven by values that live in their organization.

When working in engaged cultures, we hear statements like, “I come to work every day to serve my patients and coworkers,” “I can’t imagine working anywhere else,” and, “our leaders really care.”

Employees will not do their best work when they perceive—

  • Disrespect and favoritism from their leadership
  • That their opinions don’t matter
  • That stellar performance goes unnoticed
  • That leadership has no vision or direction

Are your managers are equipped to build engagement in their employees? Do your leaders know what strengths to leverage in your culture to maximize engagement? Are there negative pockets in the organization—or gaps in communication or trust—that need to be shored up so you can thrive?

Consider these traits, which we often find at the root of employee engagement challenges.

  • TRUST is the bedrock by which leaders can call on employees to perform. When trust erodes, performance is replaced by negativity, gossip, and sabotage.
  • COMMUNICATION is the often-neglected or misunderstood tool by which TRUST and ENGAGEMENT are built, and by which performance can be defined and measured.

Strategic Communications

Closely tied to change management and employee engagement, we offer strategic communications to align your vision, values, mission, and goals with your internal and external communications. The right communications build trust in your organizational culture and brand.

Contact us today to discuss your culture and how we can help you thrive in your engagement.