An effective digital transformation is difficult to achieve, scale, and sustain without a real organizational,cultural, talent, and leadership transformation. Agile leadership, the development of digital skills and the redesign of new models of recognition and performance management are a must in any digital transformation. Adapting to new ways of working and hybrid models through the redesign and simplification of processes, the use of rapidly adopted technological solutions, collaborative teams with flexible dynamics and roles, and shared knowledge and remote leadership.
We accompany Human Resources areas to develop their positioning as leaders of change and human capital management and in the design of their services toward business areas.
Remote work solutions.
Design of spaces that integrate modern work solutions. Evolution of the layout of workspaces to enable more collaborative, flexible and agile work dynamics.
Collaboration and productivity solutions. Implementation of virtualization of work teams, employee communities and networking, developing digital channels that encourage and facilitate collaborative communication.
Design and implementation of solutions for cultural transformation, skills and adoption, and achievement.
Establishment of innovative and attractive SMART collaboration, participation and effectiveness programs.
Development of a culture of digital transformation, which functions as a lever for organizations to successfully transform their businesses.
Design, development and adoption of the necessary skills for digital transformation.
Design and implementation of skills conversion plans.
Generation of new forms of learning with personal learning spaces, experiential training (action learning, gamification) and collaborative, e-learning, e-blended, gamification, learning communities, in a process of a constant review of skills.
Improved productivity by working with people as the engine of the solution in organizational efficiency groups.
We spearheaded the change for the adoption of employee self-management processes (expense reporting, travel management and benefits) through collaborative tools.
Led by the HR area, we carried out the organizational redesign of strategic areas of the business and definedthe change management strategy associated with the transformation.
We organized workshops withthe company’sworkcell Red de Cambio(Spanish for change network) to accelerate the adoption of smartworking and collaborative and remote work.
We collaborated on the definition of the strategy and management of change actions, focusing on impact analysis, communication and training, for the implementation and adoption ofthe Despegar platform in face-to-face sales in Argentina, Peru and Colombia.
We accompanied Calidra Group’s cultural, operational and management integration of the operations it acquired in Argentina and Chile.We redesigned the HR area—its processes, services and functions—aligning it with the corporate culture. We developed and implemented a collaborative management program to support the design and dissemination of health and safety protocols.
We led the process of methodological adoption and “employee” experience to create a collaborative organization. We shaped the role of the transformational leader. We conducted training to strengthen digitalcompetencies. We implemented a Communication and Adoption program to give visibility to the change, clarify messages and benefits, as well as the achievements of each cycle.
In collaboration with HR Management, we carried out a review of strategic objectives, clarifying the essential missions of the area to define functional roles aligned with them and the opportunities to solve through robotization the automation of lower value activities.