Organizational culture defines the essence of a Company, its personality, its leadership style and its strategy. An organization’s mission, vision and values are the pillars of corporate culture and define how it differs from the rest.
An organization’s culture reaches everyone in the organization, no matter what their function.
Any change process initiated by Management must necessarily be incorporated to the above mentioned organizational culture.
TAGA’s experience and expertise will enable the transition of changes and improvements made with Senior Management to be transferred to Middle Management and the rest of the organization. This is the only way to ensure true cultural change. To this end we have specifically developed ad hoc tools.
ORGANIZATIONAL DEVELOPMENT FOR MANAGEMENT TEAMS
This programme generates a broader and more profound vision to Executive Management and Senior Management teams to achieve a clearly superior action plan.
Through self-diagnosis we activate a process of innovation, strengthening and regeneration of the organization’s Strategic Plan and ensuring participants’ true commitment to its implementation.
ORGANIZATIONAL DEVELOPMENT FOR PUBLIC BODIES
This leadership Programme targets the public sector. Its objective is to guide public bodies through a change process to adapt to current trends.
Public bodies must respond to matters such as the public goods they need to provide to their citizens, their closeness, flexibility, sustainability, human resource management and good governance, etc.
Its target audience is local government, public companies and entities, Ministries and Ministerial Departments.
ORGANIZATIONAL CHANGE MANAGEMENT
Provides vision, understanding and complementary competencies to those traditionally associated with organizational management.
It also directly influences and facilitates personal development for benefits on a personal and professional level.
MEASUREMENT AND EVALUATION OF THE ORGANIZATION’S CHANGE PROCESS.
Evaluation of change is necessary to achieve an effective, coherent and long lasting organizational change process.
“If you cannot measure it, you cannot improve it. What you cannot measure you cannot improve. What you cannot improve will always deteriorate “
– Lord Kelvin-
To evaluate TAGA’s contributions impact assessment must be fully understood.
These systems have been developed and implemented successfully by international agencies such as the World Bank, the United Nations, the European Union etc.). We apply this knowledge to organizational change within companies.
TALENT MANAGEMENT AND TEAM BUILDING
This Programme focuses on the creation and transmission of specific capacities related to relationship, team and people change management.
The main objective is to achieve highly performing teams as well as the development of their talent.
Through a cascading effect we achieve a transfer from higher ranking managers to operational staff by strengthening the talent of each participant.
METHODOLOGY TO STRENGTHEN COLLABORATION AND COMMUNICATION WITHIN THE ORGANIZATION
The CA® methodology addresses business challenges from an appreciative viewpoint.In addition, it unleashes people and team potential by improving collaboration being more easily accepted by all members of the organization.
Group work generating solutions and engagement in their execution enables the implementation of projects and concrete actions across the organization.
It also generates benefits such as improved trust, communication, lower stress levels and most importantly the alignment and focus of the business.
INTERNATIONALISATION OF ORGANIZATIONAL CULTURE AND MULTICULTURALISM
Companies going through a process of internationalisation have specific management concerns.
This Programme builds vision, understanding and capacities that are complementary to those traditionally considered within organizational management.
It also impacts and facilitates personal development leading to increased benefits both on a personal and professional level.