Time to Pause, Reflect, & Celebrate

As the year winds down it is important to take some time and reflect on the past year.  For myself that includes taking stock of the good, the not so good, and the downright not good at all aspects of the past year.  The season of winter and the slumbering of nature for those of us living in a seasonal climate offer an opportunity to reflect, slow down, and regenerate for the next phase of our business year.

Take the time to reflect on the following questions:

  1. What has worked?
  2. What has been a challenge?
  3. What failed?
  4. What lessons have been learned as a result of the successes, challenges, and failures?
  5. What would you do differently if anything?
  6. What is next or what course of action will you be embarking on over the next several months?

A period of reflection is essential for completion and renewal.

As you complete the year – enjoy the festivities around you and take part in the traditions and celebrations that make up the season where ever you may be. As someone who celebrates Christmas – have a Merry Christmas and a healthy prosperous start to the New Year!

The next post will be January 3, 1017.  Happy Holidays!

Marie-Helene Sakowski

Business Consultant SME’s

Trending Change or Is It?

In my consulting practice the top trends are:

  1. Focus on the client.

Tailoring my service offering to the client needs and staying focused on what is important to the client in the midst of competing demands and a cacophony of voices.  Staying the course is a virtue especially when the client is looking for a quick fix to a long standing issue.  Being authentic and letting the client know a quick fix may not be the solution while maintaining open lines of communication and being transparent throughout a process is a top priority.

  1. Sharing of information.

Being clear in all communication is critical.  Sharing communication on various platforms is important for all levels of the organization to be up to date and informed.

  1. Showing appreciation and giving thanks.

Thanking those who are working with me on a project or initiative and appreciating that they are doing so on top of their days-to-day work is important.  All of us require thanks and appreciation that is genuine and sincere.

From my perspective the top trends in any given time period need to include the ones shared here for a successful outcome on any project.

Marie-Helene Sakowski

Business Consultant SME’s


Changing Company Culture 2 Reasons Why Constant Vigilance is Needed

The reality of corporate culture often operates below the radar of the Executives within an organization.   Embarking on transforming the culture of a business may start off with a bang and appear to be a success.  Checking in with managers and supervisors three to six months into the change initiative may prove to be illuminating.  They reality that employees are working in may not reflect the changes that were or are being implemented.

Why Ongoing Vigilance is Necessary

  1. Improvement in service to the client base.

Company culture is usually focused on improved customer service.  A measure of success in implementing a change in culture is a decrease in complaints from the clients along with an improved timeframe for service delivery.  Upon review of the client data have the number of client complaints gone down?   Has the timeframe for client service improved?  If not what is missing?  What is the underlying reason for the lack of improvement in client service?

Chances are that the employees are operating from a model of service that is not aligned with the changes that have been implemented.   Informal conversations with front line employees will provide a clue as to what is going on.  Further to that the information will point to the active company culture and where additional or further work is necessary.

  1. Employee morale and the incidence of sick time.

Another aspect of change to corporate culture involves employee engagement and satisfaction at work.  When reviewing employee attendance since the implementation of change it is crucial to note the use of sick time or time off without pay.  Has employee sick time increased?  Has the rate of employee time off without pay also increased?  The factors contributing to the increases are likely related to a level of resistance relating to the changes that have taken place.

Measuring the impact of change using the indicators discussed above provides a basis for re-engineering the corporate change process and actively working with front line employees, managers and supervisors to embark on what needs to be addressed where for buy-in and behavioural change to take place.

We all know that words on a wall and employee behavior are not always congruent.  Employee behavior reflects what is actual and points to the need for constant vigilance to transform behavior to reflect increased client satisfaction and improved employee morale.


Marie-Helene Sakowski

Business Consultant SME’s