Post by samsparrow74 on Feb 15, 2024 5:47:08 GMT
The generational change and the advancement of technology is highlighting the need for a cultural and organizational change in companies. Findasense, a customer experience and digital transformation consultancy, has been transforming and building its own culture and methodology of innovation and self-management for three years , which it recently named EPIC. Findasense seeks, in addition to continuing to develop its own culture, to be able to export its experience to other companies and help them in their organizational transformation, launching a new service. According to Rafael Tamames, founding partner of Findasense « EPIC is the name of this culture, the DNA of what we want to be and do .
Its initials mean: Strategy, Purpose, Identity and Culture. And we are in the process of transmitting this transformation strategy throughout Bahrain Phone Numbers List the organization based on 6 pillars: Purpose, Transparency, Co-creation, Self-management, Mastery, and Plenitude. José Ramón López Grañeda, Global Company Lead at Findasense highlights that "Findasense's objective is to form self-managed teams and become a responsive organization, and make relationships work, but not only with the brands we work with and their consumers, but also with our partners and above all with our employees. Our reference is to become a TEAL organization, which seeks to develop human potential to the maximum , and in which people are at the center.
This initiative arises in response to the current organizational environment called VICA (volatile, uncertain, complex, ambiguous). And it consists of its own model created by Findasense but inspired by authors and other methodologies such as : DRIVE by Daniel Pink, TEAL by Frederic Laloux, HOLACRACY by Brian Robertson and in direct collaboration with the NER model by Koldo Saratxaga. All of them converge on the importance of transforming organizational models and corporate culture towards one centered on people. Laura Di Prisco, Global Culture & People Happiness Lead at Findasense highlights «In this last year, we have worked intensively in Spain, on a pilot project of cultural transformation together with the collaboration of K2K Emocionando to develop a collective and horizontal decision system in which Employees participate in deciding key aspects of the company.
Its initials mean: Strategy, Purpose, Identity and Culture. And we are in the process of transmitting this transformation strategy throughout Bahrain Phone Numbers List the organization based on 6 pillars: Purpose, Transparency, Co-creation, Self-management, Mastery, and Plenitude. José Ramón López Grañeda, Global Company Lead at Findasense highlights that "Findasense's objective is to form self-managed teams and become a responsive organization, and make relationships work, but not only with the brands we work with and their consumers, but also with our partners and above all with our employees. Our reference is to become a TEAL organization, which seeks to develop human potential to the maximum , and in which people are at the center.
This initiative arises in response to the current organizational environment called VICA (volatile, uncertain, complex, ambiguous). And it consists of its own model created by Findasense but inspired by authors and other methodologies such as : DRIVE by Daniel Pink, TEAL by Frederic Laloux, HOLACRACY by Brian Robertson and in direct collaboration with the NER model by Koldo Saratxaga. All of them converge on the importance of transforming organizational models and corporate culture towards one centered on people. Laura Di Prisco, Global Culture & People Happiness Lead at Findasense highlights «In this last year, we have worked intensively in Spain, on a pilot project of cultural transformation together with the collaboration of K2K Emocionando to develop a collective and horizontal decision system in which Employees participate in deciding key aspects of the company.