spotlight

In this first of a two-part post, Senn Delaney Chairman Dr. Larry Senn discusses the cultural challenges of mergers and offers several insights on how you can navigate them with a healthy state of mind. Watch for part 2 of the post Feb. 25 at www.cultureuniversity.com

In this second part of a two-part post by Senn Delaney Chairman Larry Senn, he provides a set of guidelines for successful culture integration and shares the notable example of the successful WellPoint-Anthem mega-merger.

Enjoy our latest at your best newsletter. It features our new CEO view from the top video on leading culture with Belgacom CEO Dominique Leroy. Also in this issue, findings of our new study on organizational mindset, and a new CEO report from a year-long global research partnership between Saïd Business School, Oxford, and Heidrick & Struggles.

How do CEOs develop the skills they need to lead in an ever- changing world? To answer that question, Senn Delaney's parent company, Heidrick & Struggles, partnered with the Saïd Business School at the University of Oxford to conduct in-depth interviews with more than 150 CEOs representing a wide range of sectors around the world. Findings are published in The CEO Report, one of the most comprehensive, in-depth studies of CEO leadership capabilities.

our unique qualifications

why more CEOs choose us to shape cultures

Our experience, our approach and the results our clients experience set us apart

When Senn Delaney was founded as the first culture-shaping firm nearly in 1978, our goal was to develop a model that produced long-lasting, meaningful behavior change in individuals, teams and cultures.

Clients report that our integrated culture-shaping approach creates more lasting, positive change in leaders, teams and in organizations than other methods they have experienced.

Our experience, our approach and the results our clients experience set us apart from other culture consulting firms. This is explained more in the following video and below.

Senn Delaney Chairman Dr. Larry Senn describes our unique capabilities to successfully create Thriving, high-performance cultures



Our unique capabilities

Experience: We are the most widely recognized and successful practitioner of culture-shaping in the world. We have focused exclusively on transforming cultures of Fortune 500 and Global 1000 firms for 30 years.

Comprehensive, proven architecture: Some firms are good at diagnostics, some at HR systems, and others at facilitation or teambuilding. We have a depth of experience in all these areas as they are important elements of culture shaping. Our comprehensive architecture touches each important area to ensure measurable culture change takes place.

Proven and powerful model: Our proprietary and powerful insight-based learning model is critical to behavior change. We can have a major impact on a senior team's performance almost immediately, and unfreeze and shift behaviors of thousands of people in a 12- to 18-month period.

Knowledge: Our insight-based culture-shaping principles and methodology have been developed from three decades of hands-on work with CEOs and senior teams. Our staff includes former CEOs, CAOs, CIOs and SVPs of HR.

Work with CEOs and senior teams: To our knowledge, we have worked with more CEOs and senior teams on culture shaping than any other firm. We are experts at aligning CEOs and their teams around healthy, high-performance behaviors.

The right size: As an international consulting firm, we serve clients around the globe. We have worked in 46 countries and are able to deliver our work in five languages. We have all of the capabilities needed to partner with companies on a comprehensive culture-shaping program customized to your needs. Our services include diagnostics, session facilitation, executive coaching, a robust online reinforcement program and a transfer of competency model.

Transfer of competency model: We can prepare and certify facilitators within companies to engage a broad population of your employees in the culture-shaping process in a cost-effective model.