Personality insight, group analytics, and a resilience model, cascaded top to bottom.
A squeezed, under-informed middle
Managers caught between their teams and their leaders, with too little clarity.
An Employee Engagement Survey flagged a clear gap ahead of organizational change: 75% of employees had regular conversations with their own managers about the impact of COVID-19 on work and wellbeing, but only 50% of people managers reported the same kind of conversation with their own leaders, a classic 'squeezed middle' problem.
At the same time, 67% of participants felt there were too many meetings, yet not enough communication about the changes actually being planned. COVID-19 had also reduced people's general willingness to engage with development opportunities.
A four-step program that reached every manager
Personality insight, group analytics, and a resilience model, cascaded top to bottom.
Every employee in the division completed a Wave-based personality questionnaire and received an individual Coaching Report, giving each person a starting point for their own self-directed development.
Wave analytics then surfaced the pattern at group level: the leadership team was less change-oriented and less likely to demonstrate the resilience the moment called for. The Building Resilient Agility model was applied directly in leadership team sessions, working through four areas: enabling new ways of working, dealing with change, maintaining drive, and staying connected.
Actions from those sessions were then cascaded to people managers, who ran their own small group sessions with their teams, and every team member received a personal Building Resilient Agility report as part of the Wave Connect program.
Start with individual insight
Every employee completes a Wave-based personality questionnaire and receives a personal Coaching Report for self-directed development.
See the pattern at group level
Group analytics and the Building Resilient Agility model show where the leadership team is, and isn't, ready for change.
Cascade it down to every team
People managers run their own sessions, and every team member receives a personal Building Resilient Agility report.
from leadership sessions down to every people manager and their team
One clear model for navigating change, top to bottom
From an individual questionnaire to team-level action, every level of the organization worked from the same model.
Resourcing sessions were planned to optimize workplans for the changes ahead, and monthly team round-ups gave every team a consistent way to hear about change and ask questions, with leaders encouraged to bring a positive perspective.
A single monthly round-up email replaced scattered updates across channels, cutting through the over-communication 67% of people had flagged. A dedicated communication plan gave the 'squeezed middle' of people managers the extra support they needed to check in with their own reports.
The shift, in numbers
How communication, support and readiness changed once every level worked from the same model.
Ready to help every manager navigate change?
We can help you build a consistent, evidence-based way to support leaders and managers through organizational change, from individual insight through to team-level action.
