A Unique and Effective Framework
MCE has developed a unique and effective enterprise-wide Business Transformation Framework. Our Senior Associates take into account your specific needs and advise you on what works and does not work.

The focus is always around your strategy, your key performance measures you want to impact, and the changes it requires. From there we partner with you to design a plan that makes sense given your goals, context and culture.
There are 10 steps to business transformation that must be addressed in order for your strategy to be fully implemented. For each step, we give you some examples of how we help you. This is fully customizable to your context.
STEP 1: Clarifying the Strategy’s Impact on Each Part of the
Organization and Planning the Change
A business strategy sets goals and defines the customer value proposition and
delivery. But often the changes in the business model are not clear or
perceived as urgent. It is not obvious what behaviour is expected from your
managers.
Transformation is a complex process covering 18 to 36 months. The involvement and commitment
of all management levels in the company is a prerequisite. To make a strategy
change really happen, we recommend you to put in place a dedicated programme
structure next to the current organization.
Your top and senior management should create a sense of urgency, an understanding
that the change is needed now. We help you analyze and select the quick wins that can build trust and credibility throughout your company.
Strategy
clarification and implementation planning workshop
MCE helps you clarify
your strategy, identify the key changes needed and plan an effective
company-wide Business Transformation Programme with your top management during
a 1½ day workshop.
STEP 2: Communicating and Engaging into the Change Vision
Business transformation calls for a tailored and timely top-down and bottom-up communication
with all internal and external stakeholders. We ensure that your communication is sustained, noting progress
and calling for increased participation.
Designing the
strategy communication plan
MCE helps you to
design a solid strategy communication plan. The message will be tailored to
different audiences so that everyone gains a deep understanding of what the
strategic goals are, what your target market is, what your value proposition
is, what actions will lead to the strategy realisation and what will be
everybody’s internal role in it.
Collecting and
integrating feedback
MCE supports you in involving line management to communicate the strategic goals throughout the
organization. We counsel you on how to engage staff in the strategy translation and gather meaningful feedback from deep within your company.
Making better use of communication tools and technologies
MCE advises you on how to make a better use of existing and new internal communication tools and
technologies. With social-casting and micro-blogging a real-time collaborative
community can be built to engage employees across your company.
Personal communication coaching for the C-level
MCE provides your CEO and senior staff with a personal communication coach where
needed.
STEP 3: Selecting the Right Metrics
Without putting the right metrics in place, any strategic change will fail. Therefore,
we will decide with you how corporate and business KPIs can to be aligned
horizontally and vertically within the company.
Defining and aligning the key metrics
MCE is experienced in identifying your key metrics. Starting from your vision and strategic goals
we determine with you the long- and short-term drivers, the measures and targets for financial growth, customer intimacy, operational excellence and
staff engagement. We identify the leading indicators that drive the change. We help you communicate these down to different divisions and departments—working
with the heads of those departments—to build metrics for their area that are aligned with the overall key performance indicators.
Aligning metrics and appraisal/evaluation measures
MCE supports your HR department to align HR metrics with the company’s key performance measures.
STEP 4: Aligning Performance Appraisal and Reward System
Determining
the right evaluation criteria and motivators for different employee groups is
essential for delivering on your strategic goals. We help you to bridge HR and
line management.
Integrating HR systems and line managers’ needs
MCE identifies with you what motivates different groups of employees to deliver and outperform on
the strategic goals. We help you to integrate HR performance appraisal & reward systems with line managers’ needs.
STEP 5: Building Coalitions
Identification of the allies with both the power and the potential for cross-functional
teamwork is a major imperative for successful business transformation. We can ensure that the guiding coalition is properly represented in task forces and
steering committees to drive the change at each level. Your coalition of change agents has a major impact in the success or failure of your Business
Transformation Programme, and on the extent of potential unwanted side-risks, such as resistance and disbelief.
Identifying change agents
MCE helps you to identify who the changes agents in your company are. We advise you on which
role they can take up to ensure that there is enough commitment, focus and
energy present in the company.
STEP 6: Defining the Talent Gap
When leaders and managers are not equipped with the needed capabilities to deliver
on their strategic goals, you will lose momentum, belief and focus. We help you
to close the talent gap.
Executive team development
Compelling forces hold executive teams captive in their current thinking. MCE helps your
Executive Team to shift the practices, rituals and relationships so that change
can really happen.
Executive mentoring and business coaching
Result-oriented individual mentoring and coaching helps your senior managers to gain vision, strategic insight and develop their leadership skills. It helps them see the way to executive performance.
Job competency models and talent audit
MCE supports your company with defining the company-wide and function-specific competences needed
to implement your strategy. We select for you the best tools from our different solutions partners.
Development of capabilities of managers
MCE helps you to further develop the capabilities of your individual managers and teams of
managers with leadership, functional or cross-functional internal and individually focused workshops.
STEP 7: Building Capabilities for Process Redesign
To build further on the success of early achievements, we support you in embedding
the change in the organisation. Processes must be re-aligned with the strategy
and re-thought from an end-to-end perspective. They should contribute to your
chosen value discipline: customer intimacy, product leadership or operational
excellence. This requires from your managers a lateral cross-functional
thinking and capabilities in process management.
Building capabilities to redesign processes
MCE provides your teams with the tools and capabilities to audit your processes, to
define the needed improvements and to come up with actions for business process
improvement.
STEP 8: Aligning Leadership Behaviour with the Strategy
The way leaders behave and set examples enables and motivates people. If they
continue business as usual, why then should people change? It is important to
get leaders on board with the strategy, so that they ensure the leadership model
and encourage the behaviour expected from their people.
Leadership
development programmes
MCE can conduct a
series of leadership programmes for your managers in groups of 12-15. This
starts with the top leaders because their decisions and behaviours set the
context for everyone else. The first part of the programme is a workshop about
the MCE Change Leadership Model – strategy, metrics, customer metrics,
processes and key projects to implement the strategy. Participants learn to
articulate strategic plans in a clear way to people. The second part of the
programme is a workshop where project progress, key points learned and
observations about implementation are shared.
One-to-one coaching
The leadership
training is followed by a period of on-the-job implementation of business
projects, with possible one-to-one coaching at set intervals.
STEP 9: Building the Culture that Supports the Strategy
In any change programme culture cannot be changed immediately. Culture change
happens through diligent and concerted effort at the above steps. It takes a
year or so before real changes can be seen. And it takes about three to five
years to completely shift the culture, depending on how well the above is
implemented.
Measuring the
Alignment of People (MAP)
MCE’s MAP methodology measures how groups of people understand what the
new strategy is, as well as how they perceive the current state of change. The
data can be sorted by any number of criteria – by location, by management
level, by department. Measurements can be done at the start of the business
transformation and at pre-determined intervals so that the progress can be
measured.
STEP 10: Monitoring the Progress of Strategy Implementation
A Business Transformation Programme should have specific programme KPIs. We
recommend monitoring the progress quarterly, while integrating the lessons
learned and insights collected throughout the Business Transformation
Programme. In some cases we help the customer in putting in place a dedicated
Transformation Monitoring Committee(s) structure.
Putting in place a monitoring mechanism
MCE helps you to define Business Transformation Programme specific
quantitative and qualitative indicators and putting in place appropriate
monitoring and evaluation processes. Our MCE Senior Associates can take part in
performance checkpoint meetings and advise you on corrective actions.
Our fee is based on your results
MCE is willing to have part of its compensation based on reaching your pre-defined and agreed key performance measures.