Team Mobilization - Willbe Group

Team mobilization: a key lever to secure value creation

In an increasingly complex economic context, individual engagement and team cooperation have become key levers to secure long-term value creation. Strategic ambition depends on it.

To help companies achieve team mobilization, WillBe Group developed a program to assist managers and managerial teams achieving that goal. It aims to boost competitivity and create a positive feedback loop between company strategy and teams.

Our value proposition: help leaders mobilize their teams at every level of the corporate ladder, help make individual energies and business development objectives converge. Our systemic approach consists in: Decoding the company’s human dynamic (company culture, professional identities, company power games and interactions, engagement levers, cooperation logics) Identifying the relevant levers to generate strong and durable mobilization Step by step piloting of team mobilization

Contexts of intervention

Elaboration and rollout of mobilization strategies following radical corporate changes. Our systemic approach aims to create positive feedback loops between human capital and change management when complex transformations and large projects are undertaken.
Development of agile management methods
Participative methods, liberation of individual energies and initiatives
Repositioning of human resource department

What sets us apart

Our tools and grids to analyse human dynamics and identify pragmatic levers of action Tailor-made tools, barometers, dashboards to pilot mobilization.

One of these tools is a ground-breaking assessment tool designed by Mozart Consulting to measure socio-economic performance.

Our expertise to engineer and coordinate leadership development programs

Examples of missions

Mobilizing key players for a differentiating strategy
Mobilizing key players for a differentiating strategy
Mobilizing key players for a differentiating strategy
A large player in the pharmaceutical industry want to reposition itself on the market. The CEO knows that the success of his strategy will depend on his ability to mobilize his executive team and how they will mobilize their teams around the company’s new strategic objectives. This will prove all the more challenging as the group is the result of several takeovers and a common company culture now needs to be created.

The WillBe Group teams have extensive experience with such issues.

It aims to:
- Analyse the socio-organizational mechanisms at work (company culture, informal organization, power plays, customer service culture, behavior guiding values…)
- Understand what drives mobilization around strategic goals
- Propose new levers to improve cooperation effectiveness
- Rollout mobilization levers (management principles, participative mechanisms) and develop common culture
Supporting teams through complex transformations
Supporting teams through complex transformations
Supporting teams through complex transformations
The company decided to shift its market position and seek differentiation through customer centricity. The shift won’t be possible with the engagement of the company’s people. The general manager wants to work hand in hand with the HR department to make this transformation successful. Changing company culture depends on it.

The WillBe Group teams are asked to:
- Make a diagnosis of the human dynamics at play (company culture, professional identities, power play, managerial model…)
- Deduce from the diagnosis what the main levers will be to change culture and internal processes
- Built a culture and HR strategy to make the transformation plan successful: HR policies must be the key levers of change (internal values, recruitment, payroll policies, training…) Train HR executives to help them becomes change agents
- Implement new ad hoc piloting tools (mobilization barometers, customer-centricity dashboard…)
- Support the deployment of the transformation plan
Carrying out a sociological diagnostic and implementing the levers of cultural tranformation
Unlocking a social conflict
Making relations more fluid in an organizational matrix
Helping support functions develop a more business-oriented approach and become the company's pathfinders