LeanPeople

Helping companies identify, unlock and unleash hidden potential. 

Fostering unique 10-factor holistic model of organizational performance, built upon key interconnected and interdependent performance drivers.

Co-Founder, Chief Transformation Officer

BonaMente

After half-year spent in establishing my place in the business environment, leveraging 2 partnership which I am still continuing, I decided to settle my own company. This helps to gain my own business identity and continue developing the ideas driven by my true passion - unlocking Human potential.

This is the representation of my piece in the range of business services, available through the partnerships I am taking part in, as well as independently on my own.

I am ready to offer the strong vision, creative mind and vast hands-on experience in bringing business ideas and ambitions to life through People, leveraging talents and potential, as well as boosting engagement and dedication, to deliver outstanding results.

I am ready to support any kind of transformation to become a success and deliver long-lasting, sustainable effects:

👉 Organisational change
👉 Cultural change
👉 Performance turnarounds
👉 Leadership journeys
👉 HR transformation

Individual entrepreneur, People & Organisation consultant, Business Transformer

Guidi Consulting

Guidi Consulting has been specialising for 13 years in finding the best match between Companies' hiring needs and candidates’ best capability and interest.
Since COVID stepped a bit back and market turned to be completely candidates-driven, as well as bigger shifts called as «Great Resignation» started  to emerge, Guidi Consulting expanded the range of People-related services help Companies become the most attractive for best candidates.
We joined efforts and offering to our clients the range of services related to:
- Executive search, headhunting and recruiting - the core business since years
- Maturing the Talent Acquisition process - to be able to win candidates’ market
- HR strategies review
- HR function transformation towards real business driver
- Leadership transformation
- Culture transformation
- Boosting employee engagement

Business partner, People & Culture and Organizational transformation consultant

Electrolux

Effectively manage manufacturing, supply chain, and logistics for 20 factories, 34 warehouses, one supply chain fulfillment centre, a population of 15k, and 18 direct reports. Define and deliver major improvements for Employer Value Proposition. Address the coming needs of Industry 4.0 transformations regarding digitization and modern capabilities. Utilize leadership skills to fuel positive organizational change, experiment with the latest methods, and meet the needs of the VUCA environment. Travel 50–70%.
Key Contributions
Reached and maintained the strategic target for product delivery at continuously improving cost while growing employee engagement since 2016. The key success came from several turnaround initiatives allowing entire end-to-end Supply Chain to perform at best of capabilities:
•	Designed, implemented and continouosly growing the new leadership approach based upon trust, engagement, and realizing full team potential.
•	Accomplished several multi-year cultural change programs: Consumer-focused supply, cross-functional collaboration, talent-driven teams; new practices became the blueprint for success.
•	Realized major organizational setup changes in Quality, Supply Chain and Manufacturing; completely re-energized and transformed the teams into admirable, high-achieving and continuously improving.

HR Director Industrial Operations EMEA (from 2019 - Europe)

Fully supported all organization units located in the region (Sales & Service, Professional Equipment, Logistics, IT, Global Technology) leading an HR team of three that managed 250 staff members. Guaranteed timely turn-arounds on key projects. Streamlined the processes for leadership changes and paved the way for increased profits and growth. Built new capabilities and new culture while making the leap to drive business to the next level as an independent self-driving sales machine.
Key Contributions
•	Secured business continuity and increased HQ stakeholders’ understanding of situation.
•	Completely re-energized the team and seeded enthusiasm and self-esteem, assuring all are ready for stepping up the responsibility and taking all market opportunities
•	Ushered the company into an era of being a top player in the Russian and CIS markets.

Regional HR Director (CIS counties + Baltics)

Linde Gas

Oversaw four production facilities, two ongoing M&A projects, and an HR team of 10 that supervised 1k employees.  Developed and implemented new and improved HR policies, procedures, and processes that contributed to overall organizational success. Preserved cost basis and needed profitability after the financial crisis struck. Restructured processes, minimized hiring and training efforts, and developed key leadership teams. Oversaw large customer installation projects. Focused upon succession planning and preserving operational capabilities.
Key Contributions
•	Reached all targets and deliverables when completing two M&A projects.
•	Assured business continuity along economical crisis, delivering expected level of EBIT and ROI.
•	Successfully rolled out a critical SAP HR project.

HR Director

Samsung Electronics

CIS region was newly shaped organization in 2005, became independent and reported directly to HQ. CIS region included 8 subsidiaries: Sales, Service, and R&D functions. Population around 1.000 employees, HR team 8 people.
Main achievements:
-	Built up CIS Headquarter from scratch, including main holding function (among which HR)
-	Established all core HR processes from practically 0 levels or upgraded up to required international standard
-	Effectively installed localized Leadership team. Traditional Korean expatriates moved to "adviser" roles where needed, otherwise fully localized.
-	Reduced Employee turnover from 25% to 5%
-	Together with the Manufacturing unit completed due diligence study (people side) for the opening factory in Russia

CIS Region HR Manager

That was the project of integrating acquired PWC Consulting business into IBM. The idea was to find synergies between 2 businesses to move from Product- to Solution-based model. The population of ~100 consultants.
- Aligned all processes to IBM standard while keeping low turnover rate.  
- Consulting department got through several restructurings with overall headcount increase
- Reached project deployment ratio was 86%. 
- Re-tuned the educational system to allow consultants to use time without project for learning.

HR Manager. Business Consulting Services department (integration project)

Unconventional Leadership Enthusiast | Creator and propagator of the "5E's of Leadership" | Empowering Leaders to Transform & Thrive in the Age of Change

With over 20 years in corporate HR, I’ve transformed underperforming teams into high achievers and turned potential into performance.

Like many managers, those I’ve helped have faced the complexities of leading teams through challenging changes and resolving deep-rooted issues.

Today, as a consultant, I elevate leaders from daily firefighting to strategic excellence, driving outstanding team results.

My Commitment. 

I empower you to:
- Elevate your teams to new heights.
- Synchronize structures, processes, capabilities, and culture.
- Unlock your team's full potential with a clear performance roadmap.
- Foster a culture of continuous improvement and learning, tailored to your needs.

Why Partner with Me?
I offer more than advice — I become your strategic partner, crafting a unique approach that fits your world. As a mentor, coach, advisor, and consultant, I provide the methods and insights to view your organization from every angle, connecting these elements into a holistic picture.

People are the core of business success and the central driver of growth. If you're ready to uncover and maximize your organization's potential, let's collaborate.

Your vision, combined with my expertise, will forge a path to outstanding team results. 
Reach out with a message or book a call (button at the top of my profile). Together, we’ll shape the future of your organization.

From sinking ship to industry leader, how did one company flip their fate?


It was a tale of transformation, from a struggling entity to a thriving powerhouse.

The company was in dire straits, with losses mounting, energy draining and morale sinking. 

Then, a new management team stepped in, armed with a clear vision and unyielding ambition. They replaced very bureaurocratic, very authoritarian management who de facto had killed the initiative, creativity, accountability and daring courage.

The new leadership was not afraid to make bold decisions. 

They placed their trust in the team, recognizing the potential in those who had proven their worth and hiring individuals with the right attitudes. 

This trust was not misplaced. The team rose to the challenge, fueled by the belief that the management had in them.

Support from the upper level was unwavering. The top brass stood behind the new management and their strategies, providing the necessary resources and backing to implement the changes. This support was crucial in driving the company's turnaround.
Old-rooted politics was declared obsolete, common-sense efficient business decisions were welcome.

Could it happen on it's on? 

The catalyst for change was introduced from the very beginning. The one who was called in to help to make this transformation fly:
- allow business run, in an absence of local CEO
- evaluate team's capability and potential
- infuse the enthusiasm and hunger for change
- plan and execute wide range of people-related matters which were collaboratively defined as transformation success factors


It happened to be me. It happened to be my first experience of significant performance turnaround.


The new management team was not content with merely stopping the losses. They wanted to transform the company, to make it not just profitable, but a leader in the industry. They implemented new strategies, streamlined operations, and fostered a culture of innovation and excellence.

The result? 

A dramatic turnaround. 

The company went from losses to profits, from a sinking ship to one of  industry leaders in the geography. 
On some market positions, never-achievable competitors were bet.
Internally, inside corporation, the country team was the best for several years.

The transformation was not easy, but it was worth it. 
The company's story serves as a testament to the power of clear vision, trust in the team, unwavering support, and the courage to implement radical change.

The journey from losses to profits is not a straight line. It is a winding path, filled with obstacles and challenges. But with the right factors in place, it is a journey that can lead to incredible success. This company's story is proof that no matter how dire the situation, there is always a way to flip the fate.

Credits for the image: shared by Success by Quotes

Mikhail Lvovskii

I've discovered 10 essential strategies that can turn your struggling organization into a market leader.

➢  The first step is to understand your market. 
Research your competitors, understand your customers, and identify your unique selling proposition.

➢  Secondly, create a strong vision and mission. 
These will guide your organization's decisions and motivate your team.

➢  Thirdly, invest in your team. 
Ensure they have the necessary skills and resources to excel at their roles.

➢  Fourthly, prioritize customer satisfaction. 
Happy customers are more likely to be loyal and recommend your products or services to others.

➢  Fifthly, embrace innovation. 
Stay ahead of the curve by constantly seeking new and improved ways to deliver your products or services.

➢  Sixthly, streamline your operations. 
Eliminate any processes that don't add value to your organization or your customers.

➢  Seventhly, build strong relationships. 
This includes relationships with your customers, suppliers, and other stakeholders.

➢  Eighthly, maintain financial health. 
Keep a close eye on your cash flow and profitability.

➢  Ninthly, measure and track your performance. 
Use key performance indicators to identify areas for improvement.

➢  Lastly, be adaptable. 
The business environment is constantly changing, so be ready to pivot when necessary.

Remember, transforming your organization into a market leader is not an overnight process. It requires strategic planning, consistent effort, and a commitment to excellence. But with these 10 strategies, you're well on your way to success.

Most businesses falter not because of lack of resources, but due to a flawed organizational structure and poor resource optimization.

The key to boosting operational agility and efficiency lies in rethinking these two aspects. A well-structured organization facilitates smoother communication, better decision-making, and improved productivity. 

On the other hand, optimized resource utilization ensures that every asset contributes to the overall growth and success of the business. 

But how do you achieve this?

→ Start by evaluating your current organizational structure. Identify the bottlenecks, inefficiencies, and redundancies. 

→ Next, consider the allocation of your resources. Are they being used to their full potential? If not, it's time to rethink your strategy. 

→ Remember, even small changes can have a major impact. A slight tweak in the workflow, a minor adjustment in resource allocation, or a small shift in roles and responsibilities can lead to significant improvements.

→ Finally, don't be afraid to experiment. The best organizational structures and resource optimization strategies are often the result of trial and error. 

So, are you ready to boost your operational agility and efficiency? It starts with a simple step: rethinking your organizational structure and resource optimization. 

And remember, the journey towards operational excellence is continuous. There's always room for improvement.

Most managers swear by traditional team-building methods. But here's a contrarian opinion: they're setting their teams up for failure.

Why?

Traditional methods are outdated.

They're based on the premise that a team that plays together, stays together. 

But does a weekend retreat of trust falls and icebreakers really create a cohesive, productive team?

Not necessarily.

These activities often feel forced and awkward. 

They can even create resentment, not camaraderie.

So, what's the alternative?


Focus on the work itself.

- Create an environment where everyone feels valued and heard. 
- Foster open communication.
- Encourage collaboration, not competition.
- Recognize individual contributions.
- And most importantly, provide clear, consistent leadership.

That's how you build a strong, effective team.

Not with trust falls. 


The key to team-building isn't in some offsite activity. 

It's in the daily interactions and the culture you create within your organization.

Remember, a team isn't just a group of people who work together. 

A team is a group of people who trust, respect, and support each other.

And that's something no amount of trust falls can create.


Is it a "death" of offsite events?
Surely not!

Just do your off-site mainly focused on co-creating, exploring more around the team.

Make it mix of (mainly) learning yourself and each other, creating cohesiveness among team members, and then a bit of fun and enjoyable time together.


Building a high performing cohesive team is a process. Do it right, and enjoy the benefits!

video credits: Derek Sivers @ Youtube

To achieve exceptional organizational performance, wotk with these 10 interconnected factors.


1) Align your market strategy. 

Your market strategy should be in sync with your organizational goals. This alignment ensures that every step you take is towards achieving your set objectives.

2) Gain a competitive edge. 

To stand out in the market, you need a unique selling proposition. This could be a product, service, or even a business model that sets you apart from the competition.

3) Foster a strong organizational culture. 

A strong culture promotes unity and commitment among your team members. It's the glue that holds your organization together.

4) Prioritize customer satisfaction. 

Happy customers are loyal customers. Make sure your products or services meet their needs and exceed their expectations.

5) Invest in your team. 

Your team is your most valuable asset. Invest in their growth and development to boost their productivity and morale. Take care with team dynamics, collaboration and good atmosphere.

6) Optimize your operations. 

Efficient processes lead to cost savings and improved performance. Look for ways to streamline your processes and eliminate waste.

7) Embrace innovation. 

Innovation is the key to staying relevant in today's fast-paced business environment. Encourage creativity and out-of-the-box thinking in your organization. Technology these days provides wide range of possibilities.

8) Implement effective leadership. 

Good leadership drives performance. Leaders should inspire and motivate their teams, and lead by example.

9) Maintain financial health. 

Financial stability gives you the freedom to invest in growth opportunities. Monitor your financial performance regularly to ensure you're on the right track.

10) Measure your performance. 

You can't manage what you can't measure. Use key performance indicators to track your progress and make data-driven decisions.

Remember, these factors are interconnected. They work together to drive organizational performance. 

Start focusing on them today and watch your organization thrive.


P.S. I can be of help, if you are unsure where to start.

I was tasked with making a leadership team confront their own flaws.

The journey began with a diagnostic phase, a kind of mirror held up to the team. We ran a workshop, dissecting their dynamics, identifying the cracks and crevices that needed to be filled.

The focus was on practicality. We didn't just talk about the issues, we put actions in place. We strategized, we planned, we set the wheels in motion.

The result? A comprehensive evaluation report. A roadmap for the team to navigate their way to improvement.

They've started moving, following the recommendations. Progress is visible, but the journey isn't over yet. We foresee some follow-ups, some checkpoints along the way. 

This isn't a quick fix. It's an evolution, a journey. And we're committed to seeing it through.

Unlock the secret to high-performing teams with these five non-negotiable rules for fostering collaboration that every team leader needs to.

Rule number one: Encourage open communication. 

This is the foundation of any successful team. Team members should feel comfortable sharing ideas, expressing concerns, and asking questions. 

Rule number two: Foster a culture of respect. 

Each team member brings unique skills and experiences to the table. Recognize this diversity and encourage mutual respect among team members.

Rule number three: Set clear goals. 

Teams perform best when they have a clear direction. Make sure every team member understands the team's objectives and their role in achieving them.

Rule number four: Promote accountability. 

High-performing teams take responsibility for their actions. Encourage team members to hold each other accountable for their tasks and responsibilities.

Rule number five: Encourage innovation. 

Great ideas can come from anywhere. Encourage team members to think outside the box and bring new ideas to the table.

Remember, collaboration is not just about working together. It's about working together effectively. By following these five rules, you can foster a collaborative environment that drives your team to perform at its best.

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