83% CEOs feel unprepared to lead on big projects: GMO may be the solution

Imagine leading a large organization at a time of challenging transformations in the business environment, such as during mergers or implementations of ERPs. Challenges accumulate, among increasing employee requirements, accelerated technological innovations, pressures for sustainability and regulatory adjustments. According to McKinsey & Company, 83% of CEOs feel unprepared to deal with this scenario, where only command and control are no longer enough. It takes a versatile, human and connected to people, but not all leadership can apply these soft skills in their work.

It is in this context that Organizational Change Management (GMO) reinforces its expertise. It is a strategic service, structured of practical actions, based on the best methodologies in the market, with the objective of supporting the human side of change during organizational transformations. By connecting strategy, clear communication and team development, GMO helps to lead the company from the current state to the desired, making everyone (from high leadership to operational teams) aligned and engaged in change.

Among the deliverables, good practices include training, organizational impact analysis and internal communication campaigns, focusing on minimizing resistance and accelerating positive results. Therefore, change managers are essential, where successful adoption can represent exponential gains in ROI and Payback.

Structuring decisions

Gateware works consistently to support, through GMO, the high leadership in structuring decision making, being activated even in times of schedule review and restructuring. Based on its own methodology and focus on the integration between communication, leadership and team engagement, the company develops solutions tailored to each corporate reality, supporting managers and teams in the transition between the current model and the desired future.

“O that differentiates GMO from Gateware is the human and strategic look. We act with empathy, but also with business depth.We are triggered not only to reduce resistance, but to support high leadership in the structuring decisions”, says Cibele Assumption, GMO specialist at Gateware.

One of the most representative cases of this performance was in the largest SAP project in global agribusiness, where Gateware was recognized as essential by the company's high leadership and expertise in acting with Change Management during SAP S/4HANA implementations. The challenge involved the replacement of a system used for more than 20 years, with impacts at all levels of the organization and in a highly rooted culture.

“Strategic communication was one of the pillars of the project, with internal and external campaigns, face-to-face, visual and digital actions that ensured the understanding of the project by the employees.The impacts were mapped in depth, including restructuring, resizing teams and aligning new roles, always focusing on preserving culture and valuing the people of”, Cibele points out.

Gateware has led training for more than a thousand people, organizing personalized trails, digital materials, video classes and operating manuals. “When people are empowered and confident, the Go-Live system is much more effective and the business suffers less” impacts, he reinforces.

For her, the role of Gateware is to prepare the leaders of the companies served to walk with autonomy: “A Gateware goes beyond the delivery of the project, we prepare the customer to walk with autonomy, confidence and, consequently, greater profitability. We prioritize the true partnership, and not just a punctual delivery”.

In a scenario where business leaders face increasing pressures for agility, empathy and sustainable results, the ability to drive change with consistency and integrated vision becomes a critical differentiator. Understanding that resistance to change often stems from a lack of clear direction and structured support is the first step to leading more effectively.And it is exactly this gap that Gateware's Organizational Change Management fills: empowering leaders to guide their teams not only through change, but toward the future they want to build.