Paula Videtta’s Post

Many strategies fail not from lack of effort, but from missing alignment, unclear communication, and weak follow-through. At The Board Consulting, we believe strategy should never stay trapped in slides or spreadsheets. Real strategy lives in motion, in decisions, priorities, and actions that shape daily execution. Strategy is not about ambition. It is about focus. It is about making hard choices, building alignment, and creating momentum across the organization. Treating strategy as an ongoing discipline that connects vision, culture, and execution ensures ideas don’t just look good on paper. They deliver results in practice. In a market that is shifting faster than ever, the organizations that win are those that keep their strategy moving. Because strategy on paper looks good. But strategy in motion wins.

Repositioning Red Bull: My Journey into the World of Consulting Sometimes, just three days can transform how you think, analyze and act. The Developing Effective Consulting Skills (DECS) module at Strathclyde Business School, led by Professor Simon Haslam CDir, was one such experience- intense, immersive, and incredibly rewarding. The challenge? Red Bull GmbH, a global icon facing a dual crisis: Internally, leadership succession and cultural uncertainty after the passing of founder Dietrich Mateschitz. Externally, rising health-conscious trends, sugar-tax regulations and intense competition from wellness-driven rivals like Celsius and Monster Energy. Moreover, it felt like a real time consulting engagement rather than an academic exercise. Demanding structured problem solving and actionable strategies. Over three days, I immersed myself in advanced consulting tools- from RACI Matrix and McKinsey 7S Framework to ISO 20700 ethical consulting principles, stakeholder mapping and the Business Model Canvas. I developed a three-pillar repositioning strategy: Governance & Leadership Transition- transparent succession planning, value alignment workshops and stakeholder engagement. Brand Repositioning- low-sugar, organic variants with eco-friendly packaging. Innovation & Adaptation- AI-driven product development and digital-first marketing. The strategy was mapped to a phased timeline: Phase 1 (3 months): Leadership transition and alignment. Phase 2 (6 months): Product development and testing. Phase 3 (3–4 months): Launch wellness-focused campaigns. Phase 4 (2 months): Global rollout and fine-tuning. To ensure sustainability, I designed risk mitigation plans (early regulatory engagement, milestone tracking, proactive communication) and evaluation metrics, including a targeted +15 NPS increase and 20% growth in health-conscious product sales within six months. This report was about solving Red Bull’s strategic dilemmas that dramatically transformed my mindset. I learned that consulting is all about asking the right questions, mapping stakeholder dynamics and balancing creativity with precision before concluding the answers. While my lecturer praised the depth and structure of my work one piece of feedback stood out: I had over delivered, offering too many recommendations. To me, this reflects passion, the drive to provide maximum value, even in a simulated client setting. My deepest gratitude to Professor Simon Haslam CDir, whose insightful guidance and teaching brought this module to life. His ability to connect theory with practice transformed three days of learning into a foundation I will carry throughout my consulting career. The Developing Effective Consulting Skills module reminded me why I chose this path: to help organizations navigate complexity, embrace change and create sustainable impact. Indeed, Consulting wreathes not only frameworks, but it’s also about a holistic transformation, both for businesses and for those who lead them.

Our recent research shows thought leadership is not just a marketing exercise to showcase an asset manager’s brand but is fast becoming part of the manager selection process. In this piece, Angele Spiteri Paris shares some key quantitative and qualitative findings from the study, including the role of thought leadership when managers win mandates from institutional investors. https://lnkd.in/ePNhZnHm #investmentinsights #thoughtleadership #assetmanagement #institutionalinvestors #managerselection

High quality content sparks investor confidence and helps managers build credibility. New research now proves there is an inherent connection between robust thought leadership and manager selection.

When decisions start to feel chaotic and accountability is nonexistent, it’s tempting to think process will fix it. Just add RAPID or RACI and the problem goes away. Right? No. While a good framework will move the need, a real and typically related issue is lies in something deeper: agency. Who actually has the license to decide? Frameworks can help in complex situations. But if they become the crutch, people start believing the framework itself makes the decision. It doesn’t. The key is agency first, framework second. Clarity of who decides and the contract around that decision is what lets culture take root and decisions flow. 👉 Read more in my latest post: https://lnkd.in/e2nGTXgg

🎉 𝗛𝗮𝗽𝗽𝘆 𝗘𝘃𝗲𝗻𝘁 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗲𝗿𝘀 𝗗𝗮𝘆! 🎉 For Change Management professionals, the skills of an event organizer are central to driving 𝗖𝗵𝗮𝗻𝗴𝗲 𝗮𝗻𝗱 𝗝𝗼𝘆 in the workplace. We don't just manage projects; we design experiences that inspire people to adopt a new way of working. Event Organizers Day (Oct 23rd) is a reminder that transformation is less about telling people what to do, and more about 𝗱𝗲𝘀𝗶𝗴𝗻𝗶𝗻𝗴 𝗺𝗼𝗺𝗲𝗻𝘁𝘀 that make the new way feel exciting, valuable, and even joyful. 🤝 𝗧𝗵𝗲 𝗖𝗵𝗮𝗻𝗴𝗲 𝗟𝗲𝗮𝗱𝗲𝗿 𝗮𝘀 𝗘𝘃𝗲𝗻𝘁 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗲𝗿 When implementing change, ask yourself: How can I apply an organizer's mindset to the change journey? 𝗧𝗵𝗲 "𝗟𝗮𝘂𝗻𝗰𝗵" 𝗮𝘀 𝗮 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗼𝗻: Instead of a mandatory training session, treat the go-live as a celebration (using aesthetics like color and abundance, as we discuss in our "𝗝𝗼𝘆 𝗮𝘁 𝗪𝗼𝗿𝗸" philosophy). A positive, high-energy launch reinforces the new, better future state and builds momentum. 𝗝𝗼𝘆𝗳𝘂𝗹 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗗𝗲𝘀𝗶𝗴𝗻: Event organizers know that the invitation matters as much as the event. Are your change communications and materials vibrant, clear, and easy to engage with? Poor design creates friction; thoughtful, aesthetic design (clean curves, pops of color, clear structure) reduces cognitive load and fosters a sense of 𝗷𝗼𝘆 𝗮𝘁 𝘄𝗼𝗿𝗸. 𝗧𝗵𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗠𝗮𝗽: A great event has a flow. A great change initiative also needs a defined, intentional path. Map out the emotional journey of your stakeholders: Where are the pain points? Where can you introduce a moment of joyful surprise (a quick win, an unexpected reward, a moment of recognition) to re-engage resistors? Embrace your inner event organizer. When you design the change experience to be clear, supportive, and emotionally positive, you don't just manage resistance, you cultivate acceptance, engagement, and ultimately, sustainable 𝗝𝗼𝘆 𝗮𝘁 𝗪𝗼𝗿𝗸. To all the change leaders and event pros out there, 𝘩𝘰𝘸 𝘢𝘳𝘦 𝘺𝘰𝘶 𝘪𝘯𝘵𝘦𝘯𝘵𝘪𝘰𝘯𝘢𝘭𝘭𝘺 𝘥𝘦𝘴𝘪𝘨𝘯𝘪𝘯𝘨 𝘵𝘩𝘦 "𝗷𝗼𝘆" 𝘪𝘯𝘵𝘰 𝘺𝘰𝘶𝘳 𝘵𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘢𝘵𝘪𝘰𝘯 𝘦𝘷𝘦𝘯𝘵𝘴? 💛 𝑮𝒆𝒕 𝓳𝓸𝔂 𝒊𝒏 𝒚𝒐𝒖𝒓 𝒊𝒏𝒃𝒐𝒙! https://ow.ly/lyYx50XfV4u #EventOrganizersDay #ChangeManagement #ChangeAndJoy #JoyAtWork #BusinessTransformation #OrganizationalChange #EventDesign #TheChangeDecision

Building a Culture Receptive to Change: How Incentives Matter Recently, in the 3rd session of the Change Management Workstream hosted by Pistoia Alliance, Building a Culture Receptive to Change, we had a lively discussion on how organizations use different incentives to motivate or even enforce change. It was interesting to hear the various project stories from participants on how incentives play a role to drive adoption and engagement during change initiatives. Key insights from the session: Carrot Incentives (Encouraging Adoption) 1. Recognition programs: “Change Champion” awards, shout-outs in town halls or newsletters. 2. Professional growth: Training, skill development, and stretch assignments to boost careers. 3. Social recognition: Shout-outs on internal media, badges on work profiles, and bragging rights. 4. Flexibility & perks: Hybrid work options, retention bonuses for office moves, and the ability to work from home. (Interestingly, this was seen to have the most positive outcome :) ) Stick Incentives (Reinforcing Accountability) 1. Performance-linked consequences: Missed objectives, job description updates, or required completion for system access. 2. Compliance & tracking: Non-compliance flagged to leadership, dashboards showing adoption rates, and feedback loops with teeth. 3. Recognition tied to accountability: Techy awards, stock options, or reduced access to legacy systems if tools aren’t adopted. Key takeaway: Effective change management balances carrots and sticks, focusing on clarity, trust, and engagement rather than fear. We wrapped up by brainstorming how to amplify our collective impact that we are excited to build on at our upcoming in-person workshop. Always grateful for these grounded, practical conversations on what it really takes to build a culture that embraces change. Dana Karen (DK) Ciccone Thanks for moderating the session again! #ChangeManagement #OrganizationalCulture #Leadership #LifeSciences #PistoiaAlliance

From Playbook to Performance: Why Change Management Is the Missing Link Between Strategy and Impact There’s no shortage of great ideas, insights, and marketing strategies—but few make it onto the field. At Bovitz, we’ve seen that companies rarely fail because they lack insight or creativity—they fail when those ideas aren’t activated. That’s why we developed the Bovitz Change Activation Framework™ (CAF): a proven system that bridges the gap between strategy and execution, turning playbooks into performance. 🔥 Five Principles That Drive Activation: ✅ Systems Thinking – Align leaders and influencers to move as one team. ✅ Emotional Resonance – Capture both hearts and minds, because change is human. ✅ Structure with Agility – Provide a clear plan while leaving room to adjust. ✅ Addressing Barriers – Identify blockers early and design plays to overcome them. ✅ Creativity – Keep energy and inspiration high with unexpected plays. Together, these principles turn insights and marketing strategies into measurable business impact. At Bovitz, our insights team builds the strategy. Our activation experts help teams bring it to life. The result? Organizations that don’t just plan to win—they perform. 👉 Read the full article here: https://lnkd.in/gGRTFCRq

There's always the challenge as marketers - you can come up with the best ideas and the most effective strategies for your clients, but organizational politics, misalignment, or lack of engagement cross-functionally means that the maximum business impact isn't realized. And isn't the great idea that sits on the shelf such a bummer! Bovitz and Boombox Marketing want to help fix that. Take a look at our latest post.

Initiatives Don’t Run on Magic When decision-makers assign a major initiative, the individual responsible for driving it should follow these essential steps: 1. Clarify the scope and expectations. 2. Develop a comprehensive plan detailing roles and responsibilities, key actions, timelines, and required resources. 3. Present the plan for approval to the decision-makers. 4. Once approved, decision-makers assume ownership of both the plan and the initiative. 5. Ideas become initiatives only when plans are approved. Attempting to launch with fewer resources or at a significantly accelerated pace than the plan allows is not strategy—it’s magical thinking.